Comprehensive Strategies for Effective Management of People at Work

This essay delves into the critical aspects of managing people at work, emphasizing the role of human resource managers in fostering a conducive work environment. It outlines various methodologies, including effective communication, rewarding hard work, transparency, and teamwork. The essay highlights the importance of modern communication channels, public recognition, and setting clear goals. It also stresses the need for consistency, active listening, and adaptability in managing diverse teams. The paper underscores the significance of leadership by example and concludes that adhering to these principles is crucial for achieving organizational goals and enhancing productivity. The references provided support the strategies and concepts discussed, offering a comprehensive overview of effective people management in the workplace.

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Managing people at work
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Managing people at work
Organizations require human resource to enable it to meet its set objectives and goals in
time, therefore, managing people at work is considered as one of the pillars necessary for the
success of the business or any organization. The paper presented entails various
methodologies applied by the human resource manager in managing people at work so as to
create a conducive working environment for the workers hence focusing on the organization’s
set objectives and goals.
Human resource managers are required by the organization’s policies to manage and
direct all employees within the organization by looking into their welfares so as to ensure
smooth running of the organization's activities without violating human rights.
One of the qualities of a human resource manager is to effectively manage the working team
within the organization through various rules like communication to the people, rewarding and
praising the workforce, identifying the strengths and weakness of the staff, being decisive,
keeping good sense of humor and developing an action plan for the people at work.
Better communication channel
Communication within the organization can be defined as the means or methods of passing
information from the top manager to the junior staffs regarding organization’s objectives, staff’s
responsibilities and any other important issue that may require mass attention. Through
Communication, the organization will be at a better position of achieving its set objectives and
goals since the manager and staff can receive or give instructions based on the staff duties and
in assigning the task to the workers within the firm. (Cascio, 2015).
Better and modernized communication channel within the organization is essential for the
success of the business since customers and other groups of people served by the organization
can access any official message about the activities of the firm like pricing of their products so
as to be aware of such activities hence enables them to make necessary adjustments to cop up
with the changes in organization’s operation. (Maskell, Baggaley and Grasso, 2016).
The organization will be able to get customers' complains and suggestions through the set
communication channel. This will assist the organization to respond promptly to such complaints
and suggestions from the outside environment so as to polish their service delivery and
products being offered to the market for consumption.

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Better communication within the organization will reduce cases of disputes among the staff
since one can easily report any form of intimidation caused by the partner and proper
disciplinary action to be taken in order to maintain teamwork and peaceful working environment
for the staff.
Publicly reward and recognize hard work
A reward is a sign of appreciation and motivation to the workers within the organization
especially if they have succeeded to carry out a certain hard task to its completion. Rewards
motivates and boost employees’ morale in performing their assigned task since they all feel
appreciated by the management thus increase the production output of the firm. (Taylor,
Doherty and McGraw, 2015).
Rewarding will also help the management to curtail or manage any sign of resistance from
the people at working and reduces cases of strikes among the workers as they are paid
accordingly hence they become obedient to their supervisor and instructors.
Publicly rewarding and appreciation of the people at work will induce competition spirit
among the working staff as every staff will strive to be the best in order to gain the honor as the
best employee of the season. This will improve the service delivery to the customers and
members of the society hence the organization will attracts most of the investors to invest in
their shares. This will benefit the organization in the long run. (Wirtz and Lovelock, 2017).
Remain transparent as possible
One of the qualities and skills required for human resource manager or any leader at work
is the transparency in all the activities of the organization. Transparency will build the trust of the
people at work and believe in what they are told and directions are given by the supervisor or
human resource manager as they believe in their leader hence obeys their commands. (Wellin,
2016).
Transparency will also encourage teamwork within the staff in carrying out their
departmental task as there is equality in task assignment by the human resource manager.

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Setting the goal of working as a team
A human resource manager is expected to set working goals and objectives to the staff
members who work as a team in order to easily manage their work progress and improve the
quality and quantity of their output as a team. Working as a team will help in reducing the
operation cost of the organization in terms of purchases of resources needed for the production
since from each team, members will have to share some of the resources as opposed to
individual duties. (Noe, Hollenbeck, Gerhart and Wright, 2017).
Teamwork involves grouping of the staff according to their area of specialization and skill
by the human resource manager thus a team leader will be chosen from each team to lead and
guide team members which will make management very easy since the managing responsibility
has been shared to the junior staff as a team leader. (Murray-Webster and Hillson, 2016).
Being consistency
Management approach to people at work requires human resource manager to have
consistency in their commands like rewarding the best behavior and discouraging the poor
behaviors which are portrayed by the staff in order to display the leadership quality which will
make the members work according to the organizations' policies. (Wolf, Lee, Sah and Brooks,
2016, pg. 8).
Listen and ask questions
Listening skill by the manager in managing people at work will make the people to air their
views and their suggestions in managing styles so as to avoid any form of resistance from the
working force. (Renz, 2016).
Asking questions to the people at work will involve the staff members in managing work as
they will suggest the best managing style they are well conversant with hence it will help the
human resource manager to make managerial decisions based on the worker's opinions.
(Bratton and Gold, 2017).

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Never go with ‘one-size-fits-all'
Organization consist of the many people from different backgrounds bearing different
culture, morals and believes thus human resource manager is required to consult all the
workers within the organization so as to arrive in more refined decisions and also in assigning
task to the staff so as to cater for everyone's interest in the organization. Going with ‘one size-fit'
in managing people at work is likely to reduce the employees’ morale in performing their daily
task hence will cause chaos within the organization which negatively impact organization output.
(Wehrmeyer, 2017).
Be the example
The most important leadership quality in managing people at work is leading as an
example. The manager is expected to set examples for the workers to follow. For instance,
behavior codes, morals and values that can be adopted by other workers. To exemplify, when a
manager easily loses his temper and emotion in cases of slightest intimidation by others, people
at work will be amiss in keeping their emotions in check which may result to poor performance
and response to the authority. (Reiche, Stahl, Mendenhall and Oddou, 2016).
To manage a group of people at the workplace, human resource manager must portray a
positive behavior to the junior staff so as to set a desirable behavior code of conduct to be
adopted by the staff. Behaviors like dressing code within an organization has become a major
challenge to most human resource managers and supervisors, therefore, the manager is
expected to dress neatly so as to set a dressing trend for the rest of the staff to follow. When a
manager poorly or carelessly dresses up, the staff will not mind their code of dressing as the
manager himself does not mind about dressing too.
Conclusion
For effective management of people at work, be it in the offices or factories, the above-
discussed issues on management should be strictly adhered to by human resource manager
and supervisors so as to achieve the set organizational goals. This is because human resource
that is people at work forms a better percentage of resources needed by the organizations to
meet their set goals and objectives. Better management of human resource or the people at
work within an organization will positively impact the production output in terms of goods
manufactured or service provided. This is possible due to better and realistic management of
people at work by the human resource manager.

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References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W.F., 2015. Managing human resources. McGraw-Hill.
Maskell, B.H., Baggaley, B. and Grasso, L., 2016. Practical lean accounting: a proven system
for measuring and managing the lean enterprise. Productivity Press.
Murray-Webster, R. and Hillson, D., 2016. Managing group risk attitude. Routledge.
Noe, R.A., Hollenbeck, J.R., Gerhart, B. and Wright, P.M., 2017.Human resource management:
Gaining a competitive advantage. New York, NY: McGraw-Hill Education.
Reiche, B.S., Stahl, G.K., Mendenhall, M.E. and Oddou, G.R. eds., 2016. Readings and cases
in international human resource management. Taylor & Francis.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A
strategic human resource management perspective. Routledge.
Wehrmeyer, W., 2017. Greening people: Human resources and environmental management.
Routledge.
Wellin, M., 2016. Managing the psychological contract: Using the personal deal to increase
business performance. Routledge.
Wirtz, J. and Lovelock, C., 2017. Managing People for Service Advantage. World Scientific.
Wolf, E.B., Lee, J.J., Sah, S. and Brooks, A.W., 2016. Managing perceptions of distress at work:
Reframing emotion as passion.Organizational Behavior and Human Decision Processes, 137,
pp.1-12.