APPLYING THE THEORY OF MANAGEMENT BY WALKING AROUND (MBWA) TO WORKPLACE MANAGEMENT AND STRUCTURE IN SERVICE ORGANIZATIONS

Abstract

Building upon the theory of management by walking around (MBWA), the study investigated the managerial factors that influences workforce performance in the workplace. Specifically, the study sought to investigate the effect of manager’s ability to listen and discuss with workers on employee-manager  work relationship, manager’s personal involvement in supervision and manager’s willingness to provide support to workers have on the workforce performance.  The survey research design method was used, The population of the study was five hundred and seventy one (571) staff from four (4) selected service organizations from Enugu State. Using the Taro Yamane formula, a  sample size of two hundred and thirty five (235) was obtained and corresponding number of questionnaire administered to them. With the Ordinary Least Square (regression) and the non-parametric Kruskawalis test (H), the hypotheses was tested,  Findings indicated that: the effect of manager’s ability to listen and discuss with workers on employee-manager work relationship is significant, there was a positive relationship between manager’s personal involvement in supervision and employee’s  self-efficacy and established a significant relationship between manager’s willingness to provide support to workers and workforce commitment. The study recommends that managers should try to avoid hard criticism on employees during walk around which may result negative effect on their communication improvement, personal involvement and discovering of facts with banking sector. Hence this study links the principles of MBWA to manager- workforce cohesion as well as workforce commitment and self- efficacy. The study hence recommends thus: Managers should put their ears on the ground to listen attentively and discuss with workers during walk around; they should also avoid insolent criticism on employees which may have a negative effect on workforce-manager work relationship. Managers get management out of the office by personally getting involved in the work and supervision of the workforce. To achieve workforce commitment, managers should be willing to give support to employees to help them succeed.