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Management Credo

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My main goal as a manager is to be a reference within the organization. 
One of the definitions of reference point says: an indicator that orients you 
generally. Thereby, we can use this definition to make an analogy with the 
corporate environment: when people are lost, they will search for a reference that 
they can trust and give them direction. My personal management credo gives the 
foundations to be this reference. This is important because it sets the tone for 
leadership within the organization. I base my management credo on 4 important 
beliefs: Motivation, Commitment, Ethics and Communication (MCEC). In the 
following paragraphs I will point out “how” to apply these beliefs, as well as the 
“effects” and “side effects” of them. 
Motivation: as Steven Levitt tells in his book “Freakonomics”, we are 
moved by incentives. One of the examples mentioned is trying to potty train his 
daughter Amanda. He got her potty trained by giving her M&Ms every time she 
used the potty successfully. Thus, Levitt shows how important are incentives 
(motivations) to get the results you would like. How can we motivate? There are 
several ways to motivate people, some of them are: being positive, enthusiastic, 
giving rewards and bonuses. 
Being positive, enthusiastic and believing that nothing is impossible makes 
every challenge an opportunity, a success is satisfaction while failing is another 
opportunity to learn. It is notorious that people with good vibes (positive energy) 
attract others. However, people who are always whining and complaining tend to 
keep away others. 
Awards (non-financial) and bonus (financial) make expectations more 
satisfied. For instance, a non-financial award can be by giving the day off at 
work, tickets for a concert, weekend at a resort, etc. 
The effects are a better quantitative result for the organization and 
employees with more creativity. However, like in the case of “Freakonomics”, 
those motivations can lead to unintended side effects. For instance, people can 
cut the corners and cheat to achieve what they want. 
Commitment: everyone should be dedicated to the same cause and 
activity. As a manager, I will show that I am working hard for the success of the 
organization and that I expect the same from my employees, specially when it 
comes to deadlines. How? By following through on what I say, taking all the 
responsibilities for my actions and empowering my employees. Employees will 
feel that they can believe in me because I do what I say. My group of employees 
will feel security when they can see that I take full responsibility for my actions. 
Through empowering my employees they will see that I have confidence in them. 
In addition, the effects are trust, loyalty, and respect for deadlines. The 
way I am trying to get commitment from them can trap me. Side effect that I may 
encounter is empowering a employee who is not ready for this. My careful 
observations will be essential to avoid this side effect. 
Ethics: it is a system of moral principles that will guide the organization to 
have a better environment. How? Meritocracy, policies, diversity, and honesty. 
Meritocracy is really valuable to me and people will be recognized for their work. 
For policies, a clear code of ethics will be developed and constantly conveyed to 
all workers. Diversity is another key to have different points of view and it boosts 
innovation (Silicon Valley is a big example of that). Honesty brings more 
transparency and keeps away the feeling that something is hidden. 
Some of the effects for the organization are the feeling of fairness, good 
work environment and expectations satisfied (meritocracy). The side effect is that 
the wrong policy applied can lead company to the failure. Therefore, to prevent 
that, the code of ethics needs to be closely analyzed before being published. 
Communication: essential for good performance of management and one 
of the most critical aspects of leadership. Without good communication skills all 
the values mentioned before (motivation, commitment and ethic) will fail. How will 
I apply this value in the organization? By being accessible, accepting criticism, 
clear feedback and using the “DIE” tool (Description, Interpretation, and 
Evaluation). My office will not have doors, my collaborators are always welcome 
to come in. If they have any relevant criticism, this helps me to correct my 
mistakes or wrong habits. Clear feedbacks makes everyone be aware about their 
 Effects are continuous organizational improvement and better relationship 
between co-workers and manager. Conversely, one side effect can be 
misunderstanding. The use of the “DIE” prevents this. The tool is based in 
description, interpretation, and evaluation. At first you take the situation and only 
describe it. Second, you make the interpretations that can be applied (for one 
description you have multiple interpretations). Third, you take each interpretation 
and evaluate if it is positive or negative. Thus, through this tool you can balance 
all the interpretations, choose which one is more suited for the time and avoid 
choosing the wrong interpretations. 
 All in all, those values are going to be my guides to achieve success in my 
personal and professional life. In the personal field, being a reference makes me 
feel important for the others and that I am making some difference in their lives. 
In the professional field, this will provide a foundation for the organization to work 
for the same purpose (teamwork) and an environment full of energy. 
• Better	
  • Criativity	
  • Trust	
  • Task	
• Fairness	
  • Good	
  • Expectations	
• Continuous	
  • Better	
• Misunderstanding