In the supply Chain issue, the manager was unable to provide clear direction to employees and instead gave orders. The lack of clear information and clarity on what employees were required to do especially in time of change implementation created confusion and tension amongst employees. Some managers have a perception that to be an effective manager you have to give orders to the employees. After speaking to some colleagues, it became clear that some employees do not feel any pleasure from receiving orders to other managers. Instead, they prefer being offered instructions on how to do a task. Moreover, a more effective approach than issuing orders is to describe the work to be completed and ask for ideas and input. Most employees prefer to have some degree of control over how they complete their work; however, managers should describe the end goal or target.
Today, many organisations are encouraging employees to come up with their best way of completing the task. They are challenged to think for themselves and even to think creatively (Brown 2015). When employees are given the freedom and opportunity to express their ideas and insights, they can come up with betters processes and innovativeness. It is therefore essential to foster a culture of open and ongoing communication within an organisation.
Issue 4: In the Supply chain issue, the manager criticised employees for their shortcomings. Each employee brings along unique talents and it up to the organisation to try and understand their employees to recognise such skills and utilize their strengths. Likewise, manager should foster employees’ sense of involvement and value by ensuring that they maintain a good employee-manager relationship. Good managers develop meaningful relationships with employees and have a clear perception of their unique abilities and provide them with opportunities to use them (Oltman 2013). It is therefore important to provide support and employees empowerment by acknowledging employees, showing concern, listening to them and find out their aspirations and goals and developing an open communication amongst employees and managers.
Issue 5: To raise engagement levels, senior management and the HR should ensure that they recruit a good quality line management, promote two-way communication, develop effective internal co-operation, commitment to employee wellbeing and provide clear, accessible HR policies and practices, to which managers at all levels are committed. Likewise, the line manager plays an essential role in fostering employees’ sense of involvement and value by ensuring that they maintain a good employee-manager relationship