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Management at the Workplace
Name
Course
Date
Defensive Vs. Supportive Management at workplace
Introduction:
A group is a collection of people, who interact with each other such that one person’s interaction is vital
to the others. In organizational workplaces, management is a key component on productivity. Groups
where people interact freely, get along with each other, feel desire to contribute, and able to effectively
coordinate their system has a greater level of success compares to our case study Pump It Up where
individuals are inhibited from working together, interacting with each other and supporting each other,
expression of feelings is curtailed, resulting in conflicts, desertion, demoralization and poor
performance.
Team:
A team is a group with individuals who are a cohesive coalition of people working together, to achieve
mutual goals and objectives of the organization. It involves having common goal calls on the invocation
of these individuals to achieve the common team’s objectives and goals. They are always categorized by
relatively small size say 5 in number with complementary skills to achieve common goal, which they are
mutually committed to do.
Team Management is the ability of an individual or an organization to effectively administer and
coordinate a group to perform certain tasks. Team Management comprises Teamwork, Communication,
objective setting, and performance appraisals.
Communications is the grease or glue that holds a team together, to accomplish the required task.
Effective communication builds strong relationships, and is focused on meeting individual needs,
conveying important information and providing feedback. Communication involves both verbal and nonverbal. Verbal involves word of mouth, electronic, and social media, while non-verbal involves body
language, facial appearance, etc.
Effective Communication involves the following;

Providing a conducive and pleasant workplace experience
Everyone wants to work in an environment that they feel proud and happy to come to work. For
example proper lighting, infrastructure, and flexible work place. Defensive workplaces do not consider
this leading to occupational illnesses and absenteeism. There should be ethical standard if its toilets
they should be done such that they can be cleaned appropriately without subjecting the workers to
filthy workplace.

Fostering workplace connection and collaboration
Researchers have put it very clear that where the management engages their teams for continuous
improvements works better as it brings a sense of belonging and have their opinions count. There
should be weekly or monthly meetings to discuss challenges and ways to improve, implementing their
decisions. Defensive organizations as vcan be seen from the caser study the opinions of the employees
don’t count and that why they do not want to approach the supervisor or in charge as they fear
victimization and dismissal.

Encourage Happiness
Many good employees leave because of lack of happiness. An autocratic Manager is so self-centered
and does not focus on team members leading to poor performance. Happy employees take ownership
of their duties and will perform better. Supportive organizations are always concerned with their
employees and do so much to improve their welfare. This can be informing of supporting their team
building activities and forums where people share with the Managing Director. It’s also common
knowledge that people leave companies because of bad boss not bad role.

Proper Remuneration
A well-remunerated employee will go a long way to work for the income they get. This encourages
productivity and retention of talent within the organization. Supportive organizations have various
scales that they use to pay employees consistently and on date prescribed. However, defensive
organizations payment depends on your interactions with your boss and not necessarily skills and
experience.

Offer Opportunity for self-growth development
Supportive organizations encourage growth of the employees and support their growth, this can be paid
up leave days, study leave and job rotation so that they can learn new skills and grow their career to
become knowledgeable and learn new ideas to latest technologies and innovation.

Set clear goals
When clear goals are set there will be no time wastage among the employees. They will be obedient at
work and get focused work towards the set goals. Defensive Organizations the goals are set by the
management and does not support how they are achieved. The employee micromanaged to do the task
through threats and intimidation. However, Supportive organizations the goals set are broken down so
that they can easily be achieved and support required is employed.

Performance Appraisal and award of bonuses
Supportive organizations reward performance with a well-established reward policy. This inculcates a
culture of hard work and performance. High achievers should be encouraged by payment of good
bonuses and career growth. However, non-performers should be performance managed so that they get
out of the red zone.
References
https://www.inc.com/peter-economy/9-super-effective-ways-to-motivate-your-team.html
https://smallbusiness.chron.com/effective-communication-methods-organization-2.html
https://study.com/academy/lesson/the-difference-between-groups-and-teams-definitioncontrasts.html

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