This almost never happens.
Managers find it difficult to motivate employees due to outside factors. These factors often deter employees from completing additional tasks in a speedy fashion. The relevant factor in my organization seems to be peer pressure (Scott, 1991). If a manager requests a job outside of a subordinate's field of work to be done, it may be viewed by friends and coworkers as preferred treatment or harassment dependant on the source. This places the worker in a difficult situation. Should the employee do the assigned task to please the boss or side with his or her peers explaining the task is not in his or her job description? The subordinate may then be branded as not a team player by management and this can be reflected within his or her evaluation. Managers need to tread carefully around handing over additional responsibilities to subordinates. If there are several tasks to be done, each task must be assigned equally amongst each member of the team. .
If is important to get feedback in order to see if a manager's decisions are effective (Lester, 2001). Communication is the best means of determining a subordinate's current attitude. If a manager implements a change within his or her department, a manager need to notice if this causes a detrimental effect upon the workers involved. It is easy to not see the big picture if the change does not affect the department directly but a single employee or group may be affected negatively. In my organization for example, all day-shift employees within a department are allowed to leave early on Fridays in order to boost morale. This has caused the night shift employees to take the bulk of the unfinished workload however. A hostile environment has developed and has yet to be rectified by management. .
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Technical Skills.
It is not enough to just motivate employees, the manager must also lead by example (Anonymous, 2002). A manager cannot simply order his or her subordinates to do the job at hand, the manager must understand how the job is done.