The company’s economy is healthy

As the managing director of a large e-tail sales company, I am happy to see the growing level of turnover has passed the industry average, it's reflect the company's economy is healthy. However it will create stress at work. Whilst I am growing concerned about the company's capacity to staff the call centre and the warehouse during the busy holiday.

Since the nature of this company is an e-tail sales company, it require the employees always refresh and learn new knowledge and technology, this is a kind of pressure on both managers and staffs, it may result in employee feel unsatisfying with the job, but those stress above are not the main reason to force staff leaving. From the interview I heard that the employees who are leaving generally like their work and satisfied with the salary, however, most of the pressure comes from the way our managers treating the staff. So they are quitting to take less stressful work in other company.

It is quite common that some big company lose the staff just because they pay no attention to the staff's feeling. When the staff feel that nobody will appreciate his or her progress but when he or she has made mistake, the boss will come out to blame him or her. The managers may not think of the feeling of the staff. When the staffs leave, the managers may think like this, as long as I pay the high salary, there must have a lot of people wants this job. This may cause a large waste of the training fare. Before a staff can fit his or her job, the company provided money and time for this staff to attend training course.

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Also it will be an immeasurable loss of some people of talent to the company. With analysis the problem of the company, I think the employees who stayed in the company with optimistic, communicative and self-assure personality. Regards on employees who quit the job are likely having pessimistic reserved and insecure personality. Maybe due to lack communication, the manager just focus on system and structure relies on control, so they overlooked individual's feeling. This is the main reason for the people who quitting the job.

Although the employees got high-paid, but they realised that to lead a quality life, a person should attach more emphasis to job satisfaction than the salary the job brings. The managers need to supply them with a sense of satisfaction and satiate their psychological demands that make people feel confident, happy and optimistic. Because individual is a central feature of organisational behaviour and a necessary part of any behavioural situation, whether acting in isolation or as part of a group in response to expectations of the organisation, or as a result of the influence of the external environment.

(management and organisational behaviour Mullins L. 6edition. page21) When the staffs feel unsatisfying with managers they have responsible to remind the manager what's wrong with their management, and try to find a suitable pattern to solve the problem, if they just go without expressing and explaining the unsatisfying, the manager maybe cannot realise by themselves of the mistake, then the organisational behaviour cant be improved, it's also harm to the employees who still work in the company. However the main problems made by managers, they should be sensitive to find that employee's emotion are negative.

Then change their attitude and motivate their employees in time. In this company the workers like their job, people willing to work, so the manager should not give them more stress and coerced. The company's changing should towards less mechanistic structures and weaken the hierarchical control. This gives members of staff a sense of personal power and control over their work and responsibility for making their own decisions. Whilst, managers should improve company's facilities to match environmental condition. But this couldn't help to motivate staffs.

In this case, managers need to think about to change the control style; human relations approach and contingency approach should be used in the company. A high level of control produces a negative response, increases internal conflict. Attitudes and feelings of workers were important. Because of no single perfect structure, the most appropriate system of management, including methods of control, depend upon contingencies of the situation. The staff should have the intrinsic and extrinsic motivation to do a job.

There are varies of ways to motivates workers, however people have different expectation, in this company, the people satisfy with their salary, so the manager should use intrinsic satisfaction and social relationships to motivate them. A manager should often courage his or her staff no matter how tiny the progress your staffs have made. When the staff feel that what they have done can be appreciated by the superior they will be satisfied. It is a way of management. If the manager knows that what the staff really want, it is not hard to keep the staff.

The motivation is very important to managers, if individual can be motivated, they will work more efficiently and productivity will rise or they will produce better quality work. Manager depends on people's motivation, people's behaviour is determined by what motive them and that's their performance is dependent on both ability and level of motivation. Good performance leads to job satisfaction. The satisfaction and pleasure one derives from his or her work are much more fulfilling and long lasting than money's affection.

The efficiency of leadership style is affected by the characteristics of both leader and subordinate, the nature of the organisation the leader's perception of the subordinates abilities, the experience of leader/ manager, quality of interpersonal community. (management and organisational behaviour Mullins L. 6edition page849) Links Leader behaviour's with subordinate motivation, performance and satisfaction. The leaders are capable of changing their style to match the needs of situation. (PATH GOAL THEORY OF LEADERSHIP, HOUSE, 1971) to use power effectively, manager need to be trained for awareness, understanding, and communication skill.

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