What people usually see the clearest are the imperfections. When there are poor leadership skills it makes it really hard for the workplace to perform at its full potential. It is important to have examples of good leadership, when there is an absent presence of management it harms the team drastically. For example, when a manager is trying to be friends with his or her employees this creates a wall between professional and personal treatment. When this happens, the workplace can get very un-professional and employees start to do as they please.
Choi (2011) studied that reduced participation of employees led to the mistrust of management while increasing the resistance to change. It can be said that employees may resist changing due to the organisational history and culture in such a way that previous performance of organisations related to change projects failed or employees are found least interested to participate in change process. Oreg, et al (2011) assess that employee opposes to change due to the additional responsibilities, new processes, or new technologies. The changes with reduced motivation to involve employees with insufficient consideration of interests of employees in this manner reduce the initiatives and extent of their commitment. Moreover, different researchers have identified different factors influencing the employee resistance to change and they include communication process, employee participation, and change in facilitation processes in change process to enhance the effectiveness of organisations.
This outcome could be a result of increase in responsibility of task on employees. According to Carpenter, some employee given extra responsibility may expect a pay increase or some form of benefits and compensation for putting extra time and energy. If this expectation is not met, frustration and dissatisfaction will result in work attitude. Another reason for the negative outcome experienced in HIS Department is that not all employee enjoys having to control how they work; if they are not pleased controlling how they work, they can become frustrated and dissatisfied with their job. With the negative outcome of job enrichment in HIS Department, it is a signal that employees are not motivated with the changes that was put in place.
It also affects HR Development because employees will not take interest in Human Resource Development Programmes as planned by organization. Moonlighting also effect relations adversely between the superior and subordinate because employee who demand for hike in wages and management will not accept the demand of the employees. It will also be a great challenge for HR Managers in motivating the moonlighting and non moonlighting employees due to varying values, goals and
“Role stress and COR theories advocate that symptoms of burnout are a result of role stressors causing individuals to be incapable of coping with excessive demands on their resources or when they believe they do not have adequate resources to meet the demands of the job” (Rod & Ashill, 2013, p340). Emotional exhaustion is expressed as the depletion of resources thus threatening resources and resulting in stress (Rod & Ashill, 2013). Role overload, the inappropriate expectations and magnitude of responsibilities placed on employees, is evident in call centres in their call quotas and 12 to 14 working hour days (Greenberg, 2012). ‘Working time’ is seen as a threat to an employee’s resources, especially in call centres because they are asked to work on holidays, at peculiar hours (Greenberg, 2012). Microsoft offered free broadband connections to their staff so that they can telecommute in order to avoid role conflict due to missing time with their families and having to waste time traveling (Greenberg, 2012).
This “favouritism” within the company can cause jealously and affect the company greatly. Employees may become disgruntled and unmotivated to work for the company and will only do the bare minimum. These employees will not wish to work extra hours to get tasks done and will certainly not help to create a warm and friendly workplace. If this behaviour continues within the organisation the success levels will begin
The problem TPMT face is that employees effectively use the company as a foot into the industry. As there is no effective training procedures in place employees will simply struggle to meet their job requirements and will face no vision to excel within TPMT. Therefore, this will lead to low moral levels among employees, and results into employee turnover. This will affect TPMT 's market position and reputation
Peoples resist in changing when they do not understand the proposed purposes. When employees not understand the process, they can assume something bad and feel uncertainty on the new things in the organization. This also can be related to Employee Online Data System that become the alien thing in HPJ and the staff still not understand the use of this system and lead them to the resistance to change. Sometimes the new thing is difficult to be accepted by people and it takes time for them to adapt with a new environment that differ from current practice. Thus, it will be the employer job to encourage the employee to adapt with new changes for better
Job stress is a big determinant caused mainly because of lack of interest in the position or industry. This leads to lack of commitment and ultimately to job dissatisfaction. As identified, these are individual and voluntary that causes dissatisfaction and then turnover when employee finally makes the decision to quit. Moving on to the economic factor. The dissatisfaction of a lower pay and the opportunity for an increment is, undoubtedly, one of the biggest motives of turnover.