MGT600 - Management, People, and Teams: A Reflective Analysis Report

This report presents a self-reflective analysis of management, people, and teams from a manager's perspective. It delves into the nature of organizations, the manager's role in addressing challenges, and the dynamics of power and politics. The importance of effective communication in boosting o...Read More

Running head: MANAGEMENT, PEOPLE AND TEAMS
Management, People and Teams
Name of the Student:
Name of the University:
Author Note:

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Executive Summary:
The report is a self-reflective analysis of management, people and teams from the perspective of
a manager. The report commences with a discussion on the nature of the organization. There is
discussion about the role of the managers in dealing with the challenges along with a discussion
on the power and politics. The report also discusses about role of the effective communication in
enhancing the organizational as well as employee productivity. One can also find discussions on
the types of conflict and the model for negotiation that would help in avoiding future conflict.

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Table of Contents
Introduction:....................................................................................................................................3
Nature of Organizations:..................................................................................................................3
Role of Managers in Dealing with Challenges:...............................................................................3
Motivation and Influence:................................................................................................................4
Power and Politics...........................................................................................................................5
Communication................................................................................................................................5
Conflict............................................................................................................................................6
Negotiation......................................................................................................................................6
Conclusion:......................................................................................................................................6
References:......................................................................................................................................6

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Introduction:
The report is a reflective analysis on management, people and teams. Therefore, it tries to
provide an insight in to the nature of the organizations and the roles played by the manager in the
context of risk and challenges. There are also discussions on the key theories and principles of
strategic management of people and how they contribute in enhancing individual and
organizational performance. The report also focuses on power, politics and conflict. There are
discussions on advantages of effective communication and the power of negotiation.
Nature of Organizations:
I believe the nature of organizations varies. Some may be natural system while others
vary between rational, open or closed systems (Hanifzadeh, Talebi & Sajadi, 2018).
Organizations with a natural system exist within environment and have an informal structure
while the rational systems remain controlled as the coordinated and purposeful agents, have
specifity of goals, and formalized structure. Organizations with closed systems have few points
of contact with environment and they do not entertain intake of material, information and energy
while the open system have multiple interaction points with environment, ensures self-
maintenance and is goal directed. These types of organization also believe in maintaining
reciprocal ties with the environment as it acts as the ultimate source of energy, material and
information.
Role of Managers in Dealing with Challenges:

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As a manager, I should play a proactive role in dealing with the risk and the challenges.
In addition, I also need to perform the following functions (Stecher, Kirby & Rand, 2004):
1. Through Communicating: To avoid challenges, I should engage in a dialogue with the
employees and thereby notice signs that lead to the consistent misunderstanding and performance
problems.
2. Through Resolution of Conflict: As manager I should address the problem head on,
diffuse the emotions and feelings of the employees regarding a problem, listen to the needs and
the desires of both the parties, help in deriving a win-win solution that leads to a positive and
productive work relations.
3. Through Management of Performance: As a manager, I should also be able to motive
employees in managing workloads and create a balance in meeting the goals.
Motivation and Influence:
To manage people I believe in following three basic principles that includes:
1. Effective Listening and Responding with Empathy: This will help me in building the
bond of partnership and trust.
2. Developing a Plan of Action: This will help me in the successfully accomplishing a
task
3. Confirming Actions and Setting Dates of Follow up: This will help me in setting
quicker and shorter milestone and assuring the progress for meeting business needs.

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In addition, I will implement the following theories that I believe will help in enhancing
the organizational and individual performance.
1. Maslow’s Theory of Hierarchy of Needs: The application of this theory will help me in
understanding the need of the employee that he/she expects to be accomplished (Maurya &
Agarwal, 2018). The needs include psychological, social, esteem, self-actualization and safety
needs. As a manager, I should ensure meeting the needs of employee security not only in terms
of the means of working but also ensure putting them under manageable stress levels.
2. Open Systems Theory: This theory will help me in understanding the fact that I cannot
control the environmental factors of the organization but can certainly manage the
transformations, inputs, feedback and the output (Rowley, 2001). The theory will also provide
me with a guide on the performance of the team and the ways of tackling problems and
maximizing success.
Power and Politics
I have found that power and politics plays a key role in business in terms of decision
making and employee interaction (Wamsler, 2018). Positive power helps in encouraging
productivity as it gives the employees the power of decision-making, supervision and reward for
a stronger performance. Besides, employees learning to navigate politics also seem more
productive than the ones left out of loop.
Communication
To manage people I believe effective communication plays a vital role in the
organizational context because of the following criteria:

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 It helps in building better relationship amongst the employees
 It helps in gaining productivity
 Helps in maintaining a diverse workforce
 Ensures smooth working amongst the employees belonging to different
generations
Conflict
An organization might experience conflict for the following reasons:
 There might be a conflict of interest
 There might be competition for resources which includes material, time and
money
 There might be a conflict due to interpersonal relationship
Negotiation
I can however ensure negotiation within organization by adopting a win-win model
where every member involved wins the negotiation (Dahanayake et al. 2018). This model
ensures that everyone benefits from the negotiation and no one is at loss.
Conclusion:
To conclude, I can say that organizations are a means of integrating various types of
activities for the achievement of the organizational goals and objectives and they should
therefore have a competent management for providing them with the factors necessary for the
effective performance of a job

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References:
Dahanayake, P., Rajendran, D., Selvarajah, C., Ballantyne, G., Ng, E., & Köllen, T. (2018).
Justice and fairness in the workplace: A trajectory for managing diversity. Equality,
Diversity and Inclusion: An International Journal,12(12), 00-00. doi:10.1108/EDI-11-
2016-0105
Hanifzadeh, F., Talebi, K., & Sajadi, S. (2018). The analysis of effect of aspiration to growth of
managers for sMEs growth case study. Journal of Entrepreneurship in Emerging
Economies, 10(2), 277-301. doi:10.1108/JEEE-10-2016-0045
Maurya, K., & Agarwal, M. (2018). Organisational talent management and perceived employer
branding. International Journal of Organizational Analysis, 26(2), 312-330.
doi:10.1108/IJOA-04-2017-1147
Rowley, C. (2001). Employee development[2]. Personnel Review, 30(3), 371-377.
doi:10.1108/pr.2001.30.3.371.5
Stecher, B., Kirby, S., & Rand Education (Institute). (2004). Organizational improvement and
accountability : Lessons for education from other sectors. Santa Monica, CA: Rand.
Wamsler, C. (2018). Mind the gap: The role of mindfulness in adapting to increasing risk and
climate change. Sustainability Science, 13(4), 1121-1135. doi:10.1007/s11625-017-0524-
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