MGMT 1001 - Week 7 Final Paper

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American Public University *

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100

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Management

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Feb 20, 2024

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1 Freddy’s Experience Managing a Sausage Production Factory First Last American Public University MGMT100: Human Relations Instructor: Jillian Cook July 19, 2020

2 Freddy’s Experience Managing a Sausage Production Factory Management positions are very sought after for job seekers. There are special characteristics and traits that can make someone more marketable for these management jobs. Freddy is a character that has a great personality, excellent management traits and is two months into his new management position working in a sausage production factory. Freddy has prior experience in various duties that has helped him develop his management traits, which have been proven essential for his success. This paper describes Freddy’s strengths, weaknesses, his background, values, and specific management traits; this paper also addresses the writer’s viewpoint of his own leadership style compared to Freddy. It is important to have a great personality in order to be successful in a management position. Freddy has been described as empathetic and understanding, both of which are considered a manager’s strength. Specifically, empathy is a critical character trait that leads to social reproductions, which is how we can keep being successful from one generation to another (Hanlon, 2017). Additionally, Freddy is fair and values accountability. In the workplace, managers can’t show favoritism and must promote responsibility. One of Freddy’s favorite backronym’s is PRIDE. You should have PRIDE in everything you do, but it also means Personal Responsibility In Doing Everything. One challenge that Freddy faces in his new management position is the fact that he is an introvert. Introversion has some benefits for him such as he is deliberate and has the ability to take suggestions. Also, Freddy is very creative which has helped him fit in very well. However, it is a challenge because he is initially seen as a shy person, which can get someone overlooked especially in a large organization (Draft, 2017). Freddy has learned to deal with this challenge in his own way and realized that after a long day he just needs to take some personal, quiet time to recharge his batteries.

3 Freddy has developed his management traits over this various experience in the United States Air Force. He spent many years leading teams and being a front-line supervisor. Although, his military background is solid for a management role, the civilian sector can be a little different. Therefore, Freddy must rely on his core values and how he was raised. He is reliable, committed, loyal, and honest. All of these values have helped him develop his management traits of followership, active listening, and knowing your people. Being a good follower is a foundational trait for the success of a manager. You must be able to take orders from higher authority and ensure your work center understands the important of hierarchy in an organization. Followership complements Freddy’s leadership and projects his values of honesty and loyalty in his organization. Another management trait for Freddy is that he is a good listener. Active listening requires someone to give their full attention to the speaker and actually listen to what they are saying, not just hear the words. If you are just waiting for the person to finish their sentence to say your part, then that shows you aren’t really listening to their communication. Employees may feel they are less valued, and their opinion and voice aren’t worth the manager’s time. In order for an organization to be successful, its manager’s must be good active listener’s. A good way to develop this skill is waiting for the speaker to finish, don’t work out the reply in your head while they are finishing (Hayes, 2002). Freddy’s most important management traits is knowing your people. You can’t be successful in an organization if you sit behind your desk and don’t know the people that work for you. When you connect to someone on a more personal level, then that person is more likely to go above and beyond what is expectant; that is when a manager’s success is shown. Each of Freddy’s trait is valued in my own life and has been developed during my time in the Air Force as well. Followership, active listening, and knowing your people is something that

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4 I promote in my own work center. The day your subordinates stop brining you their news is the day you stopped being successful as a manager and leader. I use active listening almost daily in my personal and professional lift. I believe that is one of the most important traits to develop in life. You may strive to achieve the same traits as Freddy, but there are possible disadvantages of having these traits. People may not see you as an individual. If a manger has too much followership and only shares the ideas of his or her boss, then employees may feel the manager is just the middleman. As a manager and leader, you must be able to practice good followership and at the same time show your team that you are leading them. Additionally, being a good active listener involves being open and available to your organization; you may not have enough personal time. In Freddy’s case, as an introvert, he needs that quiet time to recharge. I believe every manager needs their personal time to reset and refocus on their day-to-day mission. In regard to knowing your people, one of the biggest possible disadvantages is that employees may see you as invasive. If you ask too many personal questions, they may think that you are investigating them and interrogating. Managers must ensure they understand the balance and only dig deep if they see warning signs that something isn’t right. The only way to see those signs though is to know your people. In my own life, Freddy’s traits have been effective in some experiences. I always tell people, and often use it as an example professionally, that active listening is the reason I have been married to my high school sweetheart for the past sixteen years. This is a good trait to have even if you aren’t married; friends and significant others will benefit from you being open and available for them. In my current job, as mentioned above, knowing your people is very important to someone in the Air Force. Sometimes we have to work long hours and don’t have

5 time to interact with subordinates and peers on a personal level. Therefore, you must be able to spot the warning signs of someone not doing good in just a short period. For example, I was passing a troop in the hallway and from the moment we made eye contact rounding the corner, I knew something was off. I stopped this person as we passed to ask how his day was going, but I could tell he just wanted to hurry pass and not talk. Typically, this individual is happy and smiling all the time. I went back down the hallway and pulled this person in my office. I told him I suspected something was not right and he instantly broke down in tears and told me he tried to kill himself. It was an awful and sad moment, but I was thankful that I had developed a relationship strong enough for this person to trust me enough to open up. Eventually, I got him the care he needed, and he returned to duty with no other issues. Instead of just writing about duties and responsibilities that the average civilian may not understand, list your qualifications, skills, and traits (Myra & Spin, 2006). As an example, here is a sample Freddy’s resume:  Followership – Led a team of 366 people while supporting multi-tier leadership philosophy.  Active Listening – Fulfilled First Sergeant duties and provided organizational director with status of force readiness, health, morale, and welfare.  Knowing Your People – Managed suicidal ideation/attempt in work center and provided member with lifesaving care. It is critical to document your experiences and be able to tie them into your traits. Especially for someone like Freddy and myself who has a majority of military experience. In conclusion, Freddy is a manager that I can relate to. We share the same values and have some similar experiences which have enabled us to be successful in our organizations. If I

6 had a manager like Freddy, then I would be a better leader today. Fortunately, I had some toxic leaders early on in my military career and I soon realized how not to lead. Managers must understand their strengths and weaknesses and be able to overcome those challenges in order to be successful in their organization. People come from various background and cultures, which gives diversity to a unit; learn from those that are successful and figure out to develop their skills in your own life. Freddy wasn’t initially successful because he is an introvert, but he took the time to settle in his factory management position and realized what worked for that organization. Remember, there are disadvantages of having certain traits and not everyone will work in every situation. As a manager, you must be a good follower, a great listener, and know your people.

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7 References Daft, R. L. (2017). Management . Boston, MA, USA: Cengage Learning. Retrieved July 19, 2020, from https://play.google.com/store/books/details?id=X0F-BAAAQBAJ Hanlon, G. (2017). Digging deeper towards capricious management: “Personal traits become part of the means of production.” Human Relations , 70 (2), 168–184. https://doi.org/10.1177/0018726716644661 Hayes, J. (2002). Interpersonal skills at work. Retrieved July 19, 2020, from https://ebookcentral.proquest.com Myra, F., & Spin, J. (2006). Encyclopedia of Job Winning Resumes (3rd ed.). Red Wheel/Weiser. Retrieved July 19, 2020, from https://books.google.com/books?id=gd5EDwAAQBAJ&pg=PA21&dq=writing+resumes& lr=&source=gbs_toc_r&cad=4#v=onepage&q=writing%20resumes&f=false

MGMT 1001 - Week 7 Final Paper

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