Supervisor-Subordinate Communication Effect on Performance, Trust and Morale Successful communication between supervisor and subordinate determines the success of employees. What happens if there is a lack of communication between supervisors and employees? This paper explores the perception of lack of communication between supervisor and subordinate and how this affects an employee’s performance, trust and morale. My research will identify, partially through the use of an employee questionnaire, specific situations where employees perceive a lack of communication. My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization.
Kristi Oldaker Topic Identification Bus 600: Management Communication with Technology Tools Dr. Lee Meadows June 9, 2012 Supervisor-subordinate communication is imperative to a business and can determine the success of one’s employees. If there is lack of communication between a supervisor and an employee or several employees it can be detrimental to a business. The success of one’s employees is heavily weighted on communication between the supervisor and the subordinate. Communication can affect one’s morale, trust, and performance on the job. When one’s morale and trust is diminished, then job satisfaction goes with the morale and trust; and with that goes the willingness to work.
A good boss makes sure you have the correct hours on your paycheck. A bad boss will hassle you for every little thing that you do. A bad boss will hire you just because he/she has the authority to do so. A bad boss will not give you a chance to succeed into the company and take all the credit for them. I was in a recent situation with a good boss vs. a bad boss.
This perception has a direct effect on employees’ engagement and organizational citizenship behavior towards the goals of the company. Branch employees are not fully committed to the organization (OB, p. 108) therefore the turnover is very high. Contextual: * Recruitment policies: * Managers are hired mostly on “relationships of mutual favor”, and not based on managerial ability or integrity. * Long term personal goals for these people are mainly to flourish their relationships, because that increases their personal value in that market. The goals of the company do not fit managers’ personal goals.
They must organize each department in the company as well as create time lines for projects, evaluate job plans, and make changes that are needed to improve the company. Also noted by (Williams, 2012,2010)when it comes to running a successful business they must supervise each employee making sure that the employees are completing each assignment in a timely manner. When an employee feels that they can trust their manager they perform at their best. Managers assign job tasks, create schedules, and provide positive feedback to their employees. Instead of just assigning task they must also earn the respect of their employees.
As for screaming at employees from across the room, this is absolutely never okay. I do not understand why anyone would think that treating employees in this manner is alright. The obvious disadvantage to this type of leadership is having your employees transfer to different departments or just leaving the company. It will also have an effect on employee morale. Employees are going to be happier and work harder toward company goals when they have a supervisor who shows them they are a valuable asset to the company.
ETHICAL ISSUES IN MANAGEMENT: FAMILY AND PERSONAL Ethical Issues in Management: Family and Personal Issues LaKisha Moore University of Phoenix Organizational Ethics and Social Responsibility September 09, 2009 Ethical Issues in Management: Family and Personal Issues In a business organization, the position of management has many faces, long gone are the stereotypes of the unapproachable and unreachable managers that were only bodies in an office or a title name on a door. Managers or supervisors have to wear numerous hats and play in different positions. They have the capability to communication with and on behalf of their employees, groups or teams. They have interpersonal skills, the ability to understand, listen, guild and follow through on any matter. Today’s managers are faced with moral and ethical issues that they did not have years ago of doing what is right for the better of the organization, the stakeholders, the directors, the community and the employees.
Web. 14 Nov. 2013. Con: CSR is a trade barrier for non-complying companies Pro: customer relationships improve Because the community sees what the company does and respects them more for it Pro: motivates employees Employees are treated with respect and have fair working conditions. Cons: Expenses Company may say that the reason they don’t want to get involved is that it costs too much Con: shareholder expectations the shareholders might see it negatively because the company can no longer dedicate all their
Employers argue that they have lack of awareness about the character of employee or performance of individual, it is important for organization to know about their employee. Companies spend huge amount of investment on employees’ salary and also they have to achieve company’s goals. Employers say that this practice helps them to focus on measuring employees’ performance and their characteristics. Employers want to ensure that the workers are honest and they perform according to the expectation of the organization. Performance monitoring and behaviors are part of production process which takes place in real time.
Unmotivated employees John Goode October 14, 2011 N/A Unmotivated employees Over the years large businesses and corporations have had to deal with the increase of unmotivated employees versus motivated employees. Can all the blame be placed on employees alone, or is it the management as well? Throughout this essay there will be three factors discussed on why unmotivated employees become unmotivated to do their jobs. Employees would say, that one of the most common issues that cause them to have a lack of motivation for the job is the aspect of feedback or the lack of positive feedback. In every line of work employees want to know how they are performing their job well or not.