Management is non merely about pull offing resources and commanding disbursals. Although these are basic maps of direction, there ‘s more to direction than merely pull offing resources and commanding disbursals. Another highly of import map of direction is the ability to pull off employees – particularly since they are the line of life of any concern. Give the downswing in the economic system, many concerns have non merely been forced to put off employees, but they ‘ve besides been forced to shut their doors due to a deficiency in demand. However, there are besides concerns that have capitalized on the downswing of the economic system to cut down operating expense and increase employee productiveness even if the demand does non be. This can surely be a impermanent hole, but squashing everything out of employees does non look to be the solution for long term concern success. With that in head, this paper will plunge into some of the common direction issues that concerns and leaders face today such as ; the effects of hapless leading, non actuating employees efficaciously, and non being able to pull off struggle suitably. Based on the survey of these direction issues, the survey concludes that hapless leading can ensue in non supplying proper way and/or counsel to your employees to run into company ends, non actuating employees can ensue in a lessening in employee productiveness, and non pull offing struggle can take to low morale and even a belief of inequality among the workgroup if issues are non handled decently. Further research would be appropriate to research solutions to these issues.

Employee Management Issues

Given the fact that every individual and employee is different, pull offing employees efficaciously continues to be one of the most common direction issues that concerns face in this demanding universe of concern. Businesss can surely engage employees that have great certificates and impressive sketchs. However, pull offing employees and turn toing direction issues efficaciously is merely every bit of import as engaging employees with the proper experience and instruction in order to set up a good employee base that will be instrumental for future success.

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With the above in head, this survey will concentrate on several employee direction issues such as the effects of ( a ) hapless leading, ( B ) non actuating employees efficaciously, and ( degree Celsiuss ) non being able to pull off struggle suitably.

Review of related literature

Poor leading

Employees non merely necessitate counsel from their directors or leaders, but they besides need to cognize that they will be at that place to assist them when they need them or to assist set things back on the right path. Leadership need non connote that a leader is, by nature, wise, and inspirational. Darker forces sometimes drive leaders every bit good as their followings. Bad leading is every bit omnipresent as it is insidious ( Kellerman, 2007, Pg 17 ) .

Kellerman ( 2007 ) further points out that, “ like good leaders, bad leaders are characterized by traits such as intelligence, high energy, strong thrust for power and accomplishment, decision, and finding. Bad leaders have a accomplishment set that ranges from being good at pass oning to being good determination devising. Kellerman ( 2007 ) besides describes bad leaders as, “ incompetent, stiff, intemperate, indurate, corrupt, insular, and immorality ” ( Kellerman, 2007, Pg. 17 ) . McGowan ( 2010 ) besides notes, “ Leadership ca n’t take if it ca n’t see ” ( McGowan, 2010, Pg. 3 ) .

Many leaders/managers are non successful due to their important leading manners, ensuing in increased communicating spread with their employees. Such leaders are unable to gain the regard and trueness of their employees, who merely follow their orders because of their authorization. Consequently, there is a greater possibility of turnover and absenteeism by the valuable work force ( Ahmed, Shields, White, A & A ; A Wilbert, 2010, Pg. 108 ) . Fowlie & A ; Wood ( 2009 ) further illustrate from one of their surveies that, “ bad leading equates to a deficiency of self-management and relationship direction competences ” ( Fowlie & A ; Wood, 2009, Pg. 568 ) . Lack of communicating and counsel from direction merely exacerbates bing or possible jobs. As a consequence, this could so go forth the employees feeling like no 1 is listening and the relationship between employees and direction starts deteriorating.

Poor motive

Once the relationship between employees and direction starts to deteriorate, this can so take to motivational issues. Directors need to recognize that every employee is different. Some employees prefer to work independently while others like the continued feedback and support from their leaders. As Lazenby ( 2008 ) notes, “ a one-size-fits-all apprach to employee motive does n’t work. Challenges that motivate one individual might really deter another. Some persons seem to hold a high demand for congratulations and acknowledgment, even when their work is mediocre ; others do n’t look to care about those things ” ( Lazenby, 2008, Pg. 22 ) .

As Lazenby ( 2008 ) further points out, “ Peoples are different, and we need to get the hang the accomplishments needed to actuate different people ” ( Lazenby,2008, Pg. 23 ) . While some employees might be motivated by pecuniary wagess, directors besides need to be cognizant that motive could besides depend on the age of the employee. Although one might non believe that age is a factor when it comes to actuating workers – it really is. Younger employees tend to be more motivated by pecuniary wagess and older employees are by and large motivated by other factors. As Kauffman ( 1987 ) points out, “ ripening, in itself, does non take to mental damage, such as memory loss or a dislocation in mind. They [ older workers ] may no longer be endeavoring for top wage ; they may see the demand for better balance between work life and place life ; their kids may be self-supporting and their pecuniary demands are no longer a driving force ” ( Kauffman, 1987, Pg. 43 ) . Not actuating employees can so take to inter-departmental or departmental struggle – particularly if employees believe inequality exists.

Not pull offing struggle suitably

Conflict in the workplace is non ever a bad thing. However, conflict that ‘s non managed decently can surely take to bigger jobs. Occasional struggle, if managed suitably, can take to creativeness, better decision-making, and improved consequences. However, excessively much struggle can take to a lessening in public presentation and group coherence ( Sikes, Gulbro, & A ; Shonesy, 2010, Pg. 48 ) . Assael ( 1969 ) further notes that, “ constructive struggle consequences in improved communications between organisations, leting for legitimate differences of involvements and beliefs to emerge ” ( Assael, 1969, Pg. 578 ) . Culture wars can happen when the beliefs and wonts of one cultural group come to rule the norms of the workplace, doing it hard for members of other groups to be included, understood, and to achieve success ( Turner, 2007, Pg. 244 ) .

If struggle is non managed decently the consequences can finally impact the company ‘s underside line. They “ can well impact the critical organisational aim of functioning clients ( Tjosvold, Dann, & A ; Wong, 1992, Pg. 1 ) . It is by and large agreed by the organisation theorists that organisational struggle should be managed instead than resolved to heighten single, group, and system broad effectivity. The direction of organisational struggle involves the diagnosing of and intercession in struggle at intrapersonal, interpersonal, intragroup, and intergroup degrees ( Rahim, Afzalur, Garrett, & A ; Buntzman, 1992, Pg. 423-424 ) . Rahim, Afzalur, Garrett, & A ; Buntzman further point out that, “ the difference between declaration and direction of struggle is more than semantic. Conflict declaration implies decrease or riddance of struggle, whereas the direction of struggle does non needfully connote decrease or riddance of struggle ( Rahim, Afzalur, Garrett, & A ; Buntzman, 1992, Pgs. 423-424 ) .

Conflict is about certain to happen in work squads due to the fact that they are comprised of different people possessing different perceptual experiences, personalities, and behaviours. Although improbably effectual, work squads may falter upon barriers which must be overcome to let for growing and continuance towards the common ends of the group. Unfortunately struggle ca n’t be managed by walking off. You have to undertake the issue and, “ the of import takeout is non needfully cognizing how to extinguish struggle all together, but to extinguish the jobs before they begin or be prepared to cover with the struggle as it is presented ” ( Sikes, Gulbro, & A ; Shonesy, 2010, Pg. 48 ) .


Employee direction issues can hold inauspicious effects to any concern and finally to their bottom line. Furthermore, unaddressed issues and/or hapless leading tend to hold a ripple consequence that can get down with one employee and work its manner through sections or even full company ‘s if non addressed consequently. Not pull offing employees suitably can besides take to cut down chances non merely for the employee, but for the company. In drumhead, hapless leading can ensue in non supplying proper way and/or counsel to your employees to run into company ends, non actuating employees can ensue in a lessening in employee productiveness, and non pull offing struggle can take to low morale or even a belief of inequality among the workgroup if issues are non handled decently.

As Ahmed, Shields, White, & A ; Wilbert ( 2010 ) point out, “ Directors must hold a mentality to believe beyond their occupation rubrics and concentrate more on development and animating employees to carry through organisational ends. ” After all, “ The ultimate end of an organisation is to maximise stockholders ‘ value and profitableness, which is accomplished by incorporating strong leading with formal and informal communicating webs ” ( Ahmed, Shields, White, & A ; Wilbert, 2010, Pg 119 ) .

Given the fact that the human factor is portion of any concern, employee direction issues are a common happening in the lives of every director or leader. That ‘s non to state that there ‘s nil that can be done about it or propose that directors or leaders should merely cover with the issues and travel on. On the contrary, there are things that directors and leaders can make to get the better of and/or minimise these employee direction issues. However, farther research would be appropriate to research options and solutions that can be implemented to turn to these employee direction issues.

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