Personal Philosophy Of Management

1345 Words 6 Pages
As a management major and someone who is passionate about becoming an effective manager, it was first necessary to compile a list of principles I wish to carry with me. The matrix I have created for myself comes from two places, first my management courses and second my actual experience under several different managers. Through my coursework at A&M I have learned what motivates others and where I fall in those categories, and how to make the two coincide better. In my work experience I have been under very successful and very unsuccessful managers, who have both provided me with insight on what to do and what not to do. The personal philosophy I have created is a combination of the items that have stuck out at me in classes, as well as what …show more content…
By guiding employees in the decision making process it would allow the manager to give insight that they have learned is valuable and necessary but leave the door open for new ideas. Choosing to apply this in my philosophy with further support some of my other elements, such as providing autonomy when deserved. Allowing employees to make their own final decision will give them an autonomous final verdict, but will also allow the manager to monitor and guide the process to see if they are developed enough as an employee for greater autonomy. Allowing the system of freedom with guidance will challenge the employees to make decisions for themselves and create a higher sense of pride in their result. This process will also reveal key personality traits to the manager such as, what motivates the employee. For example, an individual could show that they want to take the situation further and go above and beyond what they are asked to do, revealing that they are intrinsically motivated. Therefore, providing the manager with a better sense of the type of employee they are and can …show more content…
This is another area the College Station ISD HR Department did well, every day they asked if they could help each other and how everything was going. The little bit of time this took daily built a solid community within that department that showed to everyone who came in contact with it. Advocating for this community culture also assists in retaining productive employees, when an employee likes where they are and feels they are valued and cared about it will make them want to stay with the organization even more. An important element in this in order to not face fall backs is the previously stated principle of developing professional relationships. By doing this and holding the relationships formed within the organization to a higher standard, it can help to avoid the cliques and gossip circles that could easily

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