Different type of leadership styles have different impact on job satisfaction (Stogdill 1970; Walder, 1995).Base on (Yukl, 1971), if the leaders are supportive, their employees will feel more comfortable and satisfying when they have to work with them. However, if the leaders are unsupportive and have a negative behavior, the employees will felling stressful when have to work with their leaders (Wilkinson and Wagner, 1993). The negative relationship between the leaders and employees will directly reduce the, increasing absentees, and also increasing the organizations employee turnover rate (Keashly et al., 1994; Ribelin, 2003).The low job satisfaction will affect final results become negative such as withdrawal behavior, costs increasing, profits decreasing, and the end customers cannot be satisfy (Allen,
The male managers are respected for their leadership rather than criticized as a “bitch” or a mean person. One may argue that being a manager and asking someone out is different. Granted, the former involves orders and the later involves confidence. However, asking someone out is assertive. When one asks a person out then they are vocalizing what they want from that person; because of societal norms, women have hard time vocalizing that they want.
In addition, the women who have the opportunity to work fewer hours may hinder their chances of future promotional opportunities since the males in the organization have invested more time to building their career (Wirth, 2001). According to Slaughter (2012), the timing sequence of when to have children is especially important as having children is seen as a disturbance to one’s career. These ‘disturbances’ tend to indicate to bosses that they may leave again, therefore are provided with less
Also older employees sometimes are less flexible compared to younger ones because of their schedules, families and a less flexible life-style. Some employers also prefer employing people that can discard easily without remorse or concerns. Another sad cause is that an employer may think of an older person as lessworth investing into. On the other hand, what companies often fail to consider is that older employees are often an advantage because they offer a range of experience and accountability that are not found in younger ones. Also, they tend to remain in the company for longer periods as they are more consistent
Promotion could turn the other way round and help to lower morale because employees become focused on competing for jobs rather than trying to become proficient at their current positions. 4. Promotion can lead to restricted choice—Internal recruitment restricts the options and freedom for the enterprise in choosing the most suitable candidates for the vacancies. It has a narrow base. The enterprise may have to compromise on quality of its choice of candidates.
3. AUTOCRATIC The autocratic leadership style allows leaders to make decisions alone without the input of others. Leaders possess total authority and impose their will on the employees. No one challenges the decisions of autocratic leaders. If I were to compare autocratic leadership style with a type of government I will say it is like dictatorship.
2.2.4 Negative Norm There is some negative norm which is group member rejecting the ideas of co-members without any reasonable reason and thereby preventing the group's advancement. Besides that, rival for status is also one of the negative norms. Everyone think that they are the best and they think they can do all the roles. That will cause conflict to happen and less people have the chance to voice out their opinion and can cause a failure in the group work. Not only can that, discouraging discussion among members cause less communication between the group members.
It allowed more freedom in the way that business managers analysed and communicated major strategic issues also saved a lot of time of managers. But on the other hand could result in confusion as the managers are used to working on a specified and detailed planning process. This actually led to poor coordination among the county, functional and regional support plans. • Eliminating communication from corporate to business managers specifying performance expectations for the upcoming planning period. It helped the managers focus on the year on year improvement rather than reacting to an artificial budget goal.
High PDI exists where the managers or superiors orders their subordinate to carry out the task given without any questions because of the relative position in the hierarchy of authority (Education Portal, n.d). Furthermore, some of the subordinate who has brilliant ideas that can be shared or voiced out to their superior are forced to remain silent due to the high PDI. The subordinate would not have an equal chance to decide on a company most of the time because the superior or the bosses will make the decision for them and they have no choice but to obey them. However, countries that practices low PDI will have subordinate that question every decision made by the superior. The low PDI practices would also help the company to have a two- way decision making