Setting Climate and Culture - The Manager's Responsibility Essay

Setting Climate and Culture - The Manager's Responsibility - Essay Example I believe, establishing and maintaining open communications in an organization is one of the most prime methods of making your employee role playing towards the company's goals and objectives. It makes and feels your company's employees more valuable. Moreover, open communication also results in high productivity with cost effectiveness. It has been observed that conflict between workers and management occurs when communication fails. To create an open communication environment, manager should make a clear distinction among workers to communicate about work issues and listen carefully to supervisor instructions and answer him/her as asked. "A supportive communication climate encourages open, constructive, honest and effective interaction. A defensive climate, on the other hand, leads to competitive and destructive conflict. The competent communicator strives to maintain a supportive communication climate". (http://planet.tvi.edu/idc/Documents/ClassroomClimateweb.htm) I prefer the supportive communication instead of defensive because as far as problem orientation is concerned, the supportive communication provides invitation to the group of workers to open their views by working together to reach a solution of a problem. The supportive communication is responsive to all employees; it coveys a message that is understandable and generates interest problem solving steps. The supportive behavior creates equality among all employees and consequently, the supportive communication in an organization creates message that indicates equal worth of all subjugated employees. On the other hand, the defensive communication lack essence of problems and thus, it creates communication gap in many ways. "Organizational values are moral boundaries - the lines the organization will not cross. They are the ethical standards by which organizations measure themselves, and by which they invite the Community to measure them. The working credo you will create from these values will be a commitment to the community to do your work in a way they would be proud of". (http://www.help4nonprofits.com/ValuesExercise.pdf) One can determine the organizational values of employees by cononsidering the following points, and if necessary do communicate with the employees: (1) What working standards are adopting by the employees and to what extent they are good in decision making process and in what order they are taking decisions (2) What behavior they want to reward either they want supportive behavior or defensive behavior However, on the side of an employer, it is a very important factor considering the organizational values of the employees to make sure that whether the employees are getting competitive fringe benefits or not along with good salaries and sound working conditions. It is a significant part of a manger's duty that he/she should evaluate and understand how ethics can make employees performance better. As far as demographic make up of an organization is concerned, it includes gender, race, level, grade and so on. In my organization, there are different (ethnicities) people are working; Black, white, Hispanic and some employees belong to other countries - they are not