Skills, Needs, And Motivation At K Transport Management Company

This is to say, for instance, that the needs and motivation of the employees in an organization are related to their behavior. What is more, the skills, abilities, and behavior of a manager towards the employees are important in as far as behavior management is concerned. Not infrequently, a good deal of employees work best while in teams or in groups. This is particularly so in a transporting company like the one on focus. This means that group cohesiveness, expectations and norms are likely to impact on the behavior of the employees, and should as such be a prime concern for the management (Daft & Armstrong, 2009).
More relevant to our case at K Transport Management Company and in line with the contingency approach is the significance of …show more content…
It is useful to note however, that excellent diagnostic skills and perception is not sufficient in managing behavior. This is because an awareness of what motivates and inspires say lower cadre of employees along is not enough. There is need for such manager to have leadership skills that will leverage on this knowledge so as to develop or influence such employees positively. In particular, this seems to be lacking at K Transport Management Company especially given the low levels of motivation among employees, their involvement in creation of strategies, and as manifest in the tendency by leaders to issue directions from the headquarters. The leadership and personality skills would come in handy and could involve persuasive arguments about the future of the company and themselves that would have the effect of appealing to the emotions of the employees (George, …show more content…
An identification of the behavioral challenges will facilitate the generation of strategies, options, and solutions for achieving the various behavioral goals required at the company. Such challenges include: demotivated employees, personality of management, disengagement of employees from the top management at the company, non-involvement of employees in the crafting of strategy, and a lack of appreciation of diversity of the employees. We argue that there is need for the adoption of a contingency approach by management as opposed to the current fixed approach so that they will act in accordance to the prevailing context. Closely connected to this is the need for flexibility and adaptability on the part of management to ensure that managers are able to move away from their rigidity and involve their employees, who are the organization’s main asset (Baron & Greenberg,