Part One:Based on what you have read about job satisfaction (YouTube link), and the contents of the first two lectures, what difference does working for a “good” boss versus a “bad” boss make in terms of “productive effort supply?” Begin by distinguishing a “good” boss from a “bad” one.
Then explain whether, and to what extent, the difference shows up in worker productivity. If you can, estimate the difference in terms of a percentage. That is, how much more (if any) productivity might a good boss get out of his or her people than would a “bad” boss?
YouTube link: https://youtu.be/HFMqtE7e0y0
Respond to the question thoroughly. This is a formal assignment with a minimum of 200-250 words.It should include at least one reference from relevant peer-reviewed journal articles and/or books found in the library or other reputable sources (peer-reviewed journal articles and/or published books).These must be properly cited in APA 6th Edition format.
Part Two:Read and Reply these two posts.
Post One:Job satisfaction relates to an employee’s relationship with their job and how positive they feel that role is for them. Robbins and Judge discuss the underlying elements to job satisfaction that include:1) Relationship to job2) Talents and preferences in relation to the employee3) Job designAn easy way to measure job satisfaction would be a simple direct question from a scale of 1-5, ‘how do you like your job’. The reality, however, is more complex than a simple yes or no.
The Gallup study of 2013 indicated that a whopping 63% of worldwide employees are ’not engaged’ and dissatisfied with their job.
Stanford University psychology professor Robert Sutton supports the infamous phrase that ‘people leave bad bosses and not jobs’ . Certain employees may stay to a certain extent with a bad boss because they are committed to their profession yet their performance still remains above the limit threshold.
What would constitute a bad boss versus a good boss and how does that correlate to an employee’s productive effort supply? Let’s delve deeply here into this discussion.
Everyone has had their share of bad bosses, however, certain traits to mention are: micromanaging instead of delegating, having a one size fits all management approach, doesn’t lead by example, has no empathy, takes credit for employees work, has no focus or direction let alone respect for fellow employees and is entitled. (Young Entrepreneur Council, 2018)
A good boss, on the other hand, is more patient, honest, inspires, motivates, their vision aligns with that of the company’s, has a clear communication stream and rewards good work, encourages and supports junior team members and is inclusive.
An employee’s production effort supply is how much their effort translates into production output and how much value that brings to the company.
A good boss, naturally, would result in employees performing at a high threshold given that they are committed to their roles and enjoy the job they are performing. In this way, there is the organizational citizenship behavior is prominent throughout the team. There is a 140% upper limit of management standard that shouldn’t be surpassed as then bosses will take their juniors for granted. (Robbins & Judge, 2018).
A bad boss could result in an employee quitting and leaving which would result in the bad boss having to make up this loss by the cost of the turnover. The other alternative is quitting and staying which could lead to poorer performance if they aren’t motivated, overworked, the boss doesn’t value their efforts and that naturally results to a decline in productive effort support but just up till the ‘safety zone’.
In terms of worker productivity, the boss’s impact is measurable. Studies by Stanford University students suggest that an average boss adds about 1.75x as much output as a relative employee. (Lazear & al, 2014). A simple calculation would result in time = human capital x effort. Whilst, the standard deviation of the boss effect equals 4.74 units of output, the worker is only 1.33.
Replacing a boss in the lowest 10th percentile with a boss that is in the 90th percentile increases output by one team member. (Shaw, n.d.)
The 90th percentile of boss quality increases productivity by 6.07 whilst a boss in the lower percentile would probably decrease productivity by half of that amount. Google tested out this theory and realized retaining good employees is higher with a good boss.
Under the norm of reciprocity, one would hope a relatively decent boss would ensure company profitability. However, it is important to note that the effect of good bosses on high-quality workers is greater than the effect of good bosses on lower-quality workers. By having a higher quality boss, productivity could surge by 50%. (Shaw, n.d)
ReferencesRobbins, S. & Judge, T. (2018), Essentials of Organizational Behavior, Pearson, 14th EditionLazear, E., Shaw, K.& Stanton C. (2014), The Value of Bosses, Stanford UniversityRetrieved from:http://www.hbs.edu/faculty/Publication%20Files/Bosses%20Lazear%20Shaw%20Stanton%204%208%2014_b7b0b4a1-a52c-428f-867a-70f986ce886a.pdfShaw, K. (n.d), Bosses matter: The effects of managers on workers’ performance, World of LaborRetrieved from:https://wol.iza.org/articles/bosses-matter-the-effects-of-managers-on-workers-performance/longYoung Entrepreneur Council, (2018), 12 Traits Bad Bosses Have in Common’ ForbesRetrieved from:https://www.forbes.com/sites/theyec/2018/09/25/12-traits-bad-bosses-have-in-common/#59c88c556266
Post TwoFrom the lectures that I had so far, I understood that there are no good people and bad people. It’s just the attitude and situations that call out a person to be good or bad. If one gets to correct themselves when they are called bad, there is nothing best than that as a person he can do. In our textbook ‘Essentials of Organizational Behavior’ (by Stephen Robbins and Timothy A. Judge), the author has explained that attitudes are the evaluating statements. In the same context when an employee says that he/she likes their job, it means they are showing a positive attitude towards the job and thus make him/her a good employee. Similarly, way, when an employee says that he/she likes their boss it means that the employee is feeling the boss is good and it could be vice versa.
Generally, any boss will be called good when is a good listener, unlike the bad boss who never listens to the employee concerns. The good boss always encourages his team thus achieves more production, also he doesn’t stop with success. He will communicate the success to the entire organization that is possible to him and at the same time, he even admits the areas of the improvements for him a boss. When such bosses do communication, their teams will take it as inspiration and approaches him with the idea to resolve and for suggestions/advice to learn from the failures in case any. But some bosses fail to do so, and they will be doubting the team’s capability and keeps any key communications as secret. Reasons could be many like they are willing to separate from the organization, there could be chances that a boss sees his team as potential competition to him on the performance.
There could be many more such qualities that let a good boss differentiated from a bad boss. If you have encountered any more, this is the right platform for us to list down and see that we are correcting them possibly. Also, it is very important to keep in mind that Job Satisfaction is either directly or indirectly relies on the boss. Along with that Job Satisfaction is influenced by certain key characteristics like Job Conditions, Personality, Pay, CSR, etc,.
The behavior of the boss is significant in worker productivity. In an article published by Kathryn L. Shaw under of WOL (World of Labor) website, she has mentioned that worker productivity could rise by 50% when moved to a good quality boss. ‘The move from an average quality boss to one in the 90th percentile raises worker productivity by six units per hour, on mean productivity of ten units per hour. ‘ (Kathy L. Shaw)
Reference:Robbins, S. & Judge, T. (2018), Essentials of Organizational Behavior, Pearson, 14th EditionRetrieved from: Shaw, K. Bosses matter: The effects of managers on workers’ performance. IZA World of Labor 2019: 456 doi: 10.15185/izawol.456
Experiencing childhood in various pieces of Florida, I have constantly discovered an association with the sea. I love heading off to the sea shore and furthermore going sailing. This past summer, I at long last had the option to go SCUBA jumping which I’ve longed for since I was more youthful. I have an incredible gratefulness for the characteristic excellence of the oceans and the incredibly one of a kind animal varieties that live in and around it. At the point when I got some answers concerning the dying of coral that was occurring a direct result of rising temperature, I was significantly disturbed and concerned. A considerable lot of the animals that I grew up cherishing were losing their extraordinarily specific natural surroundings. I accept this is a gigantic issue for our general public and I thought about what I could do to take care of this issue. Over this past summer, I went SCUBA making a plunge Key Largo where I earned my affirmation. My father, who used to be a SCUBA educator enlightened me regarding how the reefs we visited, while as yet astounding, had shriveled and lost a ton of biodiversity. Indeed, even I could tell that it wasn’t exactly right. There coral reefs that were once splendid shades of blue, pink, yellow and numerous different hues were turning dull and boring. There were just a couple of types of coral that were all the while succeeding, and numerous skeletons of coral in the sand. Under the water there is an entirely different world that numerous individuals aren’t ready to find and along these lines couldn’t care less for and totally overlook. This evoked an emotional response in me and I looked into why this was occurring. I discovered that the primary explanation this was happening was the expansion in sea temperatures. I likewise discovered that it wasn’t only a Florida issue, however it was additionally devastating the Great Barrier Reef, a flat out dream goal for me. Without activity, this would in the end happen to the entire sea and it is difficult to ever return to typical. I accept that securing the seas and the creatures in it ought to be one of humanities top needs. A large number of the world’s kin live off a carefully pescatarian diet. In the event that we lose the coral reefs, it can prompt starvation for some individuals. Additionally, there are a great many private ventures everywhere throughout the world that depend on reefs and are as of now feeling the impacts of blanching. I accept that every individual has a characteristic obligation to leave the Earth the equivalent, if, worse than it was before we were conceived. I realize that one significant advance to taking care of this issue is mindfulness. Numerous individuals live their lives totally unconscious of what’s going on in their general surroundings. It is essential to tell them that the reefs are being devastated, and how that will influence their lives or other’s. Another progression I would take to take care of this issue is to urge individuals to battle the issues that are making the temperatures rise. Extraordinary measures of contamination from a wide range of ventures are to be faulted for the massive measure of ozone harming substances in our air. I accept that individuals ought push for stricter enactment on discharges as well as make that additional stride and diminish or even cut out their utilization of items in these businesses. I realize that I, and every other person, are at fault for what is happening. The hardest piece of this test is to get individuals to understand that what they do each day, regardless of how normal it is, actually affects the world. Individuals are so blinded by the way that it doesn’t impact their everyday life that they don’t see that in the long run it will prompt that in the event that we don’t act speedy. The issue of rising sea temperature and coral blanching won’t leave without anyone else, and individuals need to put forth a gathering attempt to forestall further harm. This issue we are confronting is a significant one to me, and I would like to do my part ordinarily to forestall it. My job in this issue has quite recently started, and I want to get included and discover approaches to help fix this issue. On the off chance that we don’t make a move, our kids and our grandkids will never find a good pace characteristic magnificence of our seas.>GET ANSWER Let’s block ads! (Why?)