Individual paper. Term paper about personal experience. Personal Experience on Management

Personal Experience on Management Name Institutional Affiliation
Personal Experience on Management Management refers to the overall administration of an organization. It incorporates all the activities involving the setting of the organization’s strategy as well as the coordination of efforts of the employees through the application of various resources such as technological, financial and human resources to accomplish the objectives of the organization. Good management is essential for the success of any organization. This places so much pressure on the shoulders of the managers. While some do it right, others, usually struggle with the management roles. The major reasons for the failure of managers include ineffective communication with the employees, motivation and reward systems, managing and resolving team conflicts, among others. This paper seeks to explore my personal experience on management with regard to motivation, communication, resistance to change, as well as conflict resolution. References will be made to my experience working in an audit firm in the past.Importance of Effective Communication in an Organization Effective communication is significant in the management of any organization. It enables the managers to perform their responsibilities optimally (Men, 2014). Moreover, communication is the bedrock of successful planning. Effective managers communicate the strategies they have for the organization to the employees as well as all the other stakeholders. Communication of the roles and responsibilities of each employee helps in the achievement of the goals of the organization. I was among the junior employees in the organization. Being less experienced, I was worried that I might not have known what was expected of me in such a big organization and I was afraid that I could easily mess up tasks. However, my entry into the firm was largely successful due to effective communication. Through the low-level management, all the new workers were informed of their roles and responsibilities. A senior worker was assigned to each one of us to help effortlessly get into our roles. This particular experience helped me appreciate the role of effective communication in an organization. Moreover, the senior management ensured that any strategy or plan in the pipeline was communicated to the employees before the start of implementation. The management also went out of their way to encourage both horizontal and vertical communication. The management also showed genuine interest in the feedback from the employees regarding the various plans and strategies. This way, we felt more valued, and our attitudes were greatly boosted. Besides, because of our input in the various strategies and plans, we owned them and did our best to accomplish them. Issues of concern were also raised in a time and acted on by the management before they evolved into anything huge. Due to free communication, the working environment was comfortable, which in turn improved our productivity (Men, 2014). Looking back at this experience and merging it with the knowledge that I have gained from school, I can confidently say that effective communication was among the major reasons for the success of the firm. It is a lesson that I will carry into my future management roles.Employee Motivation Various studies have shown that employee motivation is critical to the success of an organization. It determines the level of commitment, energy, and creativity among employees (Lazaroiu, 2015). Therefore, regardless of the economic circumstances, organizations must ensure that their employees are well-motivated. Different organizations use different models of employee motivation. The firm I worked for majorly used monetary rewards to motivate the employees based on performance. While this worked well, especially for the employees in charge of departments whose improvement could easily be seen, it was regarded unfair, especially by the junior employees. The model was such that the low-level managers determined the employees who performed best. Therefore, the managers were wholly responsible for determining the employees to be rewarded every month. We considered this a highly subjective process. Moreover, some of the employees resorted to putting on their best behaviors when the managers were around but going back to normal whenever we were left on our own. As each employee strived to be noticed by the managers, conflicts regularly arose. Some days, the workplace turned into almost a silent war-zone. To this extent, I found this model counterproductive. Besides, monetary rewards were not very effective, especially among the employees in the higher echelons. These employees felt that c...