HCA 545 Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why?

HCA 545 Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why?

HCA 545 Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why?

Module 4 DQ 2

Managers in institutions of healthcare handle a wide range of responsibilities, including the resolving conflicts among those they lead. The existence of various expectations among the employees implies that managers should possess the right knowledge and skills to address their needs in an efficient manner. Managers often utilize two methods to manage unproductive employees that include the closed impersonal and modern persuasion method. The close impersonal method focuses on ensuring that managers use facts to solve an issue affecting the productivity of the employees. They do not want to be involved in the experiences of the employees. This method eliminates emotions, thereby, objective decision making based on the presented facts about a situation. The modern method of persuasion on the other hand encourages the manager to be close to the employees. The manger is more interested in learning about what the employee is going through rather than the facts about their declining productivity (Khosrow-Pour & IGI Global, 2018). As a result, it makes it use the most preferred in managing poor productivity among the employees when compared to the use of closed impersonal method.

 

The modern persuasion method is more effective than close impersonal method in many ways. Firstly, it focuses on changing the attitude of the employees. The increased focus on understanding the experiences of the employees make them feel part of the organization’s success hence changing their attitudes. The method is also effective in promoting the creation of culture of sustenance. Employees are more likely to embrace long-term interventions that suit their needs and experiences when modern persuasion is used unlike in the closed impersonal method where they must abide by the set rules and policies. Lastly, the use of modern persuasion promotes trust and open communication between the managers and the employees. The outcomes include improved productivity since the employees’ share the diverse ways in which tasks can be completed efficiently (Bryman & Bell, 2015). Therefore, modern persuasion is more effective than closed impersonal method in managing productivity-related issues in organizations.

 

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References

Bryman, A., & Bell, E. (2015). Business research methods. Oxford: Oxoford Univ. Press.

Khosrow-Pour, M., & IGI Global,. (2018). Entrepreneurship, collaboration, and innovation in the modern business era. Hershey, Pennsylvania (701 E. Chocolate Avenue, Hershey, Pennsylvania, 17033, USA): IGI Global.

Kimberly, thank you for an insightful post on the usage of strategies to govern unproductive employees. Indeed, the

HCA 545 Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why
HCA 545 Of the two approaches on managing unproductive employees — the closed impersonal method and the modern persuasion method — which is more effective and why

persuasive management method is more effective based on its foundational principles. In the methodology, the communication emanating from leadership is all about persuasion. The persuasion that will be adopted in this leadership model entails altering the state of mind of unproductive individuals. Changing the state of mind of the uproductive employees will enable them to be pushed to make new decisions to become more productive. Conversely, the closed impersonal method uses authority to compel employees to become more productive (Priya, 2019). Instead of getting them to become productive, the method might actually scare them hence making it counterproductive.

References

Priya, C., (2019). Max Weber bureaucracy theory. Retrieved from https://theinvestorsbook.com/max-webers-bureaucracy-theory.html.

Thank you for the post. I agree with you that an employer needs to know how to properly motivate employees. Whereas the employees may have the technical know-how and experience to do a job, the absence of motivation may significantly impact their productivity. As such, it behooves the leaders to find a way of unlocking the productivity through motivating the employees (Morgan, 2010). The above assertion hence lends credence to the assertion that the modern persuasion method is more effective in comparison to the closed impersonal method. The latter methodology may not work as it focuses on using authority to make workers productive. Human psychology dictates that some people do not respond well to authority, which implies that the closed interpersonal method may worsen the unproductivity of the employees if adopted.

References

Morgan, N. (2010). Leadership is all about emotional persuasion. Forbes. Retrieved from https://www.forbes.com/2010/02/02/communication-emotional-persuasion-leadership-managing-speaking.html#be52fc5122dd