Review of literature on employee management

send awayvass of literature on employee misrepresentmentManagement is non only close managing resources and imperious expenses. Although these are basic functions of anxiety, theres more to charge than just managing resources and controlling expenses. A nonher extremely heavy function of management is the ability to manage employees especi tout ensembley since they are the vitalityline of any business. Given the downturn in the economy, many businesses strike not only been forced to lay stumble employees, exclusively theyve withal been forced to close their doors due to a regard in demand. However, there are also businesses that have capitalized on the downturn of the economy to reduce overhead and increase employee productivity even if the pack does not exist. This understructure certainly be a temporary fix, just now squeezing everything out of employees does not appear to be the solution for persistent term business success. With that in mind, this paper wil l dive into some(a) of the common management issues that businesses and readers baptistery today such as the effects of poor guideership, not incite employees effectively, and not creation fitted to manage fight fittingly. Based on the area of these management issues, the study concludes that poor adoptership can result in not providing appropriate direction and/or focus to your employees to meet company goals, not propel employees can result in a decrease in employee productivity, and not managing conflict can black market to low morale and even a belief of inequality among the crop assort if issues are not handled decently. Further question would be appropriate to explore solutions to these issues.Employee Management IssuesGiven the fact that every mortal and employee is distinct, managing employees effectively continues to be maven of the most common management issues that businesses face in this demanding world of business. Businesses can certainly hire emplo yees that have ample credentials and impressive resumes. However, managing employees and phoneing management issues effectively is just as authorised as hiring employees with the proper experience and education in order to set up a good employee base that will be instrumental for futurity success.With the above in mind, this study will focus on several(prenominal) employee management issues such as the effects of (a) poor leadership, (b) not motivating employees effectively, and (c) not being able to manage conflict appropriately.Review of relate literaturePoor leadershipEmployees not only need guidance from their managers or leaders, but they also need to know that they will be there to help them when they need them or to help put things bear on the right track. Leadership need not imply that a leader is, by nature, wise, and inspirational. Darker forces sometimes drive leaders as swell up as their followers. Bad leadership is as ubiquitous as it is pernicious (Kellerman, 2007, Pg 17).Kellerman (2007) pull ahead points out that, like good leaders, bad leaders are characterized by traits such as intelligence, high energy, strong drive for motive and achievement, decisiveness, and determination. Bad leaders have a skill set that ranges from being good at communicating to being good decision making. Kellerman (2007) also describes bad leaders as, incompetent, rigid, intemperate, callous, corrupt, insular, and evil (Kellerman, 2007, Pg. 17). McGowan (2010) also notes, Leadership buzzword lead if it cant see (McGowan, 2010, Pg. 3).Many leaders/managers are not prospering due to their authoritative leadership styles, resulting in increased communication porta with their employees. Such leaders are unable to earn the respect and subjection of their employees, who but follow their orders because of their authority. Accordingly, there is a greater possibility of upset and absenteeism by the valuable workforce (Ahmed, Shields, White,Wilbert, 2010, Pg. 108). Fowlie Wood (2009) further illustrate from one of their studies that, bad leadership equates to a lack of self-management and relationship management competencies (Fowlie Wood, 2009, Pg. 568). insufficiency of communication and guidance from management simply exacerbates existing or say-so problems. As a result, this could then leave the employees feeling like no one is listening and the relationship between employees and management starts deteriorating.Poor indigenceOnce the relationship between employees and management starts to deteriorate, this can then lead to indigenceal issues. Managers need to realize 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 motivation doesnt work. Challenges that act one person might actually reprove another. Some individuals seem to have a high need for compliment and rec ognition, even when their work is mediocre others dont seem to care about those things (Lazenby, 2008, Pg. 22).As Lazenby (2008) further points out, People are different, and we need to master the skills needed to motivate different people (Lazenby,2008, Pg. 23). While some employees might be actuate by monetary rewards, managers also need to be aware that motivation could also depend on the age of the employee. Although one might not think that age is a factor when it comes to motivating workers it actually is. jr. employees tend to be more motivated by monetary rewards and senior(a) employees are generally motivated by other factors. As Kauffman (1987) points out, aging, in itself, does not lead to mental impairment, such as memory sledding or a breakdown in intellect. They older workers may no eternal be striving for top pay they may see the need for better balance between work life and home life their children may be self-supporting and their monetary needs are no longer a driving force (Kauffman, 1987, Pg. 43). Not motivating employees can then lead to inter-departmental or departmental conflict especially if employees suppose inequality exists.Not managing conflict appropriatelyConflict in the employment is not always a bad thing. However, conflict thats not managed properly can certainly lead to bigger problems. Occasional conflict, if managed appropriately, can lead to creativity, better decision-making, and improved results. However, too much conflict can lead to a decrease in performance and group cohesion (Sikes, Gulbro, Shonesy, 2010, Pg. 48). Assael (1969) further notes that, constructive conflict results in improved communications between organizations, allowing for current differences of interests and beliefs to emerge (Assael, 1969, Pg. 578). Culture wars can occur when the beliefs and habits of one cultural group come to dominate the norms of the workplace, making it difficult for members of other groups to be included, understood, a nd to come over success (Turner, 2007, Pg. 244).If conflict is not managed properly the results can ultimately come upon the companys bottom line. They can substantially impact the vital organizational purpose of serving customers (Tjosvold, Dann, Wong, 1992, Pg. 1). It is generally agreed by the organization theorists that organizational conflict should be managed rather than resolved to enhance individual, group, and system wide effectiveness. The management of organizational conflict involves the diagnosis of and intervention in conflict at intrapersonal, interpersonal, intragroup, and intergroup levels (Rahim, Afzalur, Garrett, Buntzman, 1992, Pg. 423-424). Rahim, Afzalur, Garrett, Buntzman further point out that, the difference between resolution and management of conflict is more than semantic. Conflict resolution implies reduction or excrement of conflict, whereas the management of conflict does not necessarily imply reduction or elimination of conflict (Rahim, Afzalur , Garrett, Buntzman, 1992, Pgs. 423-424).Conflict is almost certain to occur in work teams due to the fact that they are comprised of different people possessing different perceptions, personalities, and behaviors. Although incredibly effective, work teams may stumble upon barriers which must be catch to allow for growth and continuation towards the common goals of the group. Unfortunately conflict cant be managed by walking away. You have to tackle the issue and, the important takeaway is not necessarily knowing how to eliminate conflict all together, but to eliminate the problems before they begin or be hustling to deal with the conflict as it is presented (Sikes, Gulbro, Shonesy, 2010, Pg. 48).ConclusionEmployee management issues can have adverse effects to any business and ultimately to their bottom line. Furthermore, unaddressed issues and/or poor leadership tend to have a undulate effect that can start with one employee and work its way by departments or even entire comp anys if not addressed accordingly. Not managing employees appropriately can also lead to reduced opportunities not only for the employee, but for the company. In summary, poor leadership can result in not providing proper direction and/or guidance to your employees to meet company goals, not motivating employees can result in a decrease in employee productivity, and not managing conflict can lead to low morale or even a belief of inequality among the workgroup if issues are not handled properly.As Ahmed, Shields, White, Wilbert (2010) point out, Managers must have a mind-set to think beyond their job titles and focus more on developing and inspiring employees to put to death organizational goals. After all, The ultimate goal of an organization is to maximize shareholders range and profitability, which is accomplished by integrating strong leadership with formal and wanton communication networks (Ahmed, Shields, White, Wilbert, 2010, Pg 119).Given the fact that the human factor is part of any business, employee management issues are a common occurrence in the lives of every manager or leader. Thats not to say that theres nothing that can be done about it or suggest that managers or leaders should simply deal with the issues and move on. On the contrary, there are things that managers and leaders can do to overcome and/or minimize these employee management issues. However, further research would be appropriate to explore options and solutions that can be implemented to address these employee management issues.