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Assignment On Managers Attitudes Affect Organizational Performance Submitted To:

Jashim Uddin Course Instructor of Management & Organization

Submitted By:
Name Tahmina Sultana 112051058 Tunazzina Siddika Nurunnahar Popi Romana Parvin 121051018 Fahad Hossain 121051026 Abdul Jabbar Rajib Mazumder 112051028 ID

121051017 121051012


Date of Submission: 05th of March, 2012.

Table of Contents

Title No.
1. 2.

Page 03

Abstract Origin of the Report 03 Objective of the Report 04 Literature Review 04




Methodology of the Report 04 Managers Attitude Affects Organizational Performance : 05




Fundamental Responsibilities

Management 05


What Makes a Good Manager 06 Performance= Motivation + Ability + Environment 06



Strength Analysis 07 Weakness Analysis 08 Implications Manager or Recommendations 09 for




Conclusion & References 10


Organizations recognize the benefits that come from having effective managers. Of course, a good manager is more likely to get the best out of employees, in terms of their performance. But good management has benefits that extend much further than productivity. Therefore, this proposed research work intends to study what role of personality dimensions of an individual employee could play at workplace to keep employee satisfied combined with the role of manager and job attributes.

Origin of the Report

This report is based on Managers Attitude in the organization. We have been assigned to complete a report, as part of our MBA program. So, we are selected IBM (International Business Machine) Bangladesh with main focus on the Managers attitudes affect organizational performance. IBM one of the biggest leading companies in the market of computers and information technology was incorporated in 1911 as the Computer-Tabulating-Recording Co. IBM has been doing business in Bangladesh in partnership with Thakral Information Systems since 1998. The country has a huge prospect for software industry because Gartner has recently listed Bangladesh as one of the top 30 software outsourcing destinations in the world. We tried our best to get as much information as possible and complete this report in due time.

Objective of the Report

The main objective of the study is to gather practical knowledge regarding managers attitude affect organizational performance. This practical orientation gives us a chance to Co-ordinate out theoretical knowledge with the practical experience. The objective of this study is to explore and

extend the understanding of specific role of manager and attitudes of employee performance for job satisfaction at workplace. It will be worth investigating to explore the persisting trends and issues in job satisfaction and dissatisfaction in Bangladesh.

Literature Review
In our study, those employees who are satisfied with their manager state a much higher intention to stay with the organization than those who are dissatisfied. Those who rate their managers as good also feel they have promising prospects within the company as well as confidence in the organizations future. So, good management means employees are more engaged, more committed and more productive. For organizations, this means higher employee retention, reduced absenteeism and improvements in service quality, customer satisfaction and overall performance.

Methodology of the Report

We worked with two types of data. Primary data Secondary data

The primary sources of information are as below

Direct observation Interviewing bank manager

The secondary sources of information are as below

Website Different reference books of the library

Managers Attitude Affects on Organizational Performance

i) Fundamental Management Responsibilities

Managers are primarily responsible for: A. ensuring the development, performance, and conduct of each employee working in the organizations they direct; B. defining clear goals and courses of action to subordinates, and following up to ensure that these are carried out; C. ensuring the well-being and progress of the personnel in their groups; D. fostering good working relationships; E. displaying integrity in all actions; and F. Displaying proper attitude and behavior, job knowledge, and effective communication to build good working relationships thereby motivating people to accomplish programs and meet objectives. G. assign work to and direct activities of each employee; H. review work and provide feedback to employees; I. instruct employees in the application of procedures and guidelines;

Encourage employees to assist in planning and directing the work of other employees.

ii) What Makes a Good Manager'

A good manager is someone who keeps his commitments, evaluates employees' performance fairly, makes use of employees' ideas, quickly solves problems and practices open, two-way communication. Their behavior should be consistent with the mission and values of the organization, they should provide opportunity for employees to improve their skills and they should re-assure employees that they have a promising future.

iii) Performance = Motivation + Ability + Environment Deficiency in any one of these factors will result in a lower level of job performance. Managers always need to ensure that these three conditions are met. Of all the three factors, it is generally accepted that motivation is the most difficult factor to manage. This is mainly due to the fact that humans attitude/behavior is full of complexities and thus difficult to manage. As for the other two factors, an employee has been recruited with the awareness that he/she has the skills and capacity needed to perform the tasks as well as the fact that resources are readily available. If the manager feels that the employee lacks training of some sort, he/she can be sent to training programs to learn those skills. On the other hand, if resources are not available, i.e. the environment factor, the manager can take action to ensure that they become available.

Strengths Analysis of Manager

1. Intelligence and Self Confidence: A manager is intelligence and self confidence.

Because confidence can do anythings, he always belief that.

2. Self-Motivated: Manager is capable of understanding the basic goals of the business and

developing her own strategies for achieving those goals. He is committed to putting her all into the job every day without the close supervision of a boss.
3. Cope up situation: He is possessing the capacity to cope with failures and trying to learn

from past mistakes and any problematic situation him easily trying to cope up.
4. Positive thinking: Manager is always positive thinking person. He would always like to

cheer up neither myself nor others.

5. Hard worker: Smart, hard worker and ready to work under pressure. Manager always

complete his work within time.

6. Self disciplined: Controls own behavior, prepared to work hard to achieve goals, sets

own targets, avoids distractions, and perseveres with difficult tasks and activities.
7. Energetic oriented: Manager Works long hours, tackles challenging tasks, maintains

high productivity levels.

8. Integrity: He is providing complete and accurate information, observe company policies

and procedures, and maintain values and ethics in the face of opposition and pressure.
9. Versatility: Flexibility and versatility are valuable qualities in a manager. Flexibility and

versatility are the pathways to speedy responsiveness.

10. Creativity: Creativity is the spark that propels projects forward and that captures peoples'

attention. Creativity is the ingredient that pulls the different pieces together into a cohesive whole, adding zest and appeal in the process.

Weakness Analysis of Manager

1. Poor Communication: This category includes those managers who fail to provide feedback on staff performance including praise and constructive criticism. 2. Sensitive person: Taking things to heart and getting too disappointed when things are done in the wrong way. 3. Fast talking: talk too fast when manager excited about something work related. 4. Frank and honesty: Manager is very frank and honest. This does not help his career most of the time. 5. Lose self control: Sometimes he lose his self control and say what is correct instead of being diplomatic. That usually spoils situation. 6. Trust: He can trust any person easily. Many times this does not help for manager. 7. Lack of Appreciation: An employee feels unappreciated for his efforts. 8. Favoritism: Once a manager has obvious favorites, he or she loses credibility and the respect of the rest of the team. 9. Absenteeism: Work absenteeism occurs for many reasons. Its causes are mainly either personal or workplace related. The causes of absenteeism are low morale, poor of working condition, stress, Work overload, inadequate leadership and poor supervision, lack of job satisfaction. 10. Turnover: when an employee make turnover from a company there are various problem raised .lack of experience in workplace, waste of time, lack of efficiency and activity on work place. Because of managers negative attitude turnover rate is increased.

Implications or Recommendations for Manager

Managers need to be qualified for their job roles (from a human and professional perspective) Work needs to be managed Work with people on career advancement (trainings etc.) Teamwork is the way to go, pitting one against the other can only be counterproductive. Simple praise and words of encouragement for a task well-done are always welcome. Give information freely and Let people know of your plans and change of plans, if any. Appreciation of a task and acknowledgement of efforts put in are wonderful morale boosters. Show concern and extend help whenever possible makes life easier and better both for the employee and the organization.


A manager who is passionate about the corporate vision helps employees to better understand and believe in that vision. When the staff believes in the direction that the company is headed thanks to the encouragement of the manager's positive attitude, then the successes the company experiences become something that the whole company takes pride in. Confidence in the company's vision also makes it easier to accept setbacks, learn from them and work hard to prevent them from occurring in the future.

Stephen P. Robbins. Organizational Behavior, 10th Edition. The Daily Star: Published on Friday, March 02, 2012. tp://