JPI owns numerous amounts of apartment complexes in the United States; Jefferson Commons at the Ballpark has been a disaster. When I began working for Jefferson Commons the organization was ninety-two percent delinquent, which means that ninety-two percent of the residents that were living there or that had just moved out from the summer owed money. Obviously, JPI was not pleased with what had been going on. Someone from the corporate office was down from Dallas, Texas (where corporate

3. Ask our employees for their input. Promote participation, teamwork, and involvement by the employees.

Being sensitive to people and their needs is essential in maintaining good morale within the work place. In doing that, managers must understand themselves before they can begin to understand others. One way to understand what type of person you are is to understand the Johari Window, which was brought about by Luft and Ingham. The Johari Window is a visual of a box that represents everything about the person as a whole. The first lateral split separates the box into two parts: know to self and unknown to self. The second vertical split also separates the box into two parts: known to others and not known to others. The box now becomes a window of four squares: open, blind, unknown, and hidden. The open square represents what is known both to you and to others. The second square is what is not known to you, but is known to others. The third square represents what is unknown to both yourself and others, and last but not least, the fourth square represents what is known to yourself, but hidden from others. By understanding the Johari Window a person can better understand the person they are and how to approach others. The actual size of the various parts will tell how much of an extrovert or introvert the individual may be. This is very important for a manager because of the interaction amongst employees.

Training is a big part of management functions because without training, employees will create their own ways of doing things and take away from teamwork within the organization. Lacey states that, “Training is a most important, on-going, rapidly changing, never-ending evolution” (Lacey, 2000). Training helps employees learn skills, knowledge and abilities to help with the organizations goals. Weekly meetings could be a way to keep employees informed as to what is going on and what needs to be going on. The HRM (Human Resource Management) department is usually responsible for training, but on-the-job training is best when done by the manager. Since managers are there to correct and guide employees first hand. Mary Parker Follett once said “power with people is better than power over people.” Teaching our employees the correct way to achieve objectives in the business can help with creating teamwork and commitment. Keep in mind, as I said earlier, Together Everyone Achieves More and achieving more should be at the top of the list in any business.

While attending school I have learned a lot about business management and business administration. Focusing in on different theories, applications, and ideals have enlightened me on how to successfully run an organization while keeping customers and employees satisfied. Surveys say that managers do not really know what their employees want from their job and most may feel that employees want strictly money, but according to Maslow self actualization, self esteem, and belonging are a higher need for employees while safety and physiological are lower level needs. Motivation is the most important aspect to running an organization. Where would an organization be with unhappy, unwilling, half-fast employees that do not have a care in the world for the organization? A manager must understand that people in general decide they are motivated from within themselves, but a manager can change the environment around the employees to help them motivate themselves. Having an incentive to work is a great way to get employees moving. Giving them something to work for can aid in productive, lively, and motivated employees. In the course, Leadership and Business, it explains the Magic Motivation Formula. Although there is not a “magic” formula on how to motivate your employees there are pointers on how to increase the chances of getting motivated employees. “The steps include:

Some topics in this essay:
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