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Management behavior in a business can be positive or negative.
The behavior of managers either adversely or positively impact the performance of employees — whether they succeed or fail. So that means strategies and actions by managers play a huge role in the success or failure of businesses.
In management behavior, there is an acronym known as CAMP. Of course, acronyms are widely used by people to save time and space in chat, SMS and in oral and written communications.
An acronym involves the first letter of other words and is pronounced as one word or name. For example, America’s space program, the National Aeronautics and Space Administration, is NASA.
What’s an acronym in business for management behavior?
Consider the four points in the acronym, CAMP:
1. Communication
True, meetings and emails are necessary parts of management behavior. But there’s another important management style.
Success is achieved after managers walk the floor to visit each employee once a day or preferably twice a day.
Success is achieved after managers walk the floor to visit each employee once a day or preferably twice a day. That is, if managers ask questions, solicit suggestions, answer questions, provide explanations, follow-up on meetings and respond to concerns.
The benefit: Employees are more inclined to perform well.
However, if managers don’t regularly walk the floor also sends another kind of message to employees. Employees begin to believe workplace communication is unimportant and a time-waster. Moreover, they feel unimportant.
Poor communication — either formal or informal — leads to myriad of problems: Employees don’t learn about changes in procedures and policies, they miss deadlines, incur unnecessary emergencies, and deliver inferior work.
2. Attitude
The attitudinal approach of managers is important. Developing and sustaining positive employee attitudes are paramount.
Negative managers usually lead to negative employees and poor performance. The ramifications include cynicism, carelessness, unnecessary overtime and weak productivity.
Also, negative managers hurt employee growth as they don’t encourage staff members nor do they stimulate positive thinking.
All of these factors impact career advancement for managers and workers, alike, not to mention an unhappy workplaace.
3. Morale
Naturally, how managers treat employees affect the workplace morale, either positively or negatively. Poor management behavior hurts or even destroys employee morale. Typically, employees aren’tmotivated to attain their goals, which means organizational goals aren’t met.
As previously mentioned, managers who walk the floor help employee morale. Therefore, attendance and performance are enhanced.
Otherwise, employees develop feelings of helplessness and lack of support from the boss.
4. Performance
Here’s a truism: Employees often mirror the behavior of managers. Good or bad, employees subconsciously follow the lead of the manager’s behavior.
Employees often mirror the behavior of managers.
With great managers, employees enthusiastically take responsibility for their work and achieve maximum effectiveness to achieve goals because they see positive management behavior.
From the Coach’s Corner, here are more management tips:
Great Managers Aren’t Born. They’re Made. Here’s How. — Virtually all managers have skill gaps until they’re trained, mentored and study diligently for self-improvement. And they need to stay current. Here’s what to know.
HR – Typical Issues Weak Managers Ignore or Mismanage — Generally, top-notch employees want a manager to engage them, to be accessible, reprimand poor-performing coworkers and to recognize excellent performance. Ineffective bosses under-manage a myriad of issues.
Hiring Applicants: 5 Deadly Sins of Even Savvy Managers — In this competitive and litigious marketplace, small details in human resources can make or break a company. Even though an organization’s performance matters, many managers unfortunately take shortcuts in the hiring process.
Vital Qualities to Jump from Being a Manager to Leader — Leaders are made, not born. You will become a leader if you undergo the lifetime transforming process of learning, observing and teaching. Here’s how to make the transition.
Manager Beware – the Most Common EEOC Complaint — Appearances matter, especially if the Equal Employment Opportunity Commission considers you to be a hostile boss. Retaliation by management is the most-common source of EEOC action.
“A manager sets objectives, organizes, motivates, and communicates, sets yardsticks, and measures to develop people.”
-Peter Drucker
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