Management

Leadership sets the tone for organizational culture. Leaders may influence, create change and encourage teams. Also, the most effective and influential leaders allow employees to see the value of their job and how it aligns with business purposes and organizational direction (Kular,et al, 2018).  According to Markos, and Sridevi, (2010); when the workplace becomes well emotionally charged due to unforeseen challenges and anxieties, management can address the circumstances and defuse potential conflicts. According to Zhang, et al (2014); the leading reason workers stay in their existing positions is benefits and compensation. Positive attitudes in HR management affect not only employee engagement but even retention rates.

Employees naturally measure their engagement and connection with a company via their environments and local relations. Furthermore, no one has more influence over those everyday interactions, operations, and processes than the managers or leaders on the ground with them.

Excellent and effective managers accomplish the role that HR cannot. They build personalized connections with their employees, harnessing individual strengths to motivate and empower their individuals where they are (Osborne, and Hammoud, 2017).

Importantly, leadership is a learned skill and experience; the organization's current management can be trained to realize better and address their employees' needs. To do this, the organization must first know what its employees want (Seijts, and Crim, 2006).

Growth opportunities not only affect engagement, but they also affect performance. Hence it is up to the leadership to ensure that employees are promoted in a timely manner. Also, employees who take benefit from development programs feel more empowered, more motivated, and better equipped to do their jobs (Wang, and Hsieh, 2013).

Soane, (2013), shares that leaders will support by working with their staff to create personalized objectives and roadmaps for their careers, assigning tasks and suggesting employees projects based on these objectives, and well communicating with their team regarding development possibilities and opportunities within the organization.

Everyone desires to be appreciated for the task or job they do. Yet employee appreciation and recognition remain among the leading reasons for dissatisfaction and disengagement among employees. Managers who want to engage employees should work to bridge that gap. Believing that the company's management values individuals as their most substantial resource are one of the major employee engagement factors. On the other hand, an employee recognition approach is an excellent way to demonstrate that the organization cares.

Managers are the first main driver of protection in an employee recognition approach. Managers operate with people and may see and respond to real-time performance and progress. Also, managers have personal connections with their workers, so recognition from their quick leaders is often more authentic and meaningful (Seijts, and Crim, 2006).

Although the characteristics of inexperience and substandard managers may range from poor and ineffective communication to a lack of courage, integrity, or integrity, these consequences may profoundly damage productivity and morale. Actually, poor and ineffective management not only influences employee productivity but may have indirect outcomes for workplace innovation as well as the capability to adapt to transforming business conditions (Chin, et al, 2019)

It is the management that will guide and mentor the employees. Most employees crave for acceptance. In the same manner they crave for guidance. They look to the leadership for advice and training. Hence, the management is driven to train, educate and develop their employees. It is in the training that the leadership is able to mentor their employees. Some times the employees will need a hand holding (Wang, and Hsieh, 2013).

The management needs to take the initiative to keep the employees informed of the company strategy, strategic goal and safety initiative. Hence, it is up to the leadership to constantly communicate the objectives, challenges and milestone these employees will encounter. The employees must have a good understanding of where they are heading. Such treatment will make the employee feel that he is valued. They feel that they have the ability to get involved and that there is acceptance to their contribution (Soane, 2013).

Reference

  • Chin, T.L., Yap Peng Lok, S. and Kee Peng Kong, P., (2019). Does Transformational Leadership Influence Employee Engagement. Global Business & Management Research, 11(2).
  • Kular, S., Gatenby, M., Rees, C., Soane, E. and Truss, K., (2008). Employee engagement: A literature review.
  • Markos, S. and Sridevi, M.S., (2010). Employee engagement: The key to improving performance. International journal of business and management, 5(12), p.89.
  • Osborne, S. and Hammoud, M.S., (2017). Effective employee engagement in the workplace. International Journal of Applied Management and Technology, 16(1), p.4.
  • Seijts, G.H. and Crim, D., (2006). What engages employees the most or, the ten C’s of employee engagement. Ivey Business Journal, 70(4), pp.1-5.
  • Soane, E., (2013). Leadership and employee engagement. In Employee engagement in theory and practice (pp. 163-176). Routledge.
  • Wang, D.S. and Hsieh, C.C., (2013). The effect of authentic leadership on employee trust and employee engagement. Social Behavior and Personality: an international journal, 41(4), pp.613-624.
  • Zhang, T., Avery, G.C., Bergsteiner, H. and More, E., (2014). The relationship between leadership paradigms and employee engagement. Journal of Global Responsibility, 5(1), pp.4-21.

Comments

  1. Zacky HassanNovember 26, 2022 at 11:13 AM

    Agreed. The positive idea of effective leadership always accepted by world of
    technology. The Employees also expecting there is a need of a leader
    who should not only have to lead people but also be effective. Employees
    need an effective leader who can lead the people toward the changes
    and performance (Iqbal N, 2015)

    ReplyDelete
    Replies
    1. K.K.R.PrabuddhaDecember 6, 2022 at 6:17 PM

      Thanks for sharing the information. And also, whereas hotel executives are adept at leading from the front, data from some of our evaluation results shows that they are less effective at working through others than their colleagues in other sectors. As hierarchical corporate structures erode and more fluid collaborative workplaces emerge, the capacity to wield influence across functions and disciplines, as well as inside departmental teams, becomes increasingly important (Jerry, 2016).

      Delete
  2. Shermila W.December 6, 2022 at 11:32 PM

    Very Interesting Article Prabuddha, Leaders can influence employee work engagement not only through changing work conditions but also directly through inspiring, connecting, and strengthening their employees (Schaufeli, 2015).

    ReplyDelete
    Replies
    1. K.K.R.PrabuddhaDecember 12, 2022 at 12:34 AM

      Thanks for sharing the information. And also, In terms of influence on organizational success, the manager's function in the workplace is possibly the most important. Managers have the greatest direct impact over the employees they supervise. They are accountable for connecting the performance of their department and its employees with the overall corporate goals. They are crucial in building organizational culture (Foster, 2017).

      Delete
  3. Manodya PereraDecember 9, 2022 at 9:18 PM

    Well defined Rashmi. Furthermore, Managing people and leading teams can be extremely challenging, especially in industries where the pressure to get things done can be immense. The whole teamwork together leading to a great performance even under pressure if the people manager gets it right. But if the manager gets it wrong then it can add unnecessary pressure to everyone in the team. People management is viewed as line managers’ execution of HR practices along with their leadership traits in supporting the employees they monitor (Dutta 2021)

    ReplyDelete
    Replies
    1. K.K.R.PrabuddhaDecember 12, 2022 at 12:39 AM

      Thanks for sharing the information. And also, Creating an employee engagement culture necessitates a well-thought-out approach that involves responsibility, excellent communication, and management and employee development methods that are connected with verifiable metrics and performance targets. Companies that use the proper employee engagement strategy find higher productivity, profitability, retention, quality, and customer ratings. Businesses that undertake a successful manager effectiveness survey will survive and acquire a considerable competitive edge (Wang, and Hsieh, 2013).

      Delete

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