People working in an organization are creators of the corporate culture. Although a company can have a clear set of behavioral rules, they may play an insignificant role because they may not be followed. Managers can give an example of how to behave in different cases. However, employees also notice each other’s reactions, opinions, and positions and shape the patterns of common behaviors. Therefore, making recommendations on handling behavior influence is crucial for organizational vitality.
The first recommendation for a manager is to begin from himself or herself and abandon his or her own harmful behaviors, such as stereotyping or projecting. It will help influence the employees and require the same conduct. One should remember that coercive methods of changing employee behaviors are ineffective because the manager must not demand what he or she is incapable of doing. If the manager does not use stereotypes related to someone and avoids disguising his or her expectations as employees, it will contribute to an ethical environment (Teresi et al., 2019). In turn, subordinates will involuntarily move away from inappropriate behaviors because people and environment are mutually reinforcing.
The second recommendation encourages an open dialog to handle conflicts or make joint decisions. While inviting employees to a conversation, a manager demonstrates a high level of value for his or her subordinates and the importance of their opinions, which also creates a healthy environment (Teresi et al., 2019). Moreover, it is critical to provide an opportunity for all employees to express their thoughts because they are members of one team. In addition, it will be helpful to practice active listening and reasoned discussion to prevent groundless accusations. Finally, it will help to develop strategies to increase subordinate intrinsic motivation.
In conclusion, one must always remember that people and the environment are interconnected, so they impact each other. The recommendations for the manager include abandoning their own inappropriate behaviors and encouraging open dialog with employees. When the manager shows value to employees, it plays a vital role in their motivation. These pieces of advice are essential for influencing behaviors and maintaining a healthy and ethical atmosphere in the workplace.
References
Teresi, M., Pietroni, D. D., Barattucci, M., Giannella, V. A., & Pagliaro, S. (2019). Ethical climate(s), organizational identification, and employees’ behavior. Frontiers in Psychology, 10, 1-13. Web.