Management Role Reflection and Organizational Challenges

This essay provides a reflective analysis of the role of a manager within a business organization, drawing upon personal experiences in an IT company based in Australia. The essay explores the essential functions of a manager, including planning, organizing, staffing, directing, and controlling, and highlights the importance of skills such as interpersonal communication, delegation, problem-solving, and decision-making. It examines the significance of effective leadership, particularly transformational leadership, in fostering employee engagement and driving organizational success. Furthermore, the essay addresses key challenges encountered by managers, such as resistance to change and communication barriers, and emphasizes the need for strategies to promote a positive work environment and ensure effective information flow. The author concludes that their experience as a manager has been beneficial and will aid in future development. References to relevant literature are also provided.

Running Head: MANAGEMENT
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Management research perspective
6/30/2019

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The essay brings about the discussion on the concept and role of management or
manager in context to the business organisations. It is a reflection of some of my experiences
in respect to the role of a manager, and the issues experienced by them working in a business
environment. We know that a manager contribute to the working and development of the
organisation to a great extent (Rezvani et al., 2016). The assignment will explain the role of
manager and their contribution to the organisational efficiency and individual development.
Therefore, we must know the essential skills required to become a successful manager in the
future years.
I have learnt through my class lectures, and video sessions about the role of a manager
in context to business organisations. A manager performs certain functions vital to the
working of the business, i.e. planning, organising, staffing, directing, and controlling and
motivating people.
I have understood about the primacy of the function of planning, which managers
undertake to set goals for ensuring high performance. Furthermore, we were taught that the
managers lead the group or employees working in the organisation towards a common
direction or purpose. Leading and undertaking responsible decisions for proper utilisation of
resources determine importance of managers. Therefore, I have analysed that a manager
perform several duties and perform numerous roles in the organisation (Alvesson &
Sveningsson, 2015).
A number of skills and qualities are essential for managers to perform and fulfil
various responsibilities. These skills include interpersonal skills, communication and
motivation, organisation, delegation, mentoring, problem-solving and decision-making. I
have been working in a IT company, based in Australia, at the position of the manager. Now,
being a manager I understood that a number of skills and responsibilities are considered vital
for the smooth functioning of the organisation. I have essential skills such as guiding,
supporting, and motivating employee working in an organisation (Bridge & Dodds, 2018).
Moreover, I have been appreciated for planning and organising goals, and activities
amongst people in the organisation. This represented one of the main factors leading to my
growth and development as a manager. Being at the position of a manager, I worked
effectively, and enhanced the effectiveness of team work and team members, which led to

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increased productivity (Rezvani et al., 2016). Entrusted with a leadership role, I had been a
good leader in the company, one who takes responsibility for leading people. Leaders are
vital members in an organisation, as they set the guidelines, and objectives for the
organisational members.
I practised transformational style of leadership in the company, and it was considered
to be the most effective way to ensure participation/engagement of employees in the
organisation. Through practising effective leadership, I brought about a change in the
behaviour and attitude of the individuals working in the organisation (Blanchard, 2018).
Besides, these aspects I worked effectively to maintain control and coordination amongst
people in the organisation. This has been an essential and significant part of my role as a
manager, to work effectively, towards organisation’s success (Fonseca et al., 2016).
Despite, all the aspects, and facts in context to the organisation, I found myself able to
handle the operations and activities. However, one of the problems I faced while working in
the organisation. One of the major issues that I have observed is regarding the introduction
and management of change in the organisation. Employees in the organisation resist to the
change, due to various reasons and this affects the working and growth of the firm (Noe et al.,
2017).
Managing and retaining change in the organisation is a major and common problem in
every organisation. Managers have an important role or responsibility to encourage
employees in a positive way, to support change. In addition, developing a positive work
environment and strong culture, are the key factors that facilitate in the implementation of
change (Guest, 2017). Besides, a healthy and culturally diverse workforce is another aspect
or element that may support the change in the organisation. Therefore, I analysed that it is
beneficial to work through encouraging diversity, and healthy work environment to lead
change (Sabatier, 2018).
Another issue or problem that managers face being in an organisation, consists of
communication. Effective communication is a critical success factor, and every individual
must practice the exchange of information. For an example, I faced problem in managing the
work due to improper or lack of effective communication with employees (Chiu, Balkundi &
Weinberg, 2017).

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Ineffectiveness at communication, lead to several issues affecting the quality and
productivity of workers or employees in the organisation. This has been impacted through
one of our project work that depicted lack of team efforts, due to improper communication.
Then, we realised that we must focus on implementing effective methods of communication,
to derive positive change in the performance.
I carried out several seminars, programmes, meetings, and group discussions to
communicate with the employees in the organisation. This led to improvement in the flow of
information, or communication between people in the organisation. As per the research into
different managers role, and organisations, communication has been significant to the growth
(Bakar & Yusof, 2016).
Through effective communication, managers enable increased commitment of
employees, improve customer relations, employee engagement, and thereby enhance every
facet of business operations. Thus, I have realised the benefits of positive and effective
management practices to both, i.e. organisation and employees. From the research I have
analysed, that managers must be good leaders and I found that my experience as a manager
was quite satisfactory.
To conclude the above discussion, it has been analysed that managers are vital for the
effective functioning and growth of business. The reflection in the above discussion has
stated the role of a manager, and the issues faced by them working in an organisation. I have
described the concept of managerial roles and other aspects with the support of few
examples, and own experience. The reflection has mentioned the issues such as operations,
communication, and change management in the organisation. It has been found that
discussion has explained well the concept and contribution of managers towards success of
an organisation in long-term. Hence, I have analysed that my experience as a manager was
quite good, and it would further facilitate in future development.

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References
Alvesson, M. & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. United Kingdom: Routledge.
Bakar, A. H. A. & Yusof, M. N. (2016). Relating knowledge management and growth
performance with organization learning as mediator: A conceptual
approach. RESEARCH JOURNAL OF FISHERIES AND HYDROBIOLOGY, 11(3),
51-57.
Blanchard, K. (2018). Leading at a higher level: Blanchard on leadership and creating high
performing organizations. United States: FT Press.
Bridge, J. & Dodds, J. C. (2018). Managerial decision making. United Kingdom: Routledge.
Chiu, C. Y. C., Balkundi, P & Weinberg, F. J. (2017). When managers become leaders: The
role of manager network centralities, social power, and followers' perception of
leadership. The Leadership Quarterly, 28(2), 334-348.
Fonseca, L., Ramos, A., Rosa, A., Braga, A. & Sampaio, P. (2016). Stakeholders satisfaction
and sustainable success. Stakeholders satisfaction and sustainable success, (2), 144-
157.
Guest, D. E. (2017). Human resource management and employee well‐being: Towards a new
analytic framework. Human Resource Management Journal, 27(1), 22-38.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York: McGraw-Hill Education.
Rezvani, A., Chang, A., Wiewiora, A., Ashkanasy, N. M., Jordan, P. J. & Zolin, R. (2016).
Manager emotional intelligence and project success: The mediating role of job
satisfaction and trust. International Journal of Project Management, 34(7), 1112-
1122.’
Sabatier, P. A. (2018). Interest group membership and organization: Multiple theories. In The
politics of interests (pp. 99-129). United Kingdom: Routledge.