Essay on The Discipline of Building Character


It is rightly said that to become a successful leader, a manager needs to overcome their values and use it for calculative actions and make smart decision and actions. This essay has attempted to analyze the journal named “ The discipline of building character
“ written by Joseph L Badaracco Jr. there are several points where he has explained that a manager needs to be able to make the right decisions that promote harmony for other employees as well as for his organization. Hr needs to indulge in collective efforts, believe in the theory of self-inquiry and acknowledge his responsibilities within the organization. He next needs to understand his rile towards other employees who form an essential part of stakeholders within the organization. Finally, he needs to understand the other executive groups and prevent all chances of conflict arising conditions (Zhang and Feeney 2018).

Main body

Often many times, it has been seen that a manager behaves differently from that of a leader. While a leader believes in the continued participation of all the employees working within a company, a manager becomes bossy or tries to access all powers for self-growth. However, in the case of true leadership, the success of a company can be attained only if the manager understands what is right and what is wrong. He has to behave in the right way. Therefore, managers have certain professional responsibilities that they have to perform within the organization (Lowe, 2017).

First of all, they should be able to bind all employees together so that he can maintain their desire towards work and avoid all means of conflict. Apart from that, a true leader tries to meet all issues of budget crisis by allocating resources and funds properly. He is very loyal and hard-working towards himself, towards his work as well as to subordinate members. A manager has to perform similarly. He has to make plan decisions during favorable times as well as during challenges. Managers need to translate their intention and seek for professional growth and make calculated actions. In other words, they have to deal with challenging situations in business problems through the proper course of action. One way by which it can be adopted is by skill-building. The manager has to encourage others, subordinate members, for developing skills like analytical skills, decision-making skills, leadership skills, communication skills, as well as any other skill required to drive a company towards the ladder of success. The manager or the leader has to try and avoid all feelings which can create conflict in the workplace. Therefore, he has to ensure that he can differentiate between right and wrong and curb wrong from the roots. If all the principles are going on ethically or if there is any problem that the employees are confronting on their daily work basis, it has to be solved. By putting a little bit of concern towards the subordinate employees, the manager can ground deeply towards his values. He has to understand everything from a personal and manageable point of view and he has to be caring in his approach. Besides, the prime quality of a leader is that he works as the sole person to make decisions and inquiry about himself and be confident at all times. It works effectively in driving the followers towards success and making positive moves and ultimately helps the organization to proceed.  Similarly, the manager has to try and take time for self-inquiry. He has to understand whether he has self-confidence in approach or in while facing sudden risks towards a major work (Mossalam and Arafa 2016).

 He can overcome all problems through the right decisions. Besides, he needs to understand the factors that can leave great influence upon the followers who follow him within the workplace. For example, the manager has to understand about self-inquiry feelings about his role towards the company and how it can be fulfilled. This would be the first part of “defining moments” towards self-inquiry. Hence, it would help in a personal understanding of what is right and what is not. He can understand all the values associated and prevent all forms of conflict within the workplace or even on a personal level. Next to this, he has to align himself with other employees with whom he is working. He needs to be supported with all other workgroups with whom he is associated. So he has to maintain regular interaction and a good understanding with all the stakeholders with whom he is associated. He has to be ethical in his actions in the workplace. On a personal level also, he has to create values towards integrity and a proper form of workplace and life. He has to understand how important he is for the company or its executives for whom he is working. He has to value members from every hierarchy equally. All this suggests that he needs to make practical decisions (Molan et al., 2016).

He also has to focus on creativity and work hard by acknowledging himself and acknowledging the missions and visions of the company. A manager can take a risk and transform them into success only if he has a higher determination and creativity within him. This would get better if he has a good leadership quality within him and he can deal with other stakeholders through his inner strength. Within the workplace, the manager should be able to question himself about the strong interpretations that can lead to him towards maintaining ethical principles. He should not falter from fulfilling his responsibilities. At the same time, he should have eyes upon how other team members are performing, whether there is any problem. To explain these points, the text provided to the readers has taken the example of several cases about how managers have reacted properly or improperly in various contexts (Girard et al.., 2019).

He should be able to deal with all kinds of problems and not just care about himself or profit. He should be able to look into the broader perspective about what is a company or his other employees want out of that work. Therefore, managers need to think for themselves and determine the ethical vision developed either by themselves or other team members with whom they work. They have to understand the overall journey is like a train in which all the compartments or bogies are equally important.  If all are connected hands in hands with each other, then only the train can proceed towards its destination or its service. The manager should not try to order others or to make them feel inferior to him through certain norms or policies (Babalola et al., 2018).

He should be flexible in his decisions, in his approach, friendly in his means, so that others can also understand this point of view. They would then support him and look up to him in his actions.  It would determine upon the overall interpretation of his doing upon the workgroup. Once there is a certain alignment between the manager and other members, then success would not be far. The manager also has to understand whether the employees or whether the manager himself is seeking his interest rather than for the collective interest.  In major reputed corporate organizations,  It has been seen that an organization can succeed only when there is a competitive advantage for the organization. This competitive advantage can be attained only if all the employees work towards seeking collective goals collaboratively. Apart from work, a manager should also be able to understand if every subordinate officer can spend adequate time with his family members. This is because at many times the subordinate employees might perform work. However, in reality, they might be overburdened or be over-pressurized with a lot of work pressure. This would not only create stress but also prevent them from spending quality time with their family members.

 Under such a situation, the manager has to create conditions so that the subordinate employees can maintain interaction with other employees through office parties and social events. At the same time, they should be given enough privilege to spend time with their family members or go out for vacations. Another element associated with calculated action and personal interpretation or introspection is that the manager has to understand what other executives/stakeholders are up to.  For example, in many situations, the dilemma is faced when the employees are not satisfied with the policies been incorporated within the market.  Under such a situation, there are several fallouts and employee turnover issues. The organization has to meet with organizational weakness. This can be prevented by the manager if he starts to call interactive meetings for discussions within all the team members from time to time.  This has to be regular ie weekly by weekly, monthly or quarterly (Cohen, 2017).

 Apart from that, there has to be a certain negotiation scheme where the employees as well as the employers can be face to face and can deal with salary or holiday issues, insurance facility or any other issue that they want to avail.  All this kind of negotiation can be helpful for the organization as well as for the employees working under the manager.  In such a situation, the leader or the manager acts as a mediator who can help to define moments and bring planned actions and calculated action.  In this way, he can take the company towards a safe future.  When the managers are unable to redefine, what the company wants, companies cannot succeed. They will be able to create conditions for a better national economy or better International economy only if they work right (Battista et al., 2019).

It would represent a sound society in terms of any market whether it is in the manufacturing market, health, and care, issues in hospitality and tourism, issues in the service center.  Managers have to take a step ahead so that they can create better conditions. If managers are not well informed about the work activities or if they are under some pressure, then the company would make the wrong decisions. It would be bound to suffer.  Managers should be able to possess self-inquiry and calculated actions at the right time suitable for certain things. The reference material provided to the readers has also exemplified certain examples of Steve Lewis.  It has been shown that he was able to balance professional stress as well as his side.  On the other hand, the example of Rio was also given to the readers. It was shown how he could continue maintaining his values, but he was incompetent in terms of maintaining a proper work environment. Therefore, the first case refers to a good managerial capability while the second case does not. A true manager should know how to balance everything well. He needs to think about his work capabilities, be confident. At the same time, he cannot overlook the need of other members or his employers. He has to calculate his roles for himself and the organization.

Therefore such factors have been studied, identified and understood with the deep concerns so that the readers can understand the value of the right managerial capability.  A manager represents the organization and he has to define moments by balancing changes faced as against reality (ELLIS, 2018).


As clearly outlined in the essay, the role of the manager is to major the right decisions at the right time. He needs to collaborate with others and cares about ethical concerns within his workplace. Not only this, he should be able to determine conditions that involve risks and say confidently in his approach is staying in the right path of action. Overall, this essay outline will give the main themes and will be quite interesting and informative for the learners. Readers can understand ways by which a manager can create stress-free conditions for their subordinate employees. There are ways by which other employees can even spend time with their families outsides work hours (Black et al., 2017).


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Zhang, F. and Feeney, M.K., 2018. Managerial ambivalence and electronic civic engagement: The role of public manager beliefs and perceived needs. Public Administration Review78(1), pp.58-70.

Lowe, E., 2017. The Role of the Manager in Stress Management. In Rail Human Factors (pp. 451-461). Routledge.

Mossalam, A. and Arafa, M., 2016. The role of project manager in benefits realization management as a project constraint/driver. HBRC journal12(3), pp.305-315.

Girard, A., Ellefsen, É., Roberge, P., Carrier, J.D. and Hudon, C., 2019. Challenges of adopting the role of care manager when implementing the collaborative care model for people with common mental illnesses: A scoping review. International journal of mental health nursing28(2), pp.369-389.

Molan, C., Matthews, J. and Arnold, R., 2016. Leadership off the pitch: the role of the manager in semi-professional football. European Sport Management Quarterly16(3), pp.274-291.

Babalola, M.T., Stouten, J., Euwema, M.C. and Ovadje, F., 2018. The relation between ethical leadership and workplace conflicts: The mediating role of employee resolution efficacy. Journal of Management44(5), pp.2037-2063.

Cohen, E., 2017. The CSHR manager and the responsible workplace. In CSR for HR (pp. 26-39). Routledge.

Battista, L., Amaya, M., Mitchell, L., Melnyk, B., Andridge, R. and Kaye, G., 2019. The Role of Manager Support in a Workplace Wellness Champion Program.

ELLIS, P., 2018. Recruitment: the role of the manager. Wounds UK14(5).

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