Motivational and Organizational Culture

943 Words4 Pages
Management and workplace psychology go hand in hand; although most people feel as though workplace management brings about unpleasant feelings and emotions, as well as an onslaught of stress and pressure to perform, which bring on negative feelings and harm their personal state of mental peace at work. However, we see that it is not management that negates these feelings, but rather the style in which the management is fulfilled. Take for instance Ayame Nakamura, a Japanese immigrant, who works as a project manager for a pharmaceutical company in California. The management style for this pharmaceutical is confrontational, which interferes with Ayame’s cultural background. This style of management makes it difficult for Ayame to receive feedback which in turn affects her motivation. It is important to examine a few key aspects of her situation: first, the role that mangement should play in workplace psychology versus the role it is playing in Ayame's situation. Second, how Ayame’s cultural background might affect the way she receives feedback. And lastly, it is important to explore motivation techniques that could be implemented by management to increase Ayame’s motivation. To begin, let us take a look at the management style that Ayame is experiencing as well as some of the challenges involved with this management style. A confrontational management style is not actually a style, but more like a subcategory under an authoritative management style that is defined by a habit of confronting an employee head on about a problem. In other words, a confrontational management style is one where the manager does not “brat around the bush” in addressing a problem with someone or in a situation ("What Is Management," 2012). The management style has actually proven to be quite successful in some companies, when used correctly. A manager with this type of style must remember to

More about Motivational and Organizational Culture

Open Document