1. Perception and Management.

Perception has a heavy effect on the members of a business management team .Their
perception of things and the employees perception on them can be influenced and
controlled through their management style mostly through their work ethics and approach to
issues at work. Managers have to take stock of their management style in order to get a
clear picture of how their employees and their own supervisors interpret their actions at
work. It is important to note that a management style that generates a negative perception
from employees may result in that manager being seen in an equally negative light hence
impacting the interpersonal relations between member staff. Therefore the concept of
perception is very important to managers as they have to take into consideration the effects
of their actions. This will enable the managers make sound decisions and be able to relate
efficiently with the workforce.

2.The lower level managers consists of supervisors , section leads and foremen. Their main
responsibilities incudes : assigning employees tasks, guiding and supervising employees
day to day activities , ensuring the quality and quantity of production , making
recommendations and suggestions and up-channeling employee problems.
By virtue of their responsibility they are a very important part of and organization because
they are the people on the ground guiding on the direction of the business. Strategic
planning process is the process of documenting and establishing the direction of the
business. When lower managers are involved in the business strategic planning process ,
they are able to have a clear idea on where the company is and where its going . Therefore
they are able to guide the employees in the right direction since they have first hand
information and they are part of the process . Since they are on the ground doing the tasks
with the employees their input is very necessary as they are able to give suggestions on the
expected challenges. if they are not involved it becomes difficult for them because you
cannot supervise anything which you don't have a clear picture of the end product required.
Hence the possibility of failure is very high. Their participation is key as they are the
implementers and the success and failure of the plan is basically within them.

3.peronality and organizational settings.

A common aspect of personality is the manner in which we think of its effects on behavior.
The direction of a relationship is thought to stem from personality trait and move to
behavior. This means that your personality greatly influences how you behave. Due to this
influence, in work organizations , we often take a limited view of a person focusing more on
the degree of willingness to pursue organizational goals.
Understanding the influence of genetics on work-related behaviors highlights the
importance of fit between people and organizations. Again, people have different attitudes,
skills and abilities which aren't easy to change because they depend partly on genetic
factors. Even though people can alter their beliefs and abilities, innate tendencies create
resistance to change, pushing attitudes and skills to be consistent with genetic
predispositions. Because your attitudes, skills, and abilities are relatively difficult to shift,
having the right fit for your job is important to your performance and your happiness.
Knowledge of genetic effects on work-related behaviors helps to make sense of the concept
of fairness in the work world. We often assume that everyone has equal odds of achieving a
variety of organizational outcomes: earnings, promotion, job satisfaction, and so on. But, in
reality, their chances are not the same. People have different personalities, attitudes, skills
and abilities, and these individual attributes influence our odds of making a lot of money or
becoming a company CEO. If you watch "American Idol," you almost certainly realize not
everyone has the voice to become a professional singer.
In addition, knowing about the influence of genetics helps us to be more realistic about our
ability to alter people's work-related behavior through organizational design initiatives,
incentive programs, changes to work climate, etc. Understanding genetic effects on
behavior tells us how much changes in external factors should influence work-related
behaviors. If genetic factors were to account for all of the difference in people's on-the-job
behavior, then environmental factors, such as pay or working conditions, would have no
effect at all. So the genetic portion of the variance in work-related outcomes tells us whether
changing external factors is likely to have a small or a large impact.
Finally, understanding genetics will help you to identify the right external forces to actually
alter workplace outcomes.
Genetic factors often interact with environmental influences to affect behavior. So, if you
want to alter how people act, you need to know what external factor will trigger a behavioral
change. Consider leadership. Anyone interested in developing leaders needs to know the
right trigger to stimulate innate predispositions to taking charge. Recent evidence shows
that people genetically predisposed to be leaders take on leadership roles in response to
overcoming adversity. But get the trigger wrong and those predisposed to become leaders
don't take advantage of their innate tendencies.
The implications that emerge from genetic effects on work behavior are profound, including
changing how we think about the balance between selection and training, altering our
expectations of the effectiveness of efforts to enhance job satisfaction and work
performance and spurring the development of targeted approaches to management.

4.Stereotypes

 Stereotypes can be useful when in a situation that needs you to make a quick
judgement and fast decisions .
 stereotyping can be seen as simplifying our surrounding so that they are easier to
understand .This is because stereotypes enable you to categorize people into
groups which allows you to form expectations about people and situations making
life more predictable and easier to understand

Disadvantages

 Using stereotype to make judgement about someone might be completely misguided

and incorrect causing you to act differently towards a person and this may offend
them.
 it is a form of prejudice and can be distressing for a person who is being prejudged,
they might feel they are misunderstood particularly when the stereotype is radically
motivated.
 stereotyping can create problems in many social situations like the workplace ,
school or in the local community. eg in a work place if a female boss were to
manage a group of men, the female might feel that she has to prove that she is
capable to do the job and the men might assume she is bossy and incompetent
because of the negative stereotyping that women are less capable.
5.An ethical dilemma is a problem in the decision making process between two possible
options neither of which is absolutely acceptable from an ethical perspective.
The biggest challenge s that an ethical dilemma does not offer an obvious solution that
would comply with norms
The below steps helps in ethical decision making;

1. Looking to moral principles (institutional codes)-fair and respectable treatment

2. Applying moral strategies (utilitarian)- recognizing and defining the moral problem in the
ethical dilemma.
3. Evaluating the situation (situational)
4. Following one's intuition (gut level)
5. Following the pleasure or power principle(personal gain) -immediate gratification of all
needs or wants. Strive towards fulfilling the most basic urges.
6. Seeking the greater good (altruism)-choose an alternative that offers the greater good
and less evil
7. Innovating (new rules)-the problem can be reconsidered and a new alternative may arise.
8. Rational analysis (benefits and costs analysis on the decision made)