Disintegrating Relationships Between Organizational Leaders and Employees Dissertation
- Length: 10 pages
- Sources: 8
- Subject: Leadership
- Type: Dissertation
- Paper: #83778048
Excerpt from Dissertation :
Disintegrating Relationships Between Organizational Leaders and Employees
Organizational leadership behavior towards employees can significantly affect their perception of the workplace, and contribute to the organization high performance and most essentially create and maintain a proper organizational culture that lead to the success of the organization . The good health of the organization depends greatly on the relationship between leaders and employees. However, the relationship that exists between organizational leaders and employees are failing at a high rate in today's workplaces and the reasons for this are not clear. Leaders in organizations have a tendency to use employees in the time of the organizational needs and them to simply ignore the employee's commitment and their potential. Committed employees should be rewarded with committed organizational leadership. Critical in organizational leadership interaction with employees is communication. Communication keeps employees informed and results in a feeling of connectedness and inclusiveness in the organizational operations, decision-making and ultimately the future of the organization. There is a large volume of research that reports that employees are more satisfied with their work when employees are engaged in their workplace.
Significance of the Study
The significance of this study is in the contribution it will make to the existing knowledge and in that the majority of studies have an emphasis and focus on rewards such as increases in compensation however, other factors such as the feelings, emotions, fairness and justice among employees should be taken into consideration. Organizational leaders need employees to support the organizations in hard time, they should recognize them after economic stress is over . Employees are normally concerned about the fairness of outcomes rather than the fairness of procedures (Greenberg, 2005). Procedural justice, according to Greenberg (2005), is one of the forms of organizational justice. Greenberg defined organizational justice as a term used to describe the role of fairness in the work place. It is concerned with the ways in which employees determine if they have been treated fairly in their jobs as well as the ways in which those determinations can affect other work-related influences . A poor relationship between organizational leadership and employees create a controversial atmosphere within the place, and that could have a negative effect on the organization objectives. At the beginning of the 21st century, employee's animosity towards organizational leaders are speedily increasing. In time of hardship, leaders tend to convince employees to support the organizations by accepting to perform extra task in order for the organization to remain operative. When leaders expect employees cooperation during the organizations rainy days, they must acknowledge and show understanding after recovery, otherwise that will create unsatisfactory, which will affect the organization culture and performance. Lately, the relationship between organizational leaders and employees are disintegrating on a daily basis.
The rationale for the research in this study is based upon the question of whether the relationship between employees and leaders is such that is motivated by the lack of leaders providing recognition of support and commitment of employees to the organization or if the organization is at risk and to pay the price of what is a poor relationship.
Importance of the Study
The importance of the study lies within the interaction between leaders and employees treatment which significantly affects the performance of employees.
The methodology of the research proposed will be qualitative in nature and will be such that examines various circumstances including those of engagement and the growing intensity between employees and leaders in the organization. The general approach of this research is qualitative study, which seems to be the most appropriate research methodology for the problem. The rationale for selecting this research methodology is that the research focuses on understanding a human or social issue through developing a holistic view. Since the problem under evaluation does not require analysis of statistical procedures, qualitative study is the best methodology. Furthermore, this method is appropriate because there is very little knowledge regarding the phenomenon being explored. Data collection methods to be used in the study are observations, individual interviews, and analysis of documents and materials. The qualitative study will demonstrate investigate how leaders' negative behavior influences employee perception of fairness and affect their relationship. Secondly, the study will also show how organizations can pay the price for this conflict.
(1) Why is the relationship between organizational leaders and employees disintegrating every day?
(2) How does the poor relationship between leaders and employees affecting organizational performance?
(3) How is the organization at risk to pay the price of the existing conflict?
The research instrument in this study will be that of personal interviews which will be held via the telephone or video conferences to gain a better understanding of the nature of the conflict between leaders and employees. Both leaders and employees will be observed and interviews.
It is not known how the concept of leadership in organizations has come to limelight after the mid twentieth century when nations of the world realized that organizations are growing everywhere, and play a vital role in shaping the economic, social, cultural and political norms, and values of a society . Nevertheless, continuous challenges in relationship between leaders and employees are further creating obstacles for leaders to cope with the situation (Smith & Hughey, 2006).
Leaders' behavior in the workplace has created major problems for organizations and employees as well. Employees complain that their pay increases do not cover the annual inflation rates, thus resulting in lessened purchasing power, even though they are loyal and committed to the organizations. Another concern is way they have treated after cooperating with these organizational leaders in time of crisis, there is no recognition whatsoever. The relationship between employees and leaders has been disintegrating on a daily basis and that is a threat to the productivity of the organization s. The study is worthwhile since organizations continue to retain a workforce that is demoralized and people are forced to stay only because of personal financial engagement .
Therefore, conducting the research will help identify ways in which organizations can address these challenges and create a system of high motivation and satisfaction among employees across all their operations.
Purpose of the Study
The purpose of this qualitative study is to examine in depth the relationship between organizations leaders and employees, where organizational leadership aims to win the commitment and loyalty of personnel in order to achieve efficiency and effectiveness, but ignore employee's commitments and needs. Leaders in organizations must possess strong negotiation skills, since they have to maintain a balance between the needs and demands of employees, and external stakeholders (Smith & Hughey, 2006). The current study will examine the main issues, by using interviews within the organizations to examine the role of key people such as leaders and will use method of observation to investigate and address the causes and effects of poor relationship that exist within most organizations.
The study will also explore why the relationship between organizational leaders and employees continue to disintegrate and whether organizations are at risk of paying the price of the existing problem. The study will be carried out on the basis of the effect of poor relationship on employee perception of the workplace. The reason for such consideration is that leaders' behaviors influence employees' perception of justice and fairness in the workplace and employee citizenship behavior can make an organization successful . The study will use MLQ to measure the leadership styles and employees perception of the workplace.
The work of Krebs (2008) focuses on 'social capital'. Social capital is the vesting of worth in the organizational employees. When employees benefit from possessing social capital, the organization also benefits because it is a reciprocal relationship. For example, employees with higher levels of social capital are reported to:
• Find better jobs more quickly, (Granovetter, 1995 cited in Krebs, 2008)
• Are more likely to be promoted early; (Burt, 2000 cited in: Krebs, 2008)
• Close deals faster, Mizruchi and Stearns (2000)
• Receive larger bonuses, Mizruchi and Stears (2000)
• Enhance the performance of their teams; (Rosenthal, 1996)
• Help their teams reach their goals more rapidly, (Hansen, 1998)
• Perform better as project managers; (Greve, 1999)
• Help their teams generate more creative solutions; (Anacona and Caldwell, 1992)
• Increase output from their R&D teams (Reagans and Zuckerman, 1999)
• Coordinate projects more effectively, (Gangiulo and Benassi, 2000)
• Learn more about the firm's environment and marketplace, (Lofstrom, 2000) and • Receive higher performance evaluations. (Burt, Janotta and Mahoney, 1998)
It is reported that it is not the knowledge possessed by individual employees but instead it is the unique interconnectivity of human capital, available inside and outside of the firm that will provide some economic players with an advantage over those who are not so well-connected." (Krebs, 2008) The focus therefore is not on the individual employee but instead on "emergent networks of employees'. (Krebs, 2008) It is reported that the areas in which human resources need to "map, monitor,…