People bring a number of differences in the workplace. They have distinct attitudes, values, and personalities. When they enter the firm, their transient and stable characteristics affect how they perform their tasks. Managers encounter the strenuous challenge of integrating these behaviors to create a team that attains the objectives of the company. The case of Ken explains the unstable traits that an employee could possess that make it difficult for them to work or control. Ken is a hardworking and valuable worker whose only problem is anger management and an unfriendly personality. His CEO, Bob has to find behavioral control mechanisms that will manage the characteristics of Ken because he cannot afford to lose him. This essay conceptualizes on three major control techniques that managers can use to monitor their employees behavior. It also ranks the mechanisms based on their suitability in this particular case.
Once a manager notices the issues in the personality traits in his employees, he should address the problem immediately. Delays have made the behaviors of Ken affect the productivity of the firm despite him being a hardworking man. To control his tantrums, Bob can employ the different mechanisms. An employee is like an artist that the company needs to flourish. Hence, he or she should be treated in a special manner to maintain freedom and independence. Interfering with their personal space can affect their willingness to perform duties. For example, Bob, the CEO suggests that Ken should report to another director rather than him. The strategy may aggravate Ken even further (Rothstein, 4).
Managers should also get involved with the workers personally to identify their issues. If Bob could listen to Ken’s problems instead of leaving the building hurriedly, he would understand why Ken is reacting that way and formulate a substantial solution. The last strategy is motivating the employees. The method involves giving them rewards and challenging them in the areas that they enjoy (Rothstein, 6). Bob can give Ken assignments that concur with his discipline of expertise to raise his motivation levels. He can also appraise his performance to reward his for exceptional skills. The three techniques can be combined to manage the behavior of workers in a firm. However, the best method out of the three is interacting with the employees to highlight their issues and create solutions. The managers should develop a relationship with their personnel that enable free interactions so that they can notice changes in their attitudes and characteristics. Leaders should prefer to rehabilitate talented individuals rather than firing them.
Work Cited
Rothstein, Lawrence. The Case of Temperamental Talent. HBR Case Study, 1992.
