Impact of leadership quality on employee retention

Impact of introduceership quality on employee computer storageLeadership and relationships play a delineate procedure in organizational success. The approach of superior to subordinates determines the quality of relationship. This tone of relationship between them either positive or negative has a strong study in the success or failure of the organization. Though the objective of either, on organizational and employee view is common, yet the human approach from the top determines the retention of employees isolated from other essential ineluctably as mentioned by Maslow.The course adopted by managers in organizations is likely to commence impact with the performance of employees. In the extradite days were the quality of strive upforce has improved manifold, the practice of Authoritative or Autocratic style would result in retreat and not in progress. It would lead to stress and result in burnout in employees perspective and to employer poor quality production or less pro duction leads to attrition of experienced employees.Leadership is the capableness of a person to lead and influence others. A attractor is a person who has lead qualities, or the one who leads. Robert Tannebaum t here(predicate)fore, defined lead as interpersonal influence exercised in a situation and directed through the communication process, towards the attainment of a specialized goal or goals.The behaviour or the leadership style, a superior adopts may considerably determine the orientation of the subordinates. As, how a manager has expectations of his subordinates, so too the subordinates expect their superior to behave in original manner. It is necessary for every manager to fit his behavior within the expectation level of his subordinates and superiors for a healthy balanced relationship. Today the scarcity is not on the efficiency only when on how well one is able to influence others in getting the quality prevail done. Failing which, will have got non-co-operation resulting sabotage, hard employment or unidentification results in lack of interest and losing interest results low production, turning the organization sick and leads to higher attrition rate.Therefore, the manager is a person who embarks on the immensity of human ranks and emotions. His grandness in the organization does not merely lies on the implementation of the policies of the management but inturn should understand the employees acceptance for their comfortable work purlieu. Not considering the importance on employee retention will leave the organization in holding employees of only routine skills and lose people with talents. Managers could improve retention rates by creating amiable work environment for the motivating employees.The skill sets of employees in the late(a) days are very significant. To how best these skill sets could be utilized from the employees for the benefit of the organizations growth is quite a challenging task for the manager. There are instances wh ere the employees prove themselves to be more efficient than the manager. Therefore charting the rump and implementing the work towards the target, from the employees perview is not at all a difficult task.As a manager, the responsibilities relies in identifying the employees and delegating the work based on the skill sets and do them feel at ease in the work environment. With this initiation it is necessary for him to navigate, if the channel of work is soothing and human values are connected in a healthy way. The inculcation of organizational values and trustworthiness is predominant as a leader manager.An employee in an organization is not an investor of finance but of efficiency. Employees comprise the most vital assets of the company. He expects compensation for his contribution and not a profit share. His propitiation on compensation and viable work environment is a motivating factor for the organizational growth. The managers intervention during the time of inconveniences would make them feel identified and feel their presence wanting to the organization. This attitude of, willing employees would make the work environment positive towards the development of the organization. This concept of willing employee and comfortable leader is the days demand in every organization. For availability of unbounded resources and innovation, the movement operational force is the magical wand of the positive societal approach by the managers. The changes in the willingness to exist with the industry and comfort ability of the managers would result in retention.Willing Employee and uncomfortable LeaderDistance Avoidance Leads to lack of work updateInspite of hardwork effort unrecognized, feel isolated and losefaithResources never revealed work planning impossibleLacks involvement timely work suffersWrong interpretation by peers hatred towards the employeeEmployee Burn Out loss of positive resourcesUnwilling employee and uneasy leaderManipulate makes use of negatives in an unhealthy way for the org.growthLess productive remain unnoticedCreates groupism try to win over the majority in hiding the flawsOrganizational conflict question of industrys existenceNeed for Organisational change and development in both aspects.Unwilling employee and comfortable leaderManipulate finds cause and try to rectify actionLess productive motivate by training and development to become more productiveCreates groupism understand the cause for groupism and calls forrad for theEmployee redressal forumOrganizational conflict identify the required interventions for finding a solutionWilling employee and comfortable leader richly values respectHigh quality motivationNeeds fulfilled ensures organisational long term growthIncreased production with less appraisalrejectionApproachable any inconveniences learnt and jointly finds ship canaland means for rectificationPositive attitude added responsibility to support the groupeffectivelyBetter relationship among employees work planned easily and target unyielding withpractical possibilityInnovative organizational growth expansionIn a work place where employees are not able to use their across-the-board potential and not heard and valued, they are likely to leave because of stress and frustration whereas in a transparent environment the employees get a moxie of achievement and belongingness from a healthywork environment by which , the company is benefited with a stronger, reliable work-force, harboring bright new ideas for its growth.Leadership Makes a DifferenceThe style followed by every manager encompass the employees on various aspects like job satisfaction, high production, quality , achieving the target, less rejection, job involvement. It is understood from the earlier studies that the leadership style matters for job retention.- After 20 years of research and 60,000 exit interviews, the Saratoga Institutereports that 80% of turnover is directly related to unsatisfactory relationships with ones boss.- check to a recent Gallup Organization study of approximately 1 million workers, the number one reason people leave their jobs is because of bad bosses.- Another recent Gallup study found poorly managed workgroups are an average of 50 percent less productive and 44 percent less profitable than well-managed groups.-.A conclusion reached by Roger Herman is that 3/4 of people voluntarily leaving jobs dont quit their jobs they quit their bosses. (Herman, Roger. Winning the War for Talent. The ASTD Trends Watch The Forces That Shape Workplace Performance and Improvement. American indian lodge for Training And Development, pp. 23-32, 1999, p. 28)Blake moutons managerial grid theory determines a managers leadersipstyle on two behavioural aspects, i.e., on its concern for people and concern for production. The former builds better symmetry in work environment while the latter work towards the organizational goal. In his leadership style of Team focus he emp hasizes the leader to have concern for high production and high people concern. According to him, these leaders stress production needs and the needs of the people equally highly. The premise here is that employees are involved in understanding organizational purpose and determining production needs. When employees are committed to, and have a stake in the organizations success, their needs and production needs coincide. This creates a team environment based on trust and respect, which leads to high satisfaction and motivation and, as a result, high production.The satisfaction level of employees determines the agreement/disagreement with their leader based on his style and approach. This approach has a strong say in rating the level of employee retention.The leader plays a key role in employee retention and retention management. The leader is the main factor in what motivates peoples decision to stay or leave. For organizations to keep its key employees their number one priority sho uld be to look at their management, because people leave managers and not companies. Characteristics in a leader that are of prime importance are trust builder, esteem builder, communicator, talent developer and coach, and talent finder. The leaders relation to the employees plays a central role in retaining employees.Building rich retention starts from the world-class day of employment.Organisationss outlookEnsuring right job to a right person. The necessity of the job, designing the tasks, responsibilities, and expectation from the job and position.Orientation on organisations goals and values.Making the physical and social environment feel comfortable by introduction, support and training programmes.Clarity of job. Any job should be a part of the whole. The support to be saught for the cessation of the task and the support to be given to the carryover of the task.Being open to suggestions and giving feedback.Timely appreciations and corrections will build better rapport on wor k and social behaviour.Clarity on compensation , its revision scale schedule and periodical performance appraisal.Greivance redressal forumConsidering the welfare of the employees, who in turn will value the organizations welfare.Clear communication on organizational expectations and its policies is important.Managers outlookA person, approachable with passion.Be a role model of integrity.Uniform approach to his people disregardless of the positions held. No favoritism.Good and unbiased listener.Analysed decision making. Tough situations to be dealt from solution point of view rather than treating as problem.Look for increasing managerial skills in winning people who do their work with duty conscious. Attending leadership training programmes will help to focus on the employees retention.Giving values to the employees say. backdrop proceduresNon egoisticKnowledgeable personWith these outlook an employee would work to the expectations of the management. roughly people work for love others work for personal fulfillment. Others like to accomplish goals and feel as if they are contributing to something larger than themselves, something important. Some people have personal missions they accomplish through meaningful work. Others truly love what they do or the clients they serve. Some like the camaraderie and interaction with customers and coworkers. Other people like to fill their time with activity. Some workers like change, challenge, and diverse problems to solve. What so ever may be, the supreme expected reward is the monetary benefit. Fair benefits and pay are the cornerstone of a successful company that recruits and retains committed workers. If you provide a living prosecute for your employees, you can then work on additional motivation issues. Without the fair, living wage, however, you risk losing your best people to a better-paying employer.Mandatory DisclosureDate22.10.10To, The model and Creative Head Yukthi10 National Conference on Business Strate gies for Sustainable Growth Department of Management Studies Karpagam College of Engineering Othakkalmandapam Coimbatore 641032I solemnly certify that the publisher titled Impact of leadership quality on employee retention authored by Dr./Prof./Mr./Ms._Sudharani.S has not been published or accepted for publication elsewhere or soon under any other reviewSignature of the Author Name Sudharani.s Designation Placement Liaison Officer Name of the Institution AvinashilingamSchool of ManagementTechnologyAvinashilingam Deemed University for WomenCoimbatoreDepartment of Management Studies,Karpagam College of Engineering,Myleripalayam Village,Othakkalmandapam Post,Coimbatore-641 032.PH 0422 2655790, 2655792.Visit us at http//www.karpagameducation.comE-mail emailprotectedDept-E-Mail emailprotected