How Managers Should Treat Employees

How Managers Should Treat Employees Introduction Increased productivity is a major goal for all organizations and companies. This is especially the case in the current economic environment where a lot of competitive forces exist and each business has to look for means to avoid being forced out of the market. The management of an organization is critical in ensuring that the goals of increased productivity are met.Advertising We will write a custom research paper sample on How Managers Should Treat Employees specifically for you for only $16.05 $11/page Learn More Managers are the individuals who are charged with the important task of organizing the human resources of an organization to ensure growth and development (Pugh Hickson, 2007). However, these managers have to work through employees so as to accomplish organizational goals. It is therefore in the best interest of the manager to ensure that the employees are successful in their tasks. Invariably, they act in differing ways in their que st to get increase employee productivity. While some are aggressive and stern, others are caring and set out to command the respect of their employees. Each approach used by the manager has different outcomes since the manner in which managers treat their employees affects the output obtained from them. This paper will set out to demonstrate that a manager who is considerate and respectful to his employees will get higher productivity than one who engages in aggressive behavior towards his staff. The paper will also suggest leadership styles and other approaches that managers can use to increase employee productivity and therefore aid in the increased profitability of the organization. Effects of Aggression on Employees Positive effects Aggressive behavior by the manager can at times yield in improved employee performance. This is because such behavior will prompt the employees to act in a desirable manner. For example, a manager can make use of negative consequences so as to modify the behavior of his employees to what he/she sees as desirable. This desirable behavior will ideally result in higher productivity for the organization. Fournies (1999) reveals that punishments work since employees will be keen to decrease the frequency of the behavior that brings about the negative consequence. People who receive negative consequences become more apprehensive and are therefore more likely to avoid making future mistakes. The manager will also benefit from using punishments since other employees are less likely to engage in the behavior that brought about punishment to their co-worker.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Fournies (1999) asserts that it is sometimes necessary for the manager to be strict and uncompromising with his staff. Such a stance might be necessary when the manager is fulfilling Fayol’s commanding role which is th e process of â€Å"maintaining activity among the personnel in order to obtain the optimum returns from the employees (Pugh Hickson, 2007, p.145). In this role, the best results are achieved if the manager is able to push his staff to work according to set schedules. The manager might find it necessary to be strict and stern so as to obtain the best results. Being stern may also be productive when the manager wishes to express the severity of a situation. Negative Effects Using punishments will decrease the frequency of the behavior that is causing the punishment (which is undesirable) to the employees. However, using punishments to modify the behavior of employees may have some negative repercussions. Fournies (1999) demonstrates that punishments may cause employees to react aggressively by holding work back, causing disruptive actions or even sabotaging work performance. These actions by the employees will be aimed at reducing performance and therefore injuring the boss or his/h er reputation. Fournies (1999) suggests that instead of using punishments to modify employee behavior, it would be more beneficial to use positive reinforcement to increase the desirable employee behavior. Managers who display aggressive, belittling and blaming behavior towards the employees under their command obtain devastating effect. Research indicates that such behavior results in increased job dissatisfaction and it might also lead to high turnover rates among employees. In addition to this, employees engage in deviance behavior which is primarily aimed at hurting the reputation of the aggressive boss. Donaldson-Feilder, Lewis and Yarker (2011) go on to reveal that aggressive behavior by managers results in a range of psychological outcomes such as anxiety, depression, burnout and somatic health complaints in the employees. Such outcomes further reduce the performance of the employees and therefore reduce the overall productivity of the organization. Effects of Considerate Tre atment Genuine concern for the employees by the manager will increase the productivity of the workers significantly. Research by Kellerman (2007) demonstrated that when managers showed concern for their staff, the staff reciprocated by increased productivity. The reason for this is that all employees at some point experience levels of stress and even de-motivation as they carry out their work.Advertising We will write a custom research paper sample on How Managers Should Treat Employees specifically for you for only $16.05 $11/page Learn More When the manager shows concern, the employees feel that he/she can identify with their circumstances. They will therefore be more willing to be guided by such a manager and work hard to achieve the set goals and objectives. Another considerate treatment that the manager can use to increase employee productivity is to show consideration for work-life balance. Employees suffer from conflicts between work and non-work res ponsibilities with such conflicts resulting in stress and burnout. Donaldson-Feilder et al. (2011) reveals that stress and overwork are increasing in prevalence among today’s workforce. Anderson et al. (2002) demonstrates that stress and burnout result in cognitive difficulties and lead to decreased performance of the employees. Work-life balance has therefore gained great significance since this stress and overwork has a negative impact on the productivity of the workers. Research indicates that provision of work-life practices has the potential of generating positive attitudes by the employees towards the manager and by extension the organization (Donaldson-Feilder et al., 2011). When employees perceive that the manager is treating them fairly, the social exchange theory explains that they will feel obliged to reciprocate by engaging in behavior that is beneficial to the manager. They will therefore be more willing to increase performance and therefore achieve set organizat ional goals. Approaches for increasing production Managers are tasked with marshalling the organizations’ resources to accomplish some goals and it is therefore imperative that they be able to make sure that their employees have a high degree of motivation in their performance. Motivation is defined by Martocchio (2005) as â€Å"the process of arousing, directing and maintaining behavior towards a goal (p.22). An important point to consider is that motivations should not only be restricted to monetary benefits. While it is true that money is the core motivating factor for many employees, there are other important aspects that employees look at.Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Donaldson-Feilder, et al. (2011) suggests that many employees are also concerned about their professional growth. A manager who considers this will take on a mentoring role to the employee and also ensure that the employees are provided with schedules that improve and encourage growth. Managers should also engage in regular evaluations of the performance of their employees. These evaluations should be aimed at improving the productivity of individual employees. It is therefore critical for the manager to provide feedback on the evaluations to the staff. Moss and Sanchez (2004) reveal that the manner in which the manager delivers feedback determines whether it will aid or hinder improvement. While failures are bound to be observed in employees, this should be seen as learning opportunities. The manager should therefore try to capture and reveal to the employee the lesson behind any failure (Moss Sanchez, 2004). The manager should ensure that there are set performance standards which the employees should seek to achieve. Performance evaluations should then be measured by these set standards as opposed to comparing employees’ performances against each other. Donaldson-Feilder et al. (2011) note that there are times when a manager may feel overwhelmed and fail to control their negative emotions to the team. In such a situation, it is crucial for the manager to be honest and communicate with the employees what happened. Even more important is that the manager should have the capacity to take responsibility and apologize for their behavior. Apologizing for poor behavior will show employees that the manager is willing to take responsibility for his actions and it will reestablish the perceived integrity of the manager. Many performance problems are blamed on poor communication between managers and employees. Communication is critical for the success of all relationships and its prominence in organizations cannot be over emphasized. Lack of communication by ma nagers may cause low levels of morale among the staff (Fournies, 1999). This is especially the case when there are increased levels of uncertainty about what is going on in the organization. Through open and regular communication, the manager can boost the level of confidence that employees have in the organization and therefore foster positive attitudes. Most managers only talk to their employees when they are issuing instructions or when the employees have done something wrong. This makes it hard for employees to know when they have done a good job since the manager does not provide any feedback at such times. The level of engagement that employees have to the organizations is determined by communication. Kellerman (2007) demonstrates that managers who communicate to their employees on a frequent basis foster followers who are passionately committed and deeply involved in the organizational affairs. Managers should make use of motivating language so as to increase employee job sat isfaction and performance. Leadership Styles for Increasing Productivity A leadership approach that would be beneficial for increasing employee performance is transformational leadership. This style is highly favored by many Western nations and the transformational leader looks for â€Å"potential motives in followers, seeks to satisfy higher needs, and engages the full person of the follower† (Harris Nelson 2007, p.356). A manager who practices transformation leadership is able to not only steer the followers towards achieving set goals but also identify with their needs and concerns both at the job and outside. Such a manager is able to show consideration to his followers. This will require the manager to take on the role of a considerate leader that is; one who is able to show concern and respect for his followers. Donaldson-Feilder et al. (2011) articulate that this kind of leaders is able to look out for the welfare of his staff and express appreciation and support for their efforts. This leadership behavior is associated with many positive employee outcomes including: higher job satisfaction, reduced burnout and tension and most importantly, increased performance and productivity. In addition to this, research indicates that considerate behavior by managers has been consistently linked with improved employee well-being. The transactional leadership approach can also assist the manager to obtain superior results from his employees. Harris and Nelson (2007) define this form of leadership as one where the interaction between leaders and subordinates is characterized by a transactional exchange of rewards for services. The manager is about to offer rewards such as promotions, granting favors, and continued employment in exchange for continued good performance by the employee. This approach helps the manager to get the most out of employees since it clarifies to the staff what is expected of them (Harris Nelson, 2007). However, the manager should ens ure that the set goals are tangible, verifiable, and measurable. If the manager sets goals that are too aggressive, the employees will be discouraged and may therefore not even try to reach them. Creating Boundaries While it is important for the manager to establish a good relationship with the staff, it is important for work boundaries to be set. Without boundaries, the employees may fail to afford the manager the respect that is required for his/her to fulfill his managerial duties effectively. Donaldson-Feilder (2011) suggests that boundaries can be established by ensuring that employees follow protocol when they wish to bring up issues with the manager. In addition to this, the manager should be afforded the authority that comes with his position with the organization. In disputes between or among employees, the manager should act as the dispute handler. Conflicts are a reality in all environments where people are working together. Martocchio (2005) declares that while contentio us issues are bound to occur in all organizations, the way in which these conflicts are handled may influence the future success or failure of the organization. A manager who is skilled at conflict resolution will be able to reconcile fighting employees and therefore ensure that disputes do not hamper productivity. Conclusion The success of an organization depends on the productivity of its workforce. With this consideration, this paper set out to discuss how managers should treat employees so as to get more productivity from them. This paper has conclusively shown that managers who are aggressive and use punishment to try and increase performance from their employees fail. Instead, managers who establish relationships with their employees and make use of positive reinforcement are more successful in getting increased productivity. Transformational leadership and transactional leadership have been highlighted as two leadership styles that can be used to increase performance from emp loyees. The workplace is full of many stressful situations and an understanding and considerate manager will motivate his employees to increase their performance. The paper has underscored the important role that communication plays in motivating employees. By applying the approaches highlighted in this paper, the manager can increase employee performance and therefore achieve the desirable goal of increased organization productivity. References Anderson, S., Coffey, B. Byerly, R. (2002). Formal organizational initiatives and informal workplace practices: Links to work-life conflict and job-related outcomes. Journal of Management, 28(6), 787-810. Donaldson-Feilder, E., Lewis, R. Yarker, J. (2011). Preventing stress in organizations: how to develop positive managers. Boston: John Wiley Sons. Fournies, F.F. (1999). Coaching for improved work performance. NY: McGraw-Hill Professional. Harris, T.E. Nelson, M. (2007). Applied organizational communication: theory and practice in a glo bal environment. London: Taylor Francis. Kellerman, B. (2007). What Every Leader needs to know About Followers. Harvard Business Review, 85(12), 84-91. Martocchio, J. J. (2005). Research in personnel and human resources management. Washington: Emerald Group Publishing. Moss, S.E. Sanchez, J.I. (2004). Are your employees avoiding you? Managerial strategies for closing the feedback gap. Academy of Management Executive, 18 (1), 34-54. Pugh, D. Hickson, J. (2007). Great writers on organization. NY: Ashgate Publishing, Ltd.

Lean thinking (Layout Planning) Assignment Example | Topics and Well Written Essays - 1750 words - 1

Lean thinking (Layout Planning) - Assignment Example The most exemplary and logical way to accomplish this working criteria would be to designate any two working departments with large amount stock movement proximity so as to save on fuel costs, transportation costs and most importantly operational time. So as to categorize which particular centres frequently have a large amount of stock or inventory movement within the company centres, a work Travel Chart is created to indicate the weekly sum of the activities and travels among the different departmental centres. The table below shows the operation sequence of all the products manufactured by the company. It also shows the respective allocated company sub-sections used during the production of each of the products. Notably, this will aid in appropriate decision making during the layout designing processes. A travel chart is used outline the degree of essential departments’ relativity in the production process. This is carried out via examining the amount or volume of products between each and every different work centres to aid in concluding which department s ought to be developed and stationed close to one another. Here is representational table of the travel chart for these company’s operational activities. Based on the above travel chart as well as the systematic layout planning technique (SLP) the degree of the importance between any two work centres to be allocated close to each other has been determined. In this case scenario the various company processes are represented using numerals. In this case, the number represents the first production process, that is, the guillotine process. Therefore, one can inference from the travel chart that the process number 12 - Pack and 13 - Dispatch work centres both display a high and strongly relative bond in terms of the movement of product between the two centres. Consequently,

Globalization, Outsourcing, Off-shoring, and Offshore Outsourcing Essay

Globalization, Outsourcing, Off-shoring, and Offshore Outsourcing Impact on Culture - Essay Example By the first decade of 2000, it had become widespread business practice to contract knowledge reliant work to countries such as India or the Philippines. Now, the number of certain jobs decreases in the United States, but new positions and responsibilities are emerging. Along with risk comes opportunity. Next, we detail how globalization, outsourcing, off-shoring and offshore outsourcing have influenced contemporary culture. The dangers of losing important business skills and dependence upon remote suppliers looms large (Loebbecke, C., Huyskens, C., and Mitev, N.). Team disintegration due to global divisions of labor is problematic. Off shoring has affected job opportunities for graduates of information systems programs. To fill these gaps, American students train to manage offshore operations which has required adaptations of IS curricula globally. Such programs focus on thinking globally but acting locally - a set of independent interrelationships. Finally, we give the modern business person clues to solving the challenge of globalization, outsourcing, off-shoring, and offshore outsourcing.

Aims And Objectives Essay Example for Free

Aims And Objectives Essay Aim:To create a marketing plan to acquire new customers; primarily students and increase market share. Pamper Me has a large client base but is lacking student consumers. This marketing plan will offer marketing objectives and strategies in order to increase this market share. Pamper Me is not situated on a ‘regular walk to university’ so innovative and strategic recommendations will be required for successful delivery. Objectives: Research and analyse the current customer base to determine the student : non-student ratio Research will be carried out via interviews with current employees and questionnaires to potential customers Discover student salon-usage trends, with regards to amount of students as a percentage of the whole, and their salon preferences Once the questionnaires have been completed the data will be collated and analysed. This acquired primary data will give us an insight student trends and insight into the most effective marketing strategy Research/Discover from students, what their wants/needs are from a salon Pamper Me may not currently be meeting the needs of the desired student consumers. Collated data from primary and secondary research will advise us on how to increase the number of students using this salon Define main competitors to the business and map out their market physical positioning Primary and Secondary research will be carried out in the area surrounding Pamper Me in order to locate the competition. The marketing plan may suggest to mirror competitor strategies if these seem to increasing the student percentage of consumers. Analyse current marketing strategies with a view to creating a new and improved strategy Current marketing strategies in place by Amara may not be sufficent or beneficial to Pamper Me. A new approach may be needed and it is vital that  all employees understand the new strategies once they are in place. To create or identify a Unique Selling Point (USP) for the business based on their expertise and specialties Currently Pamper Me’s USP is that it provides private and noninvasive treatment rooms for religious women. This isnt widely know by the community so a recommendation must be suggesting in order to increase the awareness of this. Religious students may not know that there is a salon the adheres to their faithful rules. Implement a marketing strategy that can inform and attract students to the salon We must research and analyses what inspires students to spend money on beauty treatments. As students dont have a high level of disposable income it is important to implement a marketing plan that is constructive and beneficial for students.

Equal pay act Essay -- essays research papers

Chapter 1: The Scenario   Ã‚  Ã‚  Ã‚  Ã‚  The story begins at a local Wal-Mart super center, its Friday, payday. As employees open their paychecks they are awaiting their annual raise. As one employee, Sue opens up her paycheck she finds she has not yet received a raise; she has waited all year for this raise. She is very sad to find she did not receive one, she begins to think maybe she did something wrong. She starts to think back through the year, and can not seem to come up with any solutions as to why she did not receive one. She really felt she worked especially hard that year in hopes to receive a good raise and really felt she deserved to be recognized for it. In the break room she overhears John, her follow co-worker, bragging to their colleague’s about his second raise. Now John is making $1.25 more per hour than her even though they both have been working at Wal-Mart for two years. They both have the same job descriptions and titles so there should not be differences in their pay. Sue ca n not quite understand why he received two when she only received one. She has seen him numerous times being tardy for work or calling in sick. She knows she is a better worker and is more efficient. Sue recently took a human resource class at Buffalo State College and she remembers learning about a law regarding equal pay. She can’t seem to recall the specifics, so she is determined to look into it further and fix the problem. Chapter 2 Sue: The Victim Sue is a 35 year old divorcee and mother of two young children. For the past ten years or so she has been doing similar work in retail that pays mediocre wages and that have given her good benefits. About two years ago Sue got was laid off from her last job. She applied at many different entry-level positions, as she has no other experience. She does not receive a lot of child support from her ex-husband so Sue relies on the income she brings in to support her and her two children. When Wal-Mart called Sue for an interview, she was so relieved and excited about the opportunity. Wal-Mart hired Sue; she was told that she would start above minimum because of her ten years experience in the field. She was also told that all full-time employees, based upon work performance, receive an annual raise of a dollar each year of their employment. Sue also received a 401k plan. Sue was excited, she hoped to slowl... ...to review stale pay practices will find themselves unable to retain these valuable employees as well as risk being in breach of the federal civil rights laws. It should be encouraged that all employers closely examine their salary policies in order to identify and voluntarily eliminate pay discrepancies based solely on gender. Chapter 7: Sue’s New Lifestyle   Ã‚  Ã‚  Ã‚  Ã‚  After winning her court case and receiving her deserved compensation Sue found another job that would ensure she would never be discriminated by pay again. Sue is a manager at Victoria’s Secret where she feels more comfortable around women like her, and most important of all she is treated the way she should be. Sue also used some of her settlement money to move into a nicer place. She is much happier in an apartment that does not have any water leaks and her children are safer and better cared for. Sue spends her spare time as an advocate for women’s rights. In the end Sue is glad that she spoke up against her mistreatment, and has helped several other women with similar situations where they did not have the courage to speak up. this paper is in the form of a story on the equal pay act

Summary of Acheiving Stop Tb Partnership Goals

Summary of â€Å"Achieving STOP TB Partnership Goals† The ultimate destruction of TB depends on the identification and treatment of all TB cases. Driving social factors such as poverty, immunosuppression, smoking, diabetes and poor health services make eradicating the current TB pandemic crucial in trying to control the epidemic. Current research has been focusing on early detection, treatment, and vaccination. The STOP TB Partnership was formed in May of 2000 by the World Health Assembly in efforts to reduce the number of people being infected by TB.However, â€Å"In 2006, the TB pandemic continued to kill 2 million people annually and was growing by 1% each year, despite the World Health Organization also known as WHO having declared it a ‘Global Emergency’ over a decade earlier. † The United Nations has even stated that the goal is to cut the number of TB deaths in half by the year 2015. This is a goal not so easily achieved considering the fact that an estimated 2 billion people are latently infected with tuberculosis worldwide. (Kupferschmidt 1) Tuberculosis is caused from a bacterium called Mycobacterium tuberculosis. M. uberculosis is an obligate aerobe that grows in tissues with a high oxygenated content, such as the lungs. It is a slow growing bacteria that takes anywhere from 12 to 20 hours to generate. The cells are hydrophobic and have high lipid content in the cell wall and tend to clump together. TB is an airborne disease that is spread from person to person by coughing, sneezing, or speaking. Tuberculosis is diagnosed by a simple skin test that if positive will show a reaction to a small quantity of tuberculosis antigens. A positive confirmation can be made by a chest X-ray, and a microscopic examination of a sputum sample.A new significant development in TB diagnosis has been found in Xpert MTB/RIF assay. The Xpert MTB/RIF is made to detect DNA sequences specific for Mycobacterium tuberculosis and rifampicin resistance by polymerase chain reactions. The MTB/RIF test purifies concentrates and identifies targeted nucleic acid sequences in M. tuberculosis genomes which can take about 90 minutes to complete. MTB/RIF assay has met some of the minimum requirements of the governing groups, such as being easily administered by a low skilled technicians and operating in different temperatures with minimal requirement from the test operator.There has also been price reduction availability for countries with the pandemic. (Zumla 819) While MTB/RIF assay seemed to be the miracle answer for TB testing, it still falls short of the requirements set forth by the STOP TB Partnership. For example, the shelf life is half the expected 2 years, high cost of the machine and cartridges to run it and constant electricity make it difficult for key areas. Safe recycling of large amounts of cartridges also remains an environmental concern being that sputum and positive buffers are present in the used cartridges. (Zumla 822 )There are 11 new TB drugs on the horizon. Hopefully, by 2015 at least 2 of them will be released for public consumption. The current drug-susceptible TB treatment is the medication called Isoniazid or INH. INH is available worldwide, is relatively inexpensive and is generally well tolerated. INH is used to for latent tuberculosis infection to help kill the dormant bacteria and to reduce the risk of the infection becoming active tuberculosis later in life. This medication is taken for 6-9 months; where as the new drugs that are still in clinical trials would shorten this to 4 months.However, these unfortunately are not available yet. What are really needed to eradicate this disease are TB vaccines. The present TB Vaccine, Bacillus Calmette-Guerin or BCG, is an attenuated strain of Mycobacterium bovis which was introduced in 1922. It is used primarily in children in countries outside the US. Not all administered BCG vaccines have been effective either, only helping with severe childh ood versions of TB (ex: disseminated and meningeal). As of 2011, at least 6 TB vaccine candidates were in preclinical trials, with 21 additional next generation candidates in the vaccine discovery phase.A more effective tool for the United States would be a post infection vaccine, due to the vast majority of cases being remote infections. This would nearly eradicate TB in the US. But, one has currently not been created. (Zumla 823) TB has plagued the human race for decades, only improving when social, economical, and general living conditions were bettered. Recent research continues to look for vaccines, diagnostics, and treatments. However, no new trial based vaccine has been introduced since BCG in the 1950’s.The STOP TB Partnership’s goal of lessening the yearly cases of infection by one million is admirable, but so much more needs to be done to control the spread of infection. More people need to be tested and become aware of what a huge problem it currently still is. People know about the disease but many people are not educated about the disease and what the symptoms are until it is too late and have probably already spread it to other people. Despite the years of effort that has been dedicated to TB research, the end still seems to be decades away. Works Cited Alimuddin Zumla, et al. Achieving STOP TB Partnership Goals: Perspectives On Development Of New Diagnostics, Drugs And Vaccines For Tuberculosis. † Tropical Medicine & International Health 16. 7 (2011): 819-827. Academic Search Premier. Web. 2 Oct. 2012. Alimuddin Zumla, et al. â€Å"Immunological Biomarkers Of Tuberculosis. † Nature Reviews. Immunology 11. 5 (2011): 343-354. MEDLINE with Full Text. Web. 24 Sept. 2012. Kupferschmidt, Kai. â€Å"Taking A New Shot At A TB Vaccine. † Science 334. 6062 (2011): 1488. MasterFILE Premier. Web. 2 Oct. 2012. â€Å"Tuberculosis† Division of Tuberculosis Elimination, 13 Mar. 2012 Web

President John Tyler Essay - 878 Words

President John Tyler How many people actually know of the tenth president, John Tyler? Well, I bet not very many so I am here to give some facts. Do you know where and when he was born? Hmmm, I thought so. He was born on March 29, 1790, in Charles City County, Virginia. This fine man graduated from the College of William and Mary at the age of seventeen. Not impress enough? In addition, he went on to study law and became an employee for a prestigious law firm in Richmond. At the age of twenty-one, Tyler used his fathers connections to obtain a position in the Virginia House of Delegates. This southern aristocrat†¦show more content†¦Unsurprisingly enough, they did win and Harrison assumed presidency while Tyler became the Vice President. Their slogan was Tippecanoe and Tyler too. Hmmm, doesnt that ring a bell? Are you with me so far? No, not yet? Well, then, let me continue. Harrison ga ve his inaugural speech out in the cold and wearing neither a coat nor a hat. Unfortunately, he became ill and died a month later. Of course, Tyler immediately assumed into presidency. Considering this event was a first in history, many felt that he was merely an acting or temporary president. He gained the nicknames of His Accidency and Accidental President. Fear of alienation from Harrisons supporters, His Accidency kept the entire cabinet although he knew there were a few that hated his guts. He vetoed a bill of resurrecting the Bank of the United States, which made everyone much more furious. Henry Clay expelled Tyler from the Whig Party, called him a traitor, and attempted an impeachment. Daniel Webster in the other hand stayed and supported Tyler. Whos a traitor now? Despite all the loathing, Tyler did not loose his confidence and stubbornness. He knew what was right for the country and did not fear to use his power. After all, he was the president. He also vetoed two bills fo r higher tariffs and worked on annexation of Texas. 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