WEEK 8 RESPONSES
By Day 5
Respond to the Discussion in the following ways:
- Evaluate the lessons you have learned from reading about the challenge or issues your colleague shared.
- Share an example from your experience or that you have observed in your organization that further illustrates how the challenge or issue your colleague described can have an impact on a manager and the employee.
- Offer your colleague additional or contrasting perspectives on the issues or challenges or other actions that you think would be appropriate.
- Offer other examples that you have seen that further inform your colleagues about how these issues can impact the organization, the manager, or the employee.
Douglas Kurzinski
RE: Week 8 – Discussion
COLLAPSE
By Day 3
Post a cohesive response to the following:
Identify the challenge, issue, or opportunity that you selected and explain why that is of particular interest to you.
The challenge I chose was the Keep Calm and Manage one. This challenge is about managers facing crisis as a manager and the strategies used to address them. I guess I find this challenge to be of interest to me because I feel like I thrive under pressure and crisis. I feel like itâ€
s something I do well with and is one of the reasons why I was selected as the newest supervisor. Iâ€ve always been able to slow a crisis own and make good decisions under pressure.
Analyze how the challenge, issue, or opportunity impacts (or may impact) a manager. Provide examples from your experience, observations, or research.
Based on the readings Iâ€ve done the challenge can impact a manager in many different ways. The challenge (i.e. crisis) can be sudden with no warning, it can require the managers full attention, the challenge can require an immediate or quickly needed solution, and the manager may have to use his available resources to help overcome the challenge (Lu, 2019). Not to mention the challenge can be stressful and time consuming for the manager (Marcus, McNulty, Henderson, & Dorn, 2019). Personally, I have seen challenges cause managers to crack, lose their tempers, and even walk off the job because they didnâ€t feel like they were being properly supported.
Evaluate the types of actions that managers can take when these challenges, issues, or opportunities arise or when they encounter them. In what ways might these actions differ depending on the organization or industry?
I think that there are a lot of different actions a manager can take depending on the challenge type and the type of industry itâ€s taking place in. One action a manager can take is to refer to pre-developed plans, policies, or procedures that may already be in place to help guide the manager through the challenge while dictating specific steps and resources to use (Jordan-Meier, 2016; Marcus et al., 2019). Managers can stay calm, contact available resources, immediately act on what can be acted on or, in some cases, research the problem to determine what is needed to effectively manage the challenge (Jordan-Meier, 2016; Lu, 2019).
The actions are going to differ slightly or greatly depending on the industry. For example, an accident at McDonaldâ€s (i.e. burned on fryer) is likely going to need less resources and be of less urgency then say an explosion on an oil rig in the middle of the ocean. Industries where life safety is a concern are likely going to require a lot of urgency and resources. Another example of an industry requiring urgency and lots of resources would be any industry involving money. In this case the organization will be moving quickly and using resource to mitigate financial losses.
Explain why learning more about how managers address challenges, issues, and opportunities is important to your future and how you will continue to build your skill set so that you are a great manager.
Learning how manager address challenges help me to role play in my head how I would handle that same issue or how I would address a challenge I might come across in my line of work. This allows me to learn from others and to start thinking about the skills and resources needed to address a variety of issues I may have to deal with in my own role as a manager. I think the best way for me to continue to build my skill set is to continue this masters program, learning from others around me, seeking out skill building workshops, and learning from my failures.
References
Jordan-Meier, J. (2016). The four stages of highly effective crisis management. New York, NY: CRC Press.
Lu, Xiaoli. (2019). Managing uncertainty in crisis. New York, NY: Springer.
Marcus, L. J., McNulty, E. J., Henderson, J. M., & Dorn, B. C. (2019). Crisis, change, and how to lead when it matters most. New York, NY: Hachette Book Group.
18 hours ago
Pamela Ellison
RE: Week 8 – Discussion
COLLAPSE
KEEP CALM AND MANAGE
Managers are faced with crisis situations everyday that could have an impact on the organization and employees, however how they handle the challenges that they are faced with on a daily basis is the key factor. When managers are faced with major challenges such as retaining top talent, conflict with teams, employee burnout, and managing remote employees, having a strategy in place should be at the top. At the company I work for we had a crisis with another employee who was coming to work smelling like alcohol, threatening other employees on the job, and making major mistakes that couldâ€ve cost the organization to lose a lot of revenue. Strategies that managers can use when faced with a crisis, starts with, “quickly processing available information, rapidly determining what matters most, and making decisions with conviction (Nichols, Hayden & Trendler, 2020). Managers have to own up when there’s a crisis, taking full responsibility for what has taken place and work on resolving the issue. “The best managers take personal ownership in a crisis, even though many challenges and factors lie outside their control, (Nichols, Chatterjee, & Trendler, 2020). Effective managers are very understanding of their teams circumstances and distractions, but they always seem to find ways to clearly engage and motivate them by communicating new goals and information. Everyone in the organization “needs to know whatâ€s required of them collectively, and individually, how members are expected to work together, what kind of conflict is acceptable or unacceptable†(Hill & Lineback, 2011).
Itâ€s important for me to know that a manager can handle challenges, issues, and opportunities. Knowing that a manager can face and overcome various problems that may arise in the workplace, tells me that the manager has outstanding attention to detail, he/she can spot problems before theyâ€re apparent to anyone in the company. Problem solving -Thatâ€s a skill set that I will build on to make me a great manager. Communication is another one, being able to negotiate successfully with an employee to resolve disputes. Motivation also stands out in order for me to build my skill set to be a good manager. Any manager that can motivate their employees are true assets to the company. Managers that have a great eye for areas of improvement and know how to approach employees with the issue, will make employees feel more encouraged to be more productive.
References
Nichols, C., Hayden, S.C., & Trendler, C. (2020). 4 Behaviors That Help Leaders Manage Crisis. Retrieved from: https://web-a-ebscohost-com.ezp.waldenulibrary.org/ehost/pdfviewer/pdfviewer?vid=40&sid=157c5273-7e22-4a27-adf9-c0b009f1527a%40sessionmgr4007
Hill, L. A., & Lineback, K. (2011). Are you a good boss—or a great one? Harvard Business Review, 89(1/2), 124–131.
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