Positive reinforcements are incentives given at the work place in order to strengthen a particular behavior or increase its likelihood of occurring again. To use positive reinforcement effectively, one must reward specific behaviors though not very constantly.
A manager must deal with conflict in their work unit because conflict avoidance only makes the issue pile up and become worse in the future. One of the most ineffective ways for a manager to deal with conflict is through blaming an employee. This may occur when for instance a manager tells the employee that had it not been for his mistake, the company would not have lost a particular tender.
A coaching manager is one who achieves results through employees instead of providing direct solutions. His focus is on employees’ development instead of micro-management. A coaching manager is different from a non-coaching manager in that he assists employees to discover their full potential and improve their performance. He helps employees to learn instead of always providing the answers. The coaching manager further creates an environment that enhances learning and autonomous thinking. The goal is thus facilitation rather than simply giving instructions. An example is when the coaching manager asks, “What would you do in this situation?” instead of providing a direct answer to a problem.
The coaching manager should also avoid making all the decisions. The manager could for example, ask fellow employees to suggest a new course of action through brainstorming. The manager should apply the coaching approach instead of other managerial approaches whenever the goal is to develop the employees. For example, the manager could ask questions that challenge the employee to think broadly. Additionally, when formulating new decisions, the coaching manager may involve the employees through brainstorming to give them a sense of ownership.
Stress causes work productivity