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Characteristics of an Effective Manager

In the advent of the Covid- 19 managers had to use myriad skills to address the prevailing issues and ensure that organizations ran smoothly based on the traditional concepts of the organization. Generally, the manager of the project I was involved in possessed various characteristics instrumental in achieving the organization’s goals and objectives. The characteristics include but are not limited to communication whereby organizations had to devise new ways of communicating. The significance of these traits, among others, will be discussed in the paper.

As the number of remote and distributed workplaces grew, effective communication has become an increasingly important leadership skill. Communication professionals are responsible for the development of the most effective managers. This allowed the manager to rally the group around a common goal while speaking with the younger players one-on-one to ensure they were motivated and encouraged. The failure of management communication, on the other hand, puts the organization in danger and is one of the most severe business difficulties that may be encountered (Mihelic et al., 2015).

In addition to his efficiency and responsibility, the manager was well known throughout the organization. It is the responsibility of the best managers to communicate effectively with their employees and ensure that everyone understands how to achieve their objectives. A survey on workplace accountability found that 91% of respondents said that improving their ability to hold others accountable successfully is one of their organization’s most important growth needs.

The manager’s efforts resulted in the organization’s members being in harmony with the organization’s objectives. Strategic alignment is the term used to describe this process. There is a precise alignment between the project’s aims and objectives and the organization’s bigger business goals and objectives. It is the process of ensuring that the company’s resources and organizational structure are coordinated with both the external environment and its long-term business objectives. For employees to achieve maximum individual and corporate productivity, they must have a clear awareness of their long-term strategic vision and how their particular job relates to it.

As a result, management made sure that everyone had an opportunity to participate in the decision-making process. Employees can only give their best efforts if their teammates and supervisors completely embrace, listen to, and cherish them as individuals. When it comes to establishing an inclusive workplace, managers play a vital role, and the most influential leaders actively advocate inclusive behavior consistently. The concept of inclusion is based on the principle that everyone should have equal access to resources and opportunities regardless of their background. According to the Occupational Safety and Health Administration, individuals with physical or mental disabilities and members of underrepresented ethnic or racial groups are among the categories that can benefit from workplace integration initiatives.

The manager ensured that the members collaborated. The team achieved its objectives due to the spirit of cooperation among its members. A manager needs to create cooperation both inside and between teams. Collaboration that is practical benefits not only the company’s outputs but also the performance of its personnel as a whole. Employee turnover can be reduced by improving communication inside the workplace. Supervisors frequently ignore the necessity of assisting employees in feeling like they belong at their place of employment. Companies with a strong sense of community among their employees are more likely to be productive and thrive in the long run (Krasnoff et al., 2015). In a workplace where everyone is primarily concerned with their interests, it is easy to become demotivated, and burnout occurs. This ensured that the organization was successful.

As a manager, he exemplified honesty and integrity in his dealings. It was possible to build confidence in the team by being upfront and honest about its activities. Everything I did, including my mistakes, was completely transparent and honest. The effect of this was that supervisors were able to lead with greater confidence, which resulted in enhanced employee loyalty. In addition, one of the essential guidelines was to collaborate with clients openly and honestly. Employees are more motivated when their employers are open and transparent with them. It is an open and honest workplace where employees’ hard work, growth, and achievements are recognized and appreciated. It is a workplace where people feel valued and appreciated for their contributions. A more visible and heard workforce is a product of the confidence between management and employees.

The manager led by example. When the manager was in command, he set a high standard for the rest of the team. It wasn’t just a matter of issuing orders and expecting them to be followed through on when it came to this situation. You must learn from the greatest if you want to be a good manager. Leaders who set a positive example can construct a picture of what is achievable in their organizations. Seeing them in action can encourage others to believe that they, too, can achieve similar results. It is easier for people to follow your lead when you lead by example. Those who lead by example may count on their team’s trust and respect due to their actions. They are trustworthy leaders who can motivate and inspire their teams, valid for both employees and managers. An effective leader may instil trust and respect in the hearts and minds of their employees (Hellriegel et al., 2010).


Hellriegel, D. (2010). Organizational behavior. Cengage learning.

Krasnoff, B., Leong, M., & Siebersma, M. (2015). Leadership qualities of effective principals. Education Northwest, 1-10.

Mihelic, K. K., Lipicnik, B., & Tekavcic, M. (2010). Ethical leadership. International Journal of Management & Information Systems (IJMIS)14(5).


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