Human Relations : Part # 9

The three working environments in which managers operate are :

• The structured environment
• The permissive environment
• The democratic environment

1. The structured environment - The managers are usually fairly strict, and use many restrictive controls.
In this type of environment, the manager(s) always expects the employees to be precisely "on - time" for their shifts, orderly, accurate, and highly efficient, and effective.

Also, the manager in this type of environment may appear unfeeling to a new employee at first, but the manager is most likely very interested, and very willing to help the new employee more than he / she does initially reckon!

2. The permissive environment - This is the direct opposite of the structured environment. 

The manager(s) in this type of environment are "easy - going", use a free - reign style to manage, and there are few restrictions.

This type of environment is acceptable in the world as well, but is the most risky of the three for the manager to create, and most dangerous for a new employee to work in, because of his / her great need for supervision initially.

3.  The democratic environment - This is the preferred environment for most managers operating in modern - day organizations, but is the most difficult, and challenging of the three to create!

In this environment, the manager works very closely with, and for the team, and is a great leader as well.

Each employee should feel as though they are a good part of the team, and also should feel personally satisfied with their works accomplishments.

Greater workplace, and team productivity should also be a result of this type of environment.

The manager's roles in all three of these environments should be :

Teacher - He / she should teach the new employee the proper routines of the job, and should also greatly influence their attitude toward the "good". 

Counselor - He / she should be a good counselor / coach.

His / her job is to make certain that the employees achieve their maximum potential at the workplace!

To correct the employee's errors.

To give employees good, and proper tips on improving their team, and workplace performance.

Leader - The manager must provide the proper leadership the team, and department does require.

He / she must continuously motivate all of the employees.

He / she must help the employees to develop a long - term career with the organization.

The employee's role in all three of these environments should be : 

To simply be a good employee!

• Practice good, and ethical behaviors at the workplace!
• Maintain open, and honest communications with your manager(s).
• Don't discuss your manager(s) negatively with your co - workers.
• Avoid transferring the negative attitudes you may have developed of previous managers, to your current manager.
• Expect some of the work days to be very challenging under your new / current manager.
• Don't make minor workplace issues major workplace issues!
• Don't let your manager intimidate you!
• If you make a mistake at your workplace, correct it quickly!
• Remember - not every manager likes their job.
• If needed, simply ask your manager to personally mentor you.

Managers are humans too!

     

                                                                                                                                                                                                                                                                                                   

Human Relations : Part # 8

The six employment human relationship characteristics.

1. Mutual Reward Theory - The Mutual Reward Theory (M. R. T.) states that a relationship between two people is enhanced when there is a satisfactory "balance" of rewards between them.

In a good M. R. T. relationship, both parties prosper, but the M. R. T. is biased toward a "win - win" outcome.

If the relationship is to remain healthy, and prosperous for a long period of time, it must contribute something  valuable to both persons.

If, and when one of the persons does discover that she / he has been contributing substantially more than the other, the relationship may quickly weaken!

However, if, and when there are "balanced" rewards between the persons, the relationship may prosper very healthily!

A sincere relationship may also occur, if the relationship is close, emotional, and important enough.

     2. Value Conflicts - Everyone has her / his own personal values. 

To impose one's own personal values on another, especially at the workplace, will create a negative relationship between the employees who are "forced" to work together closely.

    3. Ethnic Implications - Diversity at the workplace is promoted when there are relationships that do include employees from differing ethnic backgrounds.

     4. Sexual Overtones & Harassment - Sexual Overtones = Sexual Tension (not dangerous!)

Sexual Harassment at the workplace is any, and every sexual harassing that does cause a co - worker to be uncomfortable, and has a negative effect on workplace productivity.

In most cases, sexual harassing is done in a deliberate way over a lengthy period of time.

There are also three other types of harassment which are :

• verbal
• visual
• physical

    5. Age Differences - Employee generation age gaps!

Many employees between the ages of 18 - 30 years reckon their young age a "handicap" versus the elder employees at the workplace, and they often get discriminated at the workplace because of their young ages.

    6. Irritation Threshold - Working relationships are frequently endangered of weakening because one of the employees does have an irritating habit / mannerism that bothers an other. 

Whether or not a habit, or mannerism of one employee irritates an other employee does depend upon the threshold, and tolerance acceptability of the other employee.

The irritation threshold is the tolerance acceptability for a habit / mannerism of an employee.

If, and when an employee does have a high tolerance acceptability , she (or he) has a good human relations skill!

If, and when an employee does have a low tolerance acceptability for another employee's habits / mannerisms, the relationship may quickly weaken.

An example of something someone else does that sometimes gets close to, or passes my threshold is an irritating laugh!

Ha! Ha! Ha! Ha! Ha!