AffiliationAnalysis and DiscussionWith reference to the case study, there are two human resource problems that are linked to it. The first issue that has failed to be addressed by the manager to the organization is leadership will the second problem is lack of motivation and commitment to employee’s needs and demands. LeadershipLeadership is significantly the spirit and the core factor of an organization. Due to the failure of leadership skills by the management Susan and David have failed to have job satisfaction. Those in-charges of the management organizations are not only responsible for the affairs of the employee (Marrow, 2005 p. 14).
As the manager according to the case is entrusted with communicating organizations ideas, goals, vision, and objectives to the clients, the manager is also responsible for implementing and maintaining the system and rules regarding the employee’s retention, promotion, as well as dismissal. Thus, at all levels leaders are given the mandate of becoming spokesmen/women of their organizations. According to the events and activities experienced in case it means that leadership has failed hence employees such as Susan and David are not happy with they stay in the organizations.
In order to address the importance of beefing up leadership to the organizations the following theories will be essential in addressing the problems that Susan and other employees are facing (Kovach, 2004 p. 9). Organizational affective commitment and Leadership Member Exchange TheoryAccording to Bowditch (2007), Dansereau a leader should take different methods and approaches when dealing with employees or subordinates while the employees on return should be able to respond on a different way that suggest correct receivership of information communicated. Hence, emergence of different leadership relationships between managers and employees will emerge.
Due to limited resources and time leaders tend to articulate their special relations with a small group of employees. The small group will receive small favours, benefits and trust. As a result, this will create less or limited cohesion amongst employees creating working divisions at the work place. Quality and standard leadership also have positive impacts to staff attitudes regarding the organization since all organizations members are able to exchange their relationship correlating to the organization's vision and commitment. According to Kohn (1993) leaders are agents as his/her words will influence the running and flow of the organizations decisions.
He also notes that the improvement of the manager and employees relationship will enhance staff affections and commitment since job satisfaction will be achieved. The theory is related to the case study in that if the executives of Susan’s organization are able to improve their relationships with the employees then a clear understanding amongst them will be elevated, and if this level is attained then Susan, David and other members of the organization will have the best place to work different from the current situation (Kohn, 1993 p.
32). Organizational Support TheoryAccording to the above theory, employees tend to believe that on the workplace, comprehensive awareness of the organization evaluation towards employees as well as the care the organization offers the employees is a significant process in creating animosity in the organization thus reducing the tension among employer and employee. Organizations support is based the human qualities within the organization and must be within the eyes of the employees, build according to the organization’s culture, based on punishments and rewards, and payments and benefits of employees in the organization.
As in the case at Susan’s organizations, the rewards and benefits as well as payments of employees have failed to lead to the dissatisfaction of employees in the work place.