50. How far should a supervisor go in criticizing the performance of a subordinate? Some highly successful managers have been known to rely on verbal abuse and intimidation.
Do you think that this is an effective means of communicating expectations? If not, what alternative should a manager use in dealing with someone whose work is less than satisfactory? Explain your views on this issue. Be sure to support your position with reasons and/or examples from your own experience, observations, or reading.
Unsatisfactory employee performance demands appropriate response from a manager or supervisor. The question is what is appropriate? Some managers might claim that verbal abuse and intimidation are useful in getting employees to improve. While this may be true in exceptional cases, my view is that the best managerial responses generally fulfill two criteria: they are respectful; and they are likely to be the most effective in the long run.
Treating employees with respect is important in all contexts. Respect, in the most basic sense, involves treating a person as equal in importance to oneself. For a manager or supervisor, this means recognizing that occupying a subordinate position does not make a worker a lesser person. And it means treating subordinates as one would want to be treated―honestly and fairly. Using threats or verbal abuse to elicit better employee performance amounts to treating a worker like the office copy machine―as an object from which to get what one wants.
Moreover, while verbal abuse might produce the desired reaction at a particular time, it is likely to backfire later. Nobody likes to be abused or intimidated. If such methods were the general practice in an office or division, overall morale would probably be low. And it is unlikely that employees would give 100 percent to managers who so obviously disregarded them.
More beneficial in the long run would be careful but clear feedback to the worker about specific deficiencies, along with ideas and encouragement about improvement. In addition, supervisors should allow employees to explain the problem from their point of view and to suggest solutions. Of course, a supervisor should never mislead a subordinate into thinking that major problems with work performance are insignificant or tolerable. Still, an honest message can be sent without threats or assaults on self-esteem.
In conclusion, supervisors should avoid using verbal abuse and threats. These methods degrade subordinates, and they are unlikely to produce the best results in the long run. It is more respectful, and probably more effective overall, to handle cases of substandard work performance with clear, honest and supportive feedback.
新型解酒饮品解决宿醉烦恼
外国快消品牌在华流失市场份额
秀恩爱分得快?晒亲密合照更能巩固恋爱关系
赴东南亚中国游客人数骤降
小学一年级英语下册期末暑假作业
中国带薪休假落实率仅有5成
小学英语三年级下册暑假作业
文言文神翻译
日本萝莉风席卷穆斯林:头巾妹变身洋娃娃
政府将推出“微调控”措施,加速中国经济调整
德国科学家发明3D"隐形斗篷"
国外流行新趋势:生孩子也要聚众陪产
美国如何将同性婚姻写入法律
如何才能买到保值的手表!
《少年班》经典台词英语翻译
邮差为酷爱读书贫困男孩筹书
创意婚礼:歪果仁神还原“指环王”婚礼
小学二年级英语暑假作业阅读题:My family
随地大小便在世界各地会罚多少钱?澳洲最贵
2015三年级英语第二学期暑假作业
美国"不爽狗"在网上走红
熟记985个高考英语考试大纲核心单词
小学英语四年级下册暑假作业题
酷炫!飞行汽车即将诞生
八一建军节已到:八一八欧美大片里穿军装的男神们
小学二年级英语暑假作业阅读题:A new park
小学三年级下册英语暑假作业
2015年China Joy对ShowGirl进行“着装整风”
2015小学一年级英语下册暑假听力作业
围观各路大神自制自拍杆
不限 |
英语教案 |
英语课件 |
英语试题 |
不限 |
不限 |
上册 |
下册 |
不限 |