The paper "How Can Line Manager Leadership Style Affect Employee Satisfaction" is an outstanding example of a management research proposal. Line managers and their role in enhancing employee satisfaction have elicited a great debate. Organizational survival and sustainability in today’ s global and fast-paced work environment have necessitated a balance between meeting employee's needs and wants alongside the key organizational strategic goals and objectives. The bottom line is a performance that organizations need to understand (Keegan and Hartog, 2004). The dynamics of the relationship between employees executing daily tasks and actions of first-line managers are needed in the accomplishment of desired results.
Leadership has been associated with top-level management with a limited view on the relationship of first-line managers with employees and how the top-level leadership is channeled through line managers. The critical point is establishing an overall satisfaction and motivation level among employees within an organization. In the recent past, many organizations have faced a great challenge in finding and retaining high performing employees who are able to execute and implement the required strategies and actions essential for a competitive edge in a global economy (Buckingham & Coffman, 1999).
The existence of employee satisfaction is one factor that is related to retaining high performing employees. The satisfaction of employees is determined by their perceptions or feelings regarding the job, line managers or supervisors, environment, recognition, peers, security, and other factors. Employees remain the most important asset in any organization without which its goals and objectives cannot be attained. The performance of its people as noted by Drucker (2009, p. 308) has given way to the famous phrase “ People are our greatest asset” and defines the real difference between one organization and another.
Several factors involved in determining employee satisfaction have been previously mentioned but an argument has come out strongly to portend that the relationship between an employee and the first-line manager is the most critical of the factors.
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