It is often difficult for employees to devote themselves and engage fully in teamwork activities whenever their leaders favor some of their counterparts while showing bias against others. As the Two Factor Theory puts it, employee satisfaction and dissatisfaction have to be handled separately to ensure that the right measures are initiated whenever there are challenges that jeopardize the prospect of organizations attaining their goals. It is therefore the role of managers to make the environment of their workplaces ethical to attain the level of motivation needed to make employees perform effectively.
However, trust in business can be used as a manipulative tool by managers and employers to get more out of their workers. Managers may sometimes “empower” one of their employees as a gift of ‘trust’ only to give them more responsibility than they can chew as a setup for blaming them which is not really under their control. This form of trust is ‘phony’ and negative. Anita Superson supports the idea of the need for solid employer-employee relationships in the workplace. “The emplo... ... middle of paper ... ...to entrust others in order to get their own work done efficiently.
Despite the failure of this employee, it is instead a reflection on the manager, and his performance could be in question. This is an unfortunate situation. However, accountability in the workforce if often placed on a person who has earned the trust of the business owner, and he, in turn, trust that the manager will emphasize the same work ethics to his team. If an employee is not performing to the best of his ability and in turn shifts his responsibilities to others, this makes them accountable for mistakes made on his behalf. If a boss does not recognize this and take action against the employee who shuns his responsibility, it can create animosity in the workplace, and diminish the respect of his loyal employees.
If the employee understands their value and management has confirmed their value to the company; it should reduce the anxiety felt by the employee. When management is communicating in a group format as employees what rumors are being discussed. Management needs to be honest with their employees and express the reason for the layoffs, assuming the layoff was due to company financial reasons. Management should be transparent in discussing the current conditions that the organization faces, and the potential impact on the workforce (Cascio, 2010). No matter how much the employees trusted management prior to the layoffs, that trust has been tarnished at best and broken completely broken at worst; by honestly answering employee rumors allows the manager to begin the healing process and begin regaining the employees trust.
Often, the main goal of the employees is to get their job done with little discretion of the company’s revenues, which is the overall organizational goal. A conflict of interests in terms of organizational objectives and individual goals has led to failure of many businesses. In fact, firms have improved their performances after aligning their goals to be consistent with their staff members’ overall organizational profitability. Furthermore, it is important to get in place a good motivation system. In order to extract good performances from employees, it is essential to motivate them.
What company doesn’t encounter failure and not embrace it. Meaning that a company can create mistakes within their business that were unintended for and the option that the business has to solve the problem is by learning from that mistake and figuring out ways to better improve their business. For instance, IDEO has encountered some issues within the business in which they struggled with. One of these issues took place in the innovation processes where the cost and the time it took to prototype a product made it a priority to keep clients involved. This was a problem for the business because designers settled their focus on perfecting a product which could potentially lead to cost and time overrun.
A recent movement emerging throughout many businesses today is the development of workplaces that are more collaborative and less confrontational. Companies and workers alike are gradually recognizing the problems each other face when they treat each other as adversaries, instead of partners, when producing goods or services. Progressive firms are revisiting management and production methods that stress informed participation, expanded responsibility, and decentralized authority. To achieve these objectives, organizations are discovering that mediation is the best method to resolve workplace disputes. Mediation is also useful in settling workplace disagreements for companies that have no plans to change the philosophy or structure of their business.
The owners of my dream company can expect loyalty from their employees and continues efforts to exceed their expectations. In my dream company management will consider needs and interests of all connected in some way with the organization, not only those who have directly financial relations with the company’s profit. Managers will be good role models for their subordinates and good leaders. In my dream company managers actively ... ... middle of paper ... ...s with proper etiquette and communication. This can lead to very tense working atmosphere in the company and lower productivity.
In addition, leaders need to serve their employees. The role of a leader is to facilitate and provide tools for the employees in order for the employees to be successful (Kouzes, 2006). This is an area that I want to continue to work on. Following Due to Title or Desire Leaders that have followers that follows by choice because the boss earned the respect of the employee; however, sometimes employees follow their leaders due to the leader’s tittle and not due respect. Perhaps this is the reason why leadership titles do not mean much to the employee and workers tend to give the minimum with this type of leadership.
People tend to forget this major contribution and how significant this really is. Usually when we analyze leaders, people will directly link their work ethics to the internal culture of the company. Great leaders indirectly create loyal customers by cultivating an environment where employees can shine in producing excellent customer satisfaction levels. Good leaders are functionally productive and effective because they know the importance of hiring the right people for the job and how to help them to develop skills that are essential to interact with customers and maintain good customer relationships. In contrast, a dysfunctional leader’s poor behavior would indirectly lead to poor customer relationship held by employees and this can ultimately increase loss of company profits.