management philosophy megan sadler longwood...
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Management Philosophy 1
Management Philosophy
Megan Sadler
Longwood University
Management Philosophy 2
Management Philosophy
Beliefs & Values: -‐ Open minded -‐ Consistent
-‐ Avoids Judgment
Theoretical Framework: Behavioral Management
Areas of Strength: -‐ Determination -‐ Works well with
Others -‐ Optimistic
Areas of Improvement: -‐ Spontaneity -‐ ConJidence -‐ Saying "No"
Leadership Style: Delegative
(Laissez-‐Fare)
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Theoretical Framework:
The Behavioral Management Theory was brought up in the 1950s and
1960s. The foundation of this theory is the concern for employee satisfaction. It also
focuses on working conditions that can lead to increased productivity (Bailey, 7) (Carter
& O’Marrow, 19-20). This theory is the theoretical framework I feel would fit me best in
the workplace.
The reason I chose this theory was because I truly do believe that the more
satisfied an employee is and the more comfortable he or she is in a working condition, the
more the employee will be able to focus and improve their quality of work. If an
employee does not feel safe in their work environment, their focus will not be on the task
he or she is supposed to be performing. Their emotions would entail nervousness and
anxiousness and cause them to be less productive in their professional abilities.
Based on my experiences, being in a work environment where I feel safe and
secure makes a world of difference in my productivity. When I am comfortable to ask
questions, I ask them right away and am able to improve my working abilities then and
there. Behavioral Management Theory brings the human element to the workplace. In
other words, people should not be mistaken as machines. This theory links human
behavior as well as motivation and recognizes intrinsic motivators. It also involves
employee incentive programs and encourages positive supervisor/employee relations
(Bailey, 9) (Carter & O’Marrow, 19-20).
Leadership style:
The Leadership Style that fits me best is Delegative or Laissez-fare. This is the
style that I would most likely model in the workplace. This leader provides little direction
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because staff is considered to be mature and internally motivated. The leader of the
laissez-fare group leaves decisions up to the members of the group, instead of directing
and giving orders. This type of leadership enables creativity among highly motivated
employees and gives them a wide range of freedom. These are the strengths of this type
of leadership. Delegative leadership may sometimes lead to lack of motivation, blaming
others, and poorly defined roles. These leaders enable group members to make their own
decisions. A leader or manager cannot handle all situations in his or her own hands. This
is why it is important to divide up certain tasks and delegate them between the group
members or staff you are serving. It is important to have honest and trustworthy group
members to carry out individual tasks (Cherry, 2015).
Beliefs and values:
1) Be open-minded: I believe it is so important to go into a career or even a new
position in your career with an open mind. I also think it is important to be
completely unbiased when stepping into a new position. Being open minded will
broaden the horizons of the facility and the amazing plans the leader has for the
agency. The staff under the supervisor is able to be creative and unafraid to speak
their minds, give opinions and make suggestions. I would maybe even suggest a
comment box. Employees could anonymously write down ideas, suggestions,
questions, comments or concerns that they have for the supervisor. It would then
be able to be addressed in an effective manner without embarrassing anyone or
putting he or she in the spotlight. I believe feedback from employees can be very
beneficial to an agency because you are receiving information from all
perspectives and satisfying the agency as a whole.
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2) Be consistent: When I am working under a person who is more knowledgeable,
more educated and more experienced than myself - I always want them to be
consistent with me. If nothing else, I want them to represent their advice well. I
want them to do exactly as they tell me to do. I like for my superiors to mimic the
epitome of a great role model. I am the type of person to learn through experience
and it is important to see success happen. This is what I would do in order to
ensure my staff that they would be given the same respect. I would do my best to
model what I would want a good employee to bring to the table. I think being
consistent is a good, solid foundation for an agency and also ensures effective
communication.
3) Avoid being judgmental: As a higher authority in an agency, it is easy to
overlook the feelings of others and focus only on business. While I believe it is
important to leave most personal issues at home during your work hours, I am
human and I still believe it is indeed hard to forget things like family issues while
at work. If a hard working employee seems to be under the weather, I would sit
down and talk with them to see if there was anything I could do as their
supervisor to help them. They may even just need someone to talk with and vent
to. I am not saying break the business relationship and make it into a personal
one. However, I think some people need the comfort of knowing someone else
knows how he or she feels. I do not think a supervisor should jump all over their
employee if they seem to be slacking a little, because we never know what goes
on behind closed doors.
Areas of strength:
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1) Determination: I feel that my plans for an agency would follow through after
hard work and structured plans because I do have a strong characteristic of
determination. When I set a goal for myself, I strive to complete it and accomplish
it in the most successful way possible.
2) I work well with others. I have never been a difficult person to get a long with.
However, I do know when business needs to be taken care of and I will take the
appropriate action to do so. For the most part, I am an understanding person and I
am very perceptive to the feelings, thoughts and emotions of others. I am a good
listener, which I believe gives me the opportunity to be a good manager or leader.
I listen to what people want or need and try to apply it to the best of my abilities.
3) I am an optimistic person. I strive to look for the bright side in all situations.
One of my favorite sayings is, “You can’t have sunshine without a little rain”. I
am a firm believer that everything happens for a reason and I encourage others to
move on from the negativity and search for the sunshine in their lives – whether it
be a personal or business oriented.
Areas of improvement:
1) Spontaneity: An area of improvement that I could use some extra practice in
would be my spontaneity. Before my junior internship, I had very low quality
spontaneity as well flexibility. I became frustrated when things didn’t go quite as
planned. However, when I began my junior internship, this started to change
fairly quickly. Regarding the Therapeutic Recreation field, I learned that being
flexible was one of the most important characteristics I could have to avoid stress
and confrontation. Although I always had backups, there were still times that I
Management Philosophy 7
was forced to think on my feet and my whole plan plus my hip pocket went down
the drain. I learned to not let this upset me or stand in my way. I learned to use
resources that were available to me and to “Think Smarter, Not Harder”.
Although I learned a lot during my internship about flexibility and spontaneity, I
still think there is room for improvement in this area. When it comes to skills like
this, I think extensive amounts of practice leads to improvement. As a manager of
an agency, with several employees under my supervision, flexibility is crucial.
This does not mean I would not be a structured and organized manager or that my
rules would be lenient.
2) Lack of Confidence: A second “road block” I think I would encounter as a
manager would be my lack of confidence in myself. I have learned that I am
always second to speak up in a group. However, my ideas always match the
thoughts or ideas of my peers or other group members. Confidence in myself
would lead to more productive programs and creative ideas for an agency.
Sometimes I think my thoughts go to waste because I am not quick to be
proactive about them. For my senior internship, I would like to set a goal for
myself to speak my mind when it comes to suggestions for the quality of life for
clients.
3) Saying “No!”: As a leader or manager, I think it is important to be able to be
stern with your decisions. Personally, a limitation for me, and something that
would affect me as a leader, would be that I have a difficult time saying “no”. As
a manager, I would need to improve on this area. People are amazing and do have
great communication skills as well as skills of enhancing the quality of life for
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others. However, we are all still human and should not take on more than we
know we can handle. I think it is more important to take on a few tasks and excel
at them, than try to take on several and have them be only mediocre.
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References
Carter, M., & O'Morrow, G. (2006). Conceptual Foundations of Management. In Effective Management in Therapeutic Recreation Service (2nd ed., pp. 15-21). Pennsylvania: Venture Publishing.
Cherry, K. (2015). What's Your Leadership Style? - Quiz. Retrieved September 23, 2015,
from http://psychology.about.com/library/quiz/bl-leadershipquiz.htm Bailey, A. Theories Powerpoint. Behavioral Management Theory. (2015). Pp. 7-9.
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