Managerial Influence on Work Ethics

Managers in any company have an extremely difficult task and obligation to their firm and the employees. These managers are have to be leaders, teachers, regulators and organizers for the internal structure of the company as well as maintain that same discipline when conducting business for and outside the company. But are the managers of a company influenced by their employees work performance or do they influence the workers? In my experience in the U.S. Marine Corps, like any other organization, there are multiple tasks to be completed as well as an organized hierarchy that’s ensure the right jobs are being conducted by the most qualified individuals. But without the proper training and guidance, these specific individuals would not be able to manage the tasks set for them which would cause a major shift in the output of the company’s products or services. The qualities that the personnel possess sometimes come naturally, do need some polishing in order for them to comply with company regulations and standards. The standards the employees must follow, come from and are modelled after the company’s chief executive officer (CEO). He/ she is the true definition of what that organization represents and without his/ her wisdom, experience and dedication to their firm, every single seat under their control will not be filled properly and will operate outside the standards of the firm. The manager of a firm must possess the characteristics to conduct new and repeat business as well as maintain the trust and quality care of the entire firm. The employees will produce the maximum output based on the company’s standards which are shaped after the CEO only when they believe that their employer cares about the work output and quality and can shows the rest of the employees that he/ she produces just as much work if not more than they are currently required to perform leading the employees want to shadow the work ethics of their employer. “Both managers and academic researchers believe that organizational culture can be a driver of employee attitudes, performance, and organizational effectiveness.” (p.72) The mirroring of the company managers proved to be a successful during my service in the military. We had technicians on staff called Chief Warrant Officers (CWO) who provided the lower ranked Marines with on hands technical training of their specific position. The CWO worked side-by-side with Marines unlike the Company Officer (CO) and Executive Officer (XO) who dealt with maintain the overall company structure or battalion structure. The CWO is one of the most respected and even admired ranks by the younger Marines as well as the CO and XO of each battalion. The CWO will work above and beyond the expectations set for him/ her while always maintaining professional appearance, standards, company values and up-to-date training procedure for future Marines. For the CWO or CEO of any company to ensure the proper quality of work output they must continue to stay ahead of their competitors with adopting new ideas and technologies that adapt to the ever changing crowds that enter their firm from other companies or schools that utilize social media as an outlet for production, training and sales. Lots of partners, affiliates and employees conduct business from varies locations throughout the United States and even internationally. If the CEO of a firm has a business deal to merge with another business and is unable to make it due to prior engagements, some sort of video conference must be setup from the CEO’s current location via media outlets such as Skype or Facetime. If these methods become an improbable task for the that business owner then regional managers come into play for the CEO’s. These regional managers have to mirror the image, social characteristics and abilities of the CEO while also maintaining a good appearance. Kreitner states, “Lower-level managers generally want to “look good” for their bosses.”(p.23) But they are not just chosen for their physical appearance but the particular abilities that allow them to carry out these tasks and maintain the professionalism the company expects from them. With the expectation of all the employees and managers set so high, other firms will be able to invest into what these companies offer and might even consider the possibility of merging with these businesses to ensure the continued success and even model the standards of that firm. The success of the business will come only with the devotion and practices of the company’s policies, standards and constant catering to the customer’s demands and adaptation to an always changing market.

References
Cañas, Kathryn A., Sondak, Harris. Opportunities and Challenges of Workplace Diversity. 3rd ed. Upper Saddle River, New Jersey: Pearson Education, 2014. Print
Kreitner, Kinicki. Organizational Behavior. 10th ed. New York, New York: McGraw-Hill Education, 2014. Print.