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    Assignemt From Training

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    Bethzaida E. Ros-Enriquez
    1. As a manager, the first action should not be to accept excuses from employees. Managers should ask questions to determine the validity of excuses, express concern for any legitimate issues, and set clear expectations for the future to prevent excuses. 2. The key difference between managers and leaders is how they motivate people. Managers use authority and reward subordinates who do what they are told. Leaders inspire voluntary following through charisma and appealing to workers' desires. Leaders are willing to take risks and praise workers, while managers avoid conflict and pass blame to subordinates. 3. Based on the facts, Ms. Go exhibits leadership qualities like inspiring voluntary following, rather than managing through authority as a transactional style.

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    Assignemt From Training

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    Bethzaida E. Ros-Enriquez
    52 views1 page
    1. As a manager, the first action should not be to accept excuses from employees. Managers should ask questions to determine the validity of excuses, express concern for any legitimate issues, and set clear expectations for the future to prevent excuses. 2. The key difference between managers and leaders is how they motivate people. Managers use authority and reward subordinates who do what they are told. Leaders inspire voluntary following through charisma and appealing to workers' desires. Leaders are willing to take risks and praise workers, while managers avoid conflict and pass blame to subordinates. 3. Based on the facts, Ms. Go exhibits leadership qualities like inspiring voluntary following, rather than managing through authority as a transactional style.

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    1. As a manager, the first action should not be to accept excuses from employees. Managers should ask questions to determine the validity of excuses, express concern for any legitimate issues, and set clear expectations for the future to prevent excuses. 2. The key difference between managers and leaders is how they motivate people. Managers use authority and reward subordinates who do what they are told. Leaders inspire voluntary following through charisma and appealing to workers' desires. Leaders are willing to take risks and praise workers, while managers avoid conflict and pass blame to subordinates. 3. Based on the facts, Ms. Go exhibits leadership qualities like inspiring voluntary following, rather than managing through authority as a transactional style.

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    © All Rights Reserved
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    52 views1 page

    Assignemt From Training

    Uploaded by

    Bethzaida E. Ros-Enriquez
    1. As a manager, the first action should not be to accept excuses from employees. Managers should ask questions to determine the validity of excuses, express concern for any legitimate issues, and set clear expectations for the future to prevent excuses. 2. The key difference between managers and leaders is how they motivate people. Managers use authority and reward subordinates who do what they are told. Leaders inspire voluntary following through charisma and appealing to workers' desires. Leaders are willing to take risks and praise workers, while managers avoid conflict and pass blame to subordinates. 3. Based on the facts, Ms. Go exhibits leadership qualities like inspiring voluntary following, rather than managing through authority as a transactional style.

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    of 1

    ENRIQUEZ, BETHZAIDA R.

    1. As a manager or a leader, the first action is not to say okay or accept excuses. One must realize that
    excuses are like clockwork, they will come pouring in. It is tricky how to react. Between needing to just
    get the work done as quickly as possible and feeling a twinge of sympathy, saying ok is not the solution.
    Second action, don’t be afraid to ask questions. If you ask the right questions, you will most often prove
    that many excuses are not 100% justifiable. But more than that, asking these questions will convey to
    your employees that you’re not just going to sit back and accept excuses without a word. Third action, is
    to express concern. Depending on the answers you get from your questions, there is also a chance you
    will come across some legitimate issues that need to be addressed. Last action, set expectations for next
    time. Once you have sorted through explanations, motivations, and deeper issues, set clear expectations
    for the future.

    2. Managers are often mistakenly talked about as leaders. The biggest difference between leadership
    and management arises from the way they motivate people who work around them as this sets the tone
    for all other aspects of an organization.

    Management has an authority vested in it by the company. Subordinates work under it, and
    largely do as they are told. This is transactional style in that managers tell workers what to do and
    workers do because they are promised a reward like a salary or bonus. Management is normally paid to
    get things done within the constraints of time and money. Management tends to come from stable
    backgrounds and lead relatively comfortable lives. This makes them averse to taking risks and they seek
    to avoid conflict as far as possible. In terms of people, they like to run a happy ship.

    Leaders on the other hand do not have subordinates. They tend to have followers, and following is
    more of a voluntary activity than a forced one as in the case of subordinates. Leadership is a charismatic,
    transformational style. Leaders do not tell people what to do as this does not inspire them. Leadership
    appeals to workers and they desire to follow leaders. Leadership can make workers walk into dangers
    and situations that they normally would not consider risking. Leadership requires giving credit to people
    and motivating them by praising for good work. Leadership requires taking all the blame and shielding
    the followers in sharp contrast to management which is always happy to pass the buck on to the
    subordinates and is first to take credit for good performance.

    3. Taking into consideration the facts of the case and the above cited explanations, Ms. Go is more of a
    leader.

    4. Ms. Go mistake is the non-practice of management theory. Among the various theories on
    management, employee motivation is likely to surface. Ms. Go failed to take into consideration in
    motivating her subordinates. One aspect of employee motivation is employee empowerment.

    5. The leadership style practices by Ms. Go is more likely Laissez-Faire Leadership Style. It is the opposite
    of autocratic leadership.

    The style has some major benefits in creative environments, but lacks discipline and structure that
    is often required in a business environment. Another downside of the Laissez-Faire style is the
    unstructured approach to learning. It relies heavily on talent, existing experience and creativity to drive
    results.

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