People, Organisations and Leadership Essay Example | Topics and Well Written Essays - 1000 words

People, Organisations and Leadership - Essay Example These can be explained by looking at the reasons the employees who left the organisation gave for leaving and then analyzing them using popular human motivation theories. The following literature looks at the reasons which the employees gave for leaving and the analysis. Managers who left indicated he following factors as contributing to their need to leave; Isolation As for the junior line managers, one of the main reasons that they gave for leaving was that they felt isolated and that they were not being involved in policy development. Two things arise from this. One of them is the fact that the executive managers failed to involve and consult the junior managers in the development of policies. It is an essential practice to always involve everyone in the organisation in any policy and strategy development process. Failing to do that will only lead to the employees feeling that they were left out in the process and this can increase the possibility of resistance to the strategies d eveloped (Hubbard, Taylor, and Pocknee 1996). At the same time, failing to involve the employees in development of policy and strategy development will only mean that the employees will most likely not agree with the changes (Turner and Crawford 1998). There is no new policy that does not involve a shift of the way the firm is operated. People generally do not like change. People do not trust change processes because they are never sure of how the process will affect their lives and work (Helen 2005). In this regard, people are built to naturally refuse and resist change. This could be the reason why the changes introduced did not work. The other reissue with failing to involve the line managers in the process is that the managers may have felt overlooked. According to Maslow’s law, people’s needs change as their lives progress. In this example for instance, the needs of an employee are not like those of a line manager. A line manager, apart from having a good job and a good pay, would like to have job satisfaction (Cooper, Funnell, and Lee 2002). This job satisfaction comes from knowing that he is respected and recognised by the senior management (Bangs and Schaper 2003). When this recognition is denied him by the senior management when management fails to consult him or her, they may have a feeling that they have not been not respected, and that thus have reduced job satisfaction. At the same time, recognition by the senior management is more likely to offer the manager a way to grow and advance in the workplace. Lack of respect from the juniors The junior line managers who left also talked about the fact that they did not feel respected by the employees they were managing. This can be a particularly big source of job dissatisfaction regardless of how much the managers were earning. Money is not the only satisfaction source in a job because there are other very complex issues affecting satisfaction and motivation (Grenway 2008). This issue is p robably connected with the above issue of isolation. The lack of respect from the subordinates could be because they know that their managers do not have the full backing of the senior management. According to the policy developed, line managers were supposed to have a closer monitoring of the employees in order to increase production. This may have increase worker dissatisfaction because as Turner and Crawford 1998 say, people do not like to be monitored

How to manage a country Essay Example | Topics and Well Written Essays - 250 words

How to manage a country - Essay Example There is dire need for establishment of various research projects in China that would focus on management of domestic e-waste through lifecycle analysis of electronic products and modern treatment technologies (Wang et al., 49). According to survey done by StEP in the year 2012, the government of China is expected to play a pivotal role in the planning, organizing, regulating, monitoring and implementation of different formal collection and recycling of e-waste initiatives within the country. The support from the government is necessary for the purposes of influence and development of e-waste recycling industry. Additionally, there is need to consider some of the most critical issues related to environmental e-waste management such as establishment of collection channels, designing rules safeguarding legislation and subsidies, establishing appropriate conditions on recycling standards and license management. However, the efficiency in e-waste management can be achieved through cooperation from international organizations that assists in establishment of state-of-the-art technologies in treatment and appropriate management strategies and policies. Moreover, the government requires heavy investment in scienti fic research that plays important role in definition of problem and assessment of the impacts (Wang et al., 49). There has been illegal export of e-waste to China and this has led to overwhelming consequences on available e-waste recycling sites within the country. Therefore, this calls for elaborate understanding of the quantities and flows of different used electronics within the country. Therefore, the initiative on e-waste management is necessary for the country since there is unclear channel concerning the amount of e-waste generated in China and inflows from international field, and their ultimate destinations. Understanding of the material flows and various actors within formal and informal sector is crucial to ensure efficiency