Using
article by DeVany
as a start, locate three research studies that deal with the management of people with their individual differences and diverse personalities. Use online, peer-reviewed journal research (case study research is preferred) to inform your writing. Summarize the takeaways from the articles that can support greater skill in managing people.
Identify the consequences of having dissatisfied employees and describe ways of applying the four theories of job satisfaction and how you would use them to boost job satisfaction. Discuss how intrinsic and extrinsic motivation factors affect job satisfaction.
When answering consider how goals may help with job satisfaction and how to design jobs to enhance motivation. Maximum 300 words.
31THE PUBLIC MANAGER | WINTER 2013
CONNECTING DATA TO MANAGE PERFORMANCE
15 Roles Leaders Play to Manage
Performance and Accountability
by Chris DeVany
W
hen managing performance and
accountability, frontline manag-
ers take on a variety of roles as
they interact with other people.
�ese roles are the character that
the manager assumes in a particular situation, much like
the roles actors play in a film or show.
Starring Roles Managers Play
Here are the most predominant roles managers adopt:
Coach
Develops game plans and calls plays; makes assignments;
encourages team members; assesses strengths and devel-
opmental needs; builds individual and team strengths
through instruction; allows members to practice skills;
gives feedback.
Team Captain
Uses leadership and communication skills to build teams
and hold them together; inspires confidence; commu-
nicates the vision, mission, and goals of the enterprise
to team members; guides teams in development of set
objectives; helps members understand the positions they
play; seeks participation in team projects; openly con-
fronts conflicts.
Cheerleader
Encourages team members to excel; shows and builds
confidence in abilities of team members; generates enthu-
siasm and support for team projects both with the imme-
diate group and from the organization as a whole.
News Reporter
Communicates information within the team; promotes
the team to others.
Fortune Teller
Projects trends; decides or recommends best course of
action based on these predictions.
Political Analyst
Analyzes the current politics of the enterprise and devel-
ops strategies accordingly.
Counselor
Listens to employee problems; helps employees develop
solutions.
Parent
Supports and nurtures employees.
Referee
Calls time-out during conflicts; seeks resolution; deter-
mines penalties.
Negotiator
Is an honest broker in bringing people with different
views together; negotiates for resources.
Gladiator
Battles to gain support or resources; fights to protect the
team or project.
Hunter
Openly seeks new projects and sources of work for the
team.
Resource Allocator
Determines or recommends how the team’s resources will
be used.
Spokesperson
Represents the organization at professional, civic, or
other meetings.
WWW.THEPUBLICMANAGER.ORG32
FORUM:
Detective
Jointly identifies problems, determines causes, and devel-
ops solutions.
�e Relationship Between
Performance and Accountability
We must be clear about the relationship between perfor-
mance and accountability. As managers, we manage oth-
ers’ performance. Accountability starts with the working
relationship with our manager. We best ensure others
delivering on performance by holding ourselves account-
able first.
What steps are we taking to manage performance
and ensure accountability in each of our roles? Let us
take a look at each role, and consider advisable steps and
approaches:
Coach
Managing performance. Conduct performance reviews;
help to establish and support professional development
plans for staff; assign responsibilities; encourage team
members; assess strengths and developmental needs;
build individual and team strengths through instruction;
allow team, members to practice skills; give feedback.
Ensuring accountability. Monitor our own performance
first, and meet regularly with our manager to ensure we
are delivering on what we promised to do; review team
performance with manager and receive their feedback;
follow-up on assignments we have been given; ask for
manager’s support when it comes to our own assessment
of strengths and developmental needs; review our indi-
vidual professional development plan with manager and
request feedback.
Team Captain
Managing performance. Use our leadership and commu-
nication skills to build teams and hold them together;
inspire confidence; communicate the vision, mission, and
goals of the enterprise to team members; guide teams in
development of set objectives; help members understand
the positions they play; seek participation in team proj-
ects; openly confront conflicts.
Ensuring accountability. Ask our manager for guidance
about which leadership and communication skills help to
build teams and hold them together; ask ourselves, “How
does our manager inspire confidence?”; “How does our
manager and do other leaders communicate the vision,
mission, and goals of the enterprise?”; “How have I seen
others effectively guide teams in development of set objec-
tives, help members understand the positions they play,
seek participation in team projects and openly confront
conflicts?”
Cheerleader
Managing performance. Encourage team members to
excel; show and build confidence in abilities of team
members; generate enthusiasm and support for team
projects both with the immediate group and from the
organization as a whole.
Ensuring accountability. Regularly meet with our man-
ager to review team members’ performance, and under-
stand from them what steps they recommend we take
with those whose performance needs to improve, as well
as how we can show and builds confidence in abilities
of team members, generate enthusiasm and support for
team projects both with the immediate group and from
the organization as a whole.
News Reporter
Managing performance. Communicate information within
the team; promote the team to others.
Ensuring accountability. Look to see how others effectively
communicate information within their team and promote
their team to others; follow their example.
Fortune Teller
Managing performance. Project trends; decide or recom-
mend best course of action based on these predictions.
Ensuring accountability. Ask our manager and others for
guidance on vision and forecasts; follow their lead.
Political Analyst
Managing performance and ensuring accountability. Ana-
lyze the current politics of the enterprise and develop
strategies accordingly.
Counselor
Managing performance. Listen to employee problems; help
employees develop solutions.
33THE PUBLIC MANAGER | WINTER 2013
CONNECTING DATA TO MANAGE PERFORMANCE
Ensuring accountability. Ask our manager for guidance
when faced primarily with the more complex problems
we either haven’t handles before or haven’t handled in a
while.
Parent
Managing performance. Support and nurture employees.
Ensuring accountability. Ask our manager for support as
and when needed.
Referee
Managing performance. Call time out during conflicts;
seek resolution; determine penalties.
Ensuring accountability. Ask for our manager’s guidance
when it comes to managing and resolving conflicts.
Negotiator
Managing performance. Be an honest broker in bring-
ing people with different views together; negotiate for
resources.
Ensuring accountability. Hold ourselves to the same stan-
dard we hold others to when contributing to conversa-
tions which involve expressing different viewpoints;
negotiate to “win-win.”
Gladiator
Managing performance. Battle to gain support or
resources; fight to protect the team or project.
Ensuring accountability. Follow the lead of the best exem-
plars when it comes to gaining support or resources and
fighting to protect the team or project.
Hunter
Managing performance. Openly seek new projects and
sources of work for the team.
Ensuring accountability. Deliver on those projects on time
and on budget.
Resource Allocator
Managing performance. Determine or recommend how
the team’s resources will be used.
Ensuring accountability. Deliver the promised performance
based on effective use of those resources.
Spokesperson
Managing performance. Represent the organization at
professional, civic, or other meetings.
Ensuring accountability. Follow-up on any contacts you
establish and requests for services you receive when you
are representing your organization.
Detective
Managing performance. Jointly identify problems, deter-
mine causes, and develop solutions.
Ensuring accountability. Report your findings to your
manager in a timely manner, especially when you have to
deliver bad news.
Modeling Behavior
�e closeness of the relationship between managing
performance and ensuring accountability is shown in
that ensuring accountability is modeling the behavior we
expect from others as help them manage their perfor-
mance. Holding ourselves accountable helps us improve
our own performance as a manager.
Chris DeVany is founder and president of Pinnacle Performance
Improvement Worldwide, a management consulting firm. He is the author
of 90 Days to A High-Performance Team (McGraw Hill). He holds
degrees in management studies and organizational behavior from Boston
University. Contact him at cdevany@ppiw.com or via www.ppiw.com.
Reproduced with permission of the copyright owner. Further reproduction prohibited without
permission.
Essay Writing Service Features
Our Experience
No matter how complex your assignment is, we can find the right professional for your specific task. Achiever Papers is an essay writing company that hires only the smartest minds to help you with your projects. Our expertise allows us to provide students with high-quality academic writing, editing & proofreading services.
Free Features
Free revision policy
$10Free bibliography & reference
$8Free title page
$8Free formatting
$8How Our Dissertation Writing Service Works
First, you will need to complete an order form. It's not difficult but, if anything is unclear, you may always chat with us so that we can guide you through it. On the order form, you will need to include some basic information concerning your order: subject, topic, number of pages, etc. We also encourage our clients to upload any relevant information or sources that will help.
Complete the order form
Once we have all the information and instructions that we need, we select the most suitable writer for your assignment. While everything seems to be clear, the writer, who has complete knowledge of the subject, may need clarification from you. It is at that point that you would receive a call or email from us.
Writer’s assignment
As soon as the writer has finished, it will be delivered both to the website and to your email address so that you will not miss it. If your deadline is close at hand, we will place a call to you to make sure that you receive the paper on time.
Completing the order and download