In my previous work engagement, the top manager had an altercation with one of the workers due to performance on an assigned task. During the exchange, the manager raised his voice openly criticizing the employee with a view he did not follow instructions and reminded him that they could be fired and replaced at any time. He demanded that the employee works overtime or else risk losing his job.
The behaviors demonstrated include poor communication between top and low-level management. The manager did not use the right channel to inform the employee for positive criticism to thrive and provide a pathway for feedback. By openly criticizing the employee, the manager misused his power by embarrassing and provoking a negative attitude.
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Deliberate impoliteness was also a demotivating approach in the workplace. The constant reminder that people are disposable because of their work performance is unethical. Still, raising one's voice, especially in an open office, was demeaning. Moreover, demanding the employee to work overtime failed to consider personal choice, which depicts rudeness. Despite the willingness to perform better, the behavior encourages resentment.
The behaviors can be corrected through constructive criticism where opinions are valued. In underperformed tasks, the manager should communicate his views positively. Indeed, constructive feedback encourages employees to improve on their previous performance. Omer and Abdularhim (2017) argue that a constructive attitude builds relationships, trust, and understanding. By providing feedback rightfully, workspaces encourage positive change.
Additionally, effective communication through the right channels would be helpful. In every assigned work, it is essential to communicate expected goals and a way forward in case of failure. Employees should have a channel to seek clarification and express their views on issues. The manager should politely offer feedback without reminding employees of their work position. As an instructional leader, motivation through words yields results by encouraging employers to adjust their performances. Communication of ideas strengthens feedback and willingness to learn and improve.
References
Omer, A., & Abdularhim, M. (2017). The criteria of constructive feedback: The feedback that counts. Journal of Health Specialties . 5. 45.DOI: 10.4103/2468-6360.198798.
