Effective managers and leaders in any organization should have adequate experience on the application and importance of various management techniques in addition to experience in the industry. Management techniques motivate employees and improve their productivity, therefore, boosting the competitiveness of the firm in the industry in which it operates (Armstrong, 2006). Every manager should take particular concern in improving the perception of the employees towards the operations of the organization. The application of various management techniques helps in the creation of a good working relationship between the managers and the workforce, therefore, contributing to organizational effectiveness. The techniques play a great role in motivating employees and as Kendrick and Project Management Institute (2004) states, the motivation and concerns given to the workforce determine their performance in the various areas of their work. The manager is supposed to pay attention to all employees through workforce development to ensure that the employees have the required necessities to handle the task. The leader should have minimal interferences on the employees as long as the allocated assignment is done effectively.
History of implementation
Turning to the work of Paludi, Nydegger and Paludi (2006) fairness as a management technique may refer to justice employed by leaders to the workers, equity among the workers, solidarity and equality in the working place and absence of biases in the realms of an organization. Fairness also encompasses justice of interaction between the managers and the employees in a company. Fairness is among the major management techniques that a manager should employ in dealing with the employees. According to Kotler and Lee (2005), fairness concerns making a judgement without discriminating anyone on any ground. In an organization, the managers should ensure that all employees are treated fairly based on the set criteria. Discrimination highly affects the performance of people in the workplace, therefore, affecting the effectiveness of the organization and its competitiveness in the environment.
In an organization, every person must take into consideration what it would be like where one person or group of individuals in the workplace is favoured by the management team and considered as the shining star among the employees. The absence of fairness by the organizational leaders can encourage favouritism. Turning to the work of Kendrick and Project Management Institute (2004) one finds that favouritism affects the work motivation of the employees, affects the productivity and performance of the workforce and hinders the success of the company in future development and competitiveness. The managers and leaders of any working firm should be aware of the impacts of showing fair treatment to all the employees with an aim of improving the competitiveness of the firms in the industry. The managers need to be aware of the opportunities and chances for career enhancement and professional growth through the application of various management techniques including being fair to all employees and other organizational stakeholders. To show concern and commitment of all the employees, the managers should be actively involved in conducting regular meetings dictating to the employees about their achievements and areas that require improvement without discrimination.
Armstrong (2006) argues that the managers should check all employees throughout their working time to give guidance on how they are to meet their set goals. By following and giving guidance to employees, managers demonstrate the acts of fair treatment improving the loyalty of employees towards the firm and therefore increasing its productivity. Paludi et al., (2006) record that managers can demonstrate their fair treatment and concern for all the associate of a company by conducting simple tasks or considerations such as granting all workers a fair opportunity of booking their elusive holidays. Also, the leader can motivate the workers by disseminating a positive concern. In the environment of management, fairness commonly refers to a call to take actions. In the case of a negative occurrence in the workplace, all the people working often look forward to the leadership to help in taking action that is expedient and fair. If the managers or supervisors involved fail to take the necessary actions, the disappointments that associates experience leads to distrust, decreased motivation and negativity.
Benefits of the fairness
Fairness as a management technique has various benefits both to the organization and the workers. Kotler and Lee (2005) argue that fairness improves the loyalty of employees to their organization. Improved loyalty translates into higher productivity of the employee leading to improvement of the company performance and competitiveness. In addition, fairness improves harmony among the working people. By treating people equally, the feeling of discrimination does not exist and this contributes to love among all working people leading to organizational peace. Peace in the organization has great significance in that people work together with a common aim of attaining the set goal contributing to the improvement of the quality and efficiency with which the tasks in the organization are conducted. Fairness by the managers improves employees’ motivation. Motivation improves the performance of employees, therefore, boosting the operation of an organization. Fairness encourages employees to navigate the difficulties that they may be facing. Employees improve their respect to the manager if they feel that the leader is treating them with fairness. As a management technique, Kendrick and Project Management Institute (2004) postulate that fairness by a manager improves his or her reputation.
Lack of fairness in the organization affects the employee, managers, and organization at large. The lack affects negatively the morale of the employees affecting their productivity in the organization. In addition, as Armstrong (2006) states, lack of fair treatment increases the chances of employee turnover from the working place and others leaving their positions or vacating from the company. It becomes hard for the organization to retain some of its employees who feel that the judgement and other undertakings in the company are unfair. Furthermore, favouritism reduces the working motivation of the people leading to the poor competitiveness of the organization.
Comparison between fairness and empowerment
Empowerment is a management technique that managers should employ in motivating employees in the work place. Armstrong (2006) postulates that motivated employees are likely to contribute to the success of an organization. Fairness and empowerment techniques when applied effectively contribute to improvement in the success of an organization by boosting its competitive advantage. Fairness and empowerment increases the trust, respect and loyalty of employees to their leader or manager therefore help in improving the manager’s reputation. Empowerment comprise of providing the necessary guidance and information by the management to the various groups of people working in the organization. Fairness involves treating every person equally and giving equal opportunities to the workers. However, failure to implement the two techniques when dealing with the employees can lead to deprivation of the morale and attitude of the workers towards the organization and the tasks allocated.
In any organization or firm, all managers should be aware of the various management techniques, their applications, advantages and adverse impacts that can come as a result of misuse or as a because of an application problem. The most common management techniques include fairness, consistency, empowerment, openness to additional ideas among others. Fair dealing by the managers and organizational leaders to all employees contributes to positive improvement in the operation of an organization that comes as a result as a result of improved motivation among the company’s workers. Paying attention and showing concern for all employees is health to the well-being of an organization. Managers should be good role models by demonstrating and effectively following the appropriate management techniques.
Armstrong, M. (2006). A handbook of management techniques: A comprehensive guide to achieving managerial excellence and improved decision making. London: Kogan Page.
Kendrick, T., & Project Management Institute. (2004). the project management tool kit: 100 tips and techniques for getting the job done right. New York: AMACOM/American Management Association.
Kotler, P., & Lee, N. (2005). Corporate social responsibility: Doing the most good for your company and your cause. Hoboken, NJ: Wiley.
Paludi, M. A., Nydegger, R. V., & Paludi, C. A. (2006). Understanding workplace violence: A guide for managers and employees. Westport, CT: Praeger.