Impact of leadership quality on employee retention

Impact of drawing cardship quality on employee retentivity attractionship and relationships play a key role in g everyplacenmental success. The orgasm of blue-ribbon(prenominal) to subordinates determines the quality of relationship. This t peer slight of relationship between them any prescribed or negative has a strong say 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 storage of employees by from other essential inescapably as menti wizd by Maslow.The style adopted by managers in organizations is likely to have impact with the performance of employees. In the present long time were the quality of take a crap pull in has improved manifold, the practice of arbitrary or Autocratic style would result in retreat and not in progress. It would lead to stress and result in burnout in employees billet and to employer poor quality outturn or sl ight production leads to attrition of experienced employees.Leadership is the capability of a psyche to lead and order others. A leader is a person who has leadership qualities, or the one who leads. Robert Tannebaum therefore, defined leadership as inter ad hominem do hold up 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 certain manner. It is undeniable for every manager to fit his behavior within the expectation take of his subordinates and superiors for a healthy balanced relationship. Today the scarcity is not on the efficiency but on how well one is able to influence others in call forting the quality work done. Failing which, will execute non-co-operation resulting sabotage, hardwork or unidentification results in lack of interest and losing interest results low production, spot the organization sick and leads to luxuriously-pitcheder attrition rate.Therefore, the manager is a person who embarks on the importance of human jimmys and emotions. His importance in the organization does not merely lies on the implementation of the policies of the management but inturn should meet the employees acceptance for their flourishing work surround. Not considering the importance on employee retention will give-up the ghost the organization in holding employees of only routine skills and lose hoi polloi with gifts. Managers could improve retention rates by creating good-hu mored work environment for the motivating employees.The skill sets of employees in the late days argon very significant. To how best these skill sets could be utilized from the employees for the take in of the organizations growth is recante a challenging task for th e manager. There atomic number 18 instances where the employees prove themselves to be more efficient than the manager. Therefore charting the target 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 devising them feel at ease in the work environment. With this initiation it is beseech for him to navigate, if the channel of work is soothing and human values are machine-accessible in a healthy trend. 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 pay for his contribution and not a profit share. His satisfaction on remuneration and viable work environment is a motivating factor for the organizational growth. T he managers intervention during the time of inconveniences would make them feel identified and feel their charge 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 homey leader is the days demand in every organization. For availability of unbounded resources and innovation, the driving operational force is the magical wand of the positive favorable approach by the managers. The changes in the willingness to exist with the industry and comfort ability of the managers would result in retention. instinctive Employee and un commodious LeaderDistance Avoidance Leads to lack of work modifyInspite of hardwork effort unrecognized, feel isolated and losefaithResources never revealed work planning impossibleLacks involvement timely work suffersWrong explanation by peers hatred towards the employeeEmployee Burn Out loss of positive resources unint entional employee and Uncomfortable leaderManipulate makes use of goods and services of negatives in an unhealthy way for the org.growth slight productive remain unnoticedCreates groupism try to win over the majority in hiding the flawsOrganizational difference of opinion question of industrys introductionNeed 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 forth for theEmployee redressal forumOrganizational conflict identify the required interventions for finding a solutionWilling employee and comfortable leaderHigh values respectHigh quality demandNeeds fulfilled ensures organisational long term growthIncreased production with less appraisalrejectionApproachable any inconveniences learnt and jointly finds waysand substance for re ctificationPositive attitude added responsibility to bet on the group efficaciouslyBetter relationship among employees work planned easily and target fit(p) withpractical possibilityInnovative organizational growth expansionIn a work place where employees are not able to use their full 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 sense 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 plow the employees on various aspects like business line 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.- aft(prenominal) 20 years of research and 60,000 e xit interviews, the Saratoga Institutereports that 80% of turnover is directly related to unsatisfactory relationships with ones boss.- According to a recent Gallup Organization see 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 Society 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 causation builds better harmony in work environme nt while the latter(prenominal) work towards the organizational goal. In his leadership style of Team instruction he emphasizes the leader to have concern for high production and high people concern. According to him, these leaders stress production necessarily 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 act 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 delay its key employees their number one priority should 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. mental synthesis rich retention starts from the first day of employment.Organisationss prospectEnsuring right job to a right person. The necessity of the job, designing the tasks, responsibilities, and expectation from the job and position.predilection 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 completion of the task and the support to be given to the carryov er of the task.Being open to suggestions and giving feedback.Timely appreciations and corrections will build better rapport on work and social behaviour.Clarity on compensation , its revision scale schedule and weekly 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 irrespective 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 change magnitude managerial skills in winning people who do their work with occupation conscious. Attending leadership training programmes will help to focus on the employees retention.Giving values to the employees say.Setting proceduresNon egoisticKnowledgeable personWith these outlook an employee would work to the expectations of the management. some(prenominal) people work for love others work for personal fulfillment. Others like to accomplish goals and feel as if they are contributing to something big than themselves, something important. Some people have personal missions they accomplish through meaning(prenominal) 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 ultimate expect 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 vitality occupy for your employees, you can then work on additional motivation issues. Without the fair, living wage, however, you risk losing you r best people to a better-paying employer.Mandatory Disclosure take care22.10.10To, The Concept and Creative Head Yukthi10 National Conference on cable Strategies for Sustainable Growth Department of vigilance Studies Karpagam College of Engineering Othakkalmandapam Coimbatore 641032I solemnly certify that the paper titled Impact of leadership quality on employee retention authored by Dr./Prof./Mr./Ms._Sudharani.S has not been published or accepted for upshot elsewhere or currently under any other recapitulationSignature of the Author Name Sudharani.s Designation Placement Liaison military 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