MY FRIEND BELIVES ‘PEOPLE LEAVE BOSSES NOT ORGANISATIONS’

 

An employee is a person who sell his knowledge, skills, attitudes, and behaviours for an organisation and with this he expects a personal growth as well as career growth whit the organisation to have better returns. Thus, he works to perform given and agreed work for the company for a given salary and other benefits.

As stated by Alderfer (1972), in his ERG theory people have three categories of needs: Existence needs, Relatedness needs, and Growth needs. As long as such needs are satisfied employees will motivate to stay in the organisation and mainly relatedness and growth needs are combined with the behaviour of his supervisor. Relatedness needs are the need of acceptance and understanding whereas growth needs are the opportunities exist to grow. The acceptance and understanding by the supervisor are very important to an employee and though the opportunities are available the initial apprise of an employee will be done by the supervisor. A better understanding and work apprise about the employee of his supervisor will leads to motivate an employee or make him unsatisfied which result him to leave the organisation. The demotivation generates through the supervisor not the organisation and therefore the employee is leaving the organisation because of the supervisor not because of the organisation. Thus, the reason for the employee to leave is the behaviour of the supervisor.

Further Mayo (2006), and Cook (2008) have stated that most of the employees leave the organisation due to the relationship with the supervisor and thus this indicates that the employees are leaving because of the behaviour of the supervisors and not because of the organisation and therefore the believing of my friend is correct though it is not the only reason for employees to leva an organisation whereas most of the reasons are affected by the supervisors of the organisation.

Further this has been practicing by the author in practice at the organisations that author has worked. Most of the time the employees leave the organisation just after a new supervisor or a manager has recruit for the department or the strategic business unit. Almost all the employees that leave the organisation are the employees with reasonable experience in the organisation and the main reason that they have highlighted was that they are not able to work with the mew manager or their supervisor. The reason may be either the newly recruit manager was not able to understand the existing employees or the employees has failed to understand the manager. Any way the reason for the employees to leave the organisation is the boss not the organisation.

Apparat from that once a supervisor or a manager leave from an organisation to another, it has been identified that most of the time the supervisor who left the company, head hunt some of his subordinates’ wo worked with him in the previous organisation and the reason for those employees to leave the existing organisation was not the problems at the organisation but the relationship that he had with the previous supervisor. Thus, it is clear that most of the time people leave bosses not the organisations.

References

Alderfer, C. (1972), Existence, Relatedness, and Growth, New York; The Free Press.

Cook, S. (2008) The Essential Guide to Employee Engagement: Better Business Performance Through Staff Satisfaction, London; Kogan Page Limited.

Mayo, A. (2006), The Human Value of the Enterprise: Valuing People as Assets: Monitoring, Measuring, Managing, London, Nicholas Brealey International.