管理学科论文

管理学科论文

RewardPowerFormanyyears,idealleadershipwasthoughttoinvolvemakingdecisionsandgivingorders.Todayweseeleadershipinadifferentligh匚Weseetheleaderassomeonewhomotivatesandencouragesateamtoperformwellandreachtheirgoalsthroughworkingtogether,communicatinganddiscussing.Mostimportantly,theleadershouldhavetheleadershippowers,whichmeansaleaderhastopossessthecapacitytoaffectthebehaviorsofothers.Generally,thereexistsixformsofpowersthatleaderscanrelyon.Theyarelegitimatepower,rewardpower,coercivepower,expertpower,informationpowerandreferentpowe匚Inthispaper,Iwillanalysisonlyoneofsixformsofpowers——rewardpowe匚Rewardpowerisatypeofpowerbasedonthecapacitytocontrolandprovidevaluedrewardstoothers.Itisoftenusedtobackuptheuseoflegitimatepower.Rewardpowercomesfromthecreationoftheleader'smindinthechainofcommand・Thepowercouldbeusedinday-to-daybusiness・Althoughrewordpowerincreasestheleader^additionalcheckingtimes,aleadercanreducehis/herworriesaboutthesubordinates9workperformance・SupposeasalesmanagerinCentury-Marthassetupastandardaboutsubordinates9absenteeism・Thebasicstandardcouldbemonthlybonus,\nifthesubordinatedabsenceisnomorethantwiceinamonth.Beforegivingareward,themanagershouldnothavesomeinsightastohowtohandlethepower,thatthesubordinatorscangettheamazingimagesaboutwhatisthereword.Fromthenon,thesubordinatorsmayobservethecompany'sdisciplineandgetridofabsenteeism.Atthenextoccurrenceofdesirablebehavior,youcouldusesimilarmeanstosolvetheproblem.Butduringtheconsulting,itisimpossibleforthemanagertomakerecordsindetailabouteverysubordinatorsperformance・Iftherecordshavenotbeendone,themanagerwouldnottellagreatandbelievablereasonforrewardingthatpersonratherthanotherperson.Allthesubordinatorswillbelieveinthemanagerwithevidenceswhichareeveryday^records,andinthefollowingtime,themanagercouldcarryouttherewordpowerwellandefficientlywithoutanylimitsandthreats.Basedonthesupposingabove,atresent,Iamdoingresearchaboutrewordpolicesforemployeesinthesupermarket.TheorganizationthatIanalyzeistheJoy・Mart.Toknowmoreabouttherewordpower,IsetupquestionnairetomakesurveyintwodepartmentsoftheJoy・Mart,whicharefinancialdepartmentandsalesdepartment.Theemployeesfinishedthequestionnairesarethosewhoincludeacceptedrewardandunacceptedreward.Imadesummaryontheanswersfromtheemployees・Weknowthatdifferentdepartmentshavethesamerewardpowerpolices,butthestandardsofjudgmentsarevarious.\nThestudyhasbeenconductedinthefinancialdepartmentstocarryouttherewardpowe匚Themanagersetupthreemaincriteria,asfollows:(1)Supervisethesubordinators,theefficiencyofpreparingbudgetbeforeitisgoingtonextmonth.(2)Inspectthesubordinators9errorsofthefinancialreportsoneverymonth.(3)Assesstheresultsaboutthecomparisononprofitsandcostbetweentwicemonths.Thefinialpurposeistoevaluatethedegreeofthesubordinators9carelessness,andwatchwhetherthefinancialperformanceisdetailedandclear.Themanagermakecomparisonwitheverysubordinatoi^sperformanceseverytwicemonths.Ifthesubordinatormeetscriteriathreetimes,he\shewouldgetagiftorpromotioncard,andiffourtimes,he\shewouldhaveathree-dayrest.Thequestionnaireshowsthat7O%peoplesinfinancialdepartmentthinkthatthisrewordpowerpolicesletthemworkinterestandpatient,thenencouragethemfurtherlearnsomenewknowledgeandtechnologiestospeeduptheefficiency,sotheygainmuchfromthepolices・Other30%doesnotagreewiththepolicy,andinsistthatthewayisunfairandunequalbecauseofdifferentones,differentages,anddifferentexperiences・Thefinancialmanageralsoaskedtodescribetherewordpower.Themanagerinthisresearchwasawareoftheimportanceofrewordpowe匚Sincecarryingouttherewordpower,thefinancialreportbecamemoreandmorecorrectthanbefore,thetimeofhandingreportwasadvanced,andtheirperformancegainedpraisefromgeneralmanager.What'smore,otherdepartmentschangedtheiropinionsonfinancialdepartments・Anotherresearchhasbeenexaminedinthesalesdepartment.Thestandardsareasfollows:(1)everyperson'ssalesnumber.(2)makeassessmentonthesubordinators9thelevelofcustomerservice.(3)Inspectthesalesreport・(4)Theextentonimplementingcustomerservicefeedback・Themanagermakedecisionbycomparisontheperformanceeveryamonth.Ifoneperson'ssalesnumberwashigh,andhe\shegotmuchmorepraisefromcustomerseverythreemonth,he\shewouldhaveone-weekholiday.Mostsubordinatorsthinkthatsincetherewordpolicehadbeenimplemented,theybecamemorepatienttocustomers,andpay\nattentiontothesalesnumbersofproducts.Theygainedmuchfromtheirhard.Theresulttoldusthatrewordpowerimprovedthesalesnumbe匚Themanagersaidthatsincehemadeuseoftherewordpower,hesolvesmanyproblemsonthecustomerservice,importantly,thesubordinatorslearnsomesalesskills,improvetheircommunicationability,andstrengthenthequalityofcustomerservices・What'smore,thesalesnumberscometoincrease,andthentheygetgoodassessmentfromsupervisors・Thepositionintheorganizationfurtherremainsgoingup.ThegeneralmanagerisalreadytouserewordpowerinalldepartmentstoexpandanddeveloptheJoy-Mart.Themanagerpossessingtherewordpowershouldrememberthattheleadingpowerisvector,anditsroleinthedirectionofthetrackhasaclearpoint,andthattheleadershippowerrunstheshowobviouslevelbetweenwhichtherearemanyintermediateprocess;what'smore,atthetimeofthedynamicleadershipofthepowerstructureisanessentialelements.Insummaryfromtheaboveexamplesandresearch,rewardpower,itcannotonlyinspirethesubordinators,that'stosay,makingpeopletodosomethingismucheasier,iftheyareofteninspiredbyrewarding;butalsothepowerofthepersoncarryingoutthepowerisincreasing,theybringingoodprofitsfortheorganization.Butweshouldknowthatmaybeit'snotthepreferredmethodofleadingsubordinators・Becausesomepeoplewillnotbecareaboutthereword・Nomatterwhattypeofpowerthemanager\nrelieson,therearesomegeneralrulersthatheorsheshouldfollow:firstly,themanagershouldlookcarefullyatthekindsofpeoplewhoshouldbesupervising,keepproperamountofsupervision;secondly,themanagerpreparehimselforherselfthoroughly,makesuretoconsulteveryoneandknowpreciselywhatpointofviewheorshehastorepresent;thirdly,checkthetimeavailable.Inparticularly,keepyourpowerproperly.That'smyfinalsuggestion.Ok,that'sall,thanks!