Impact of Managers on Employees

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Impactof Managers on Employees


Impactof Managers on Employees


Effectivemanagement of an organization determines the outcome of the business.Good managers in a business act as a wheel on which the businessactivities thrive. They engage employees by improving their life,motivating them and improving the relationship between the employeesand the managers themselves. These helps to create and increaseefficiency, reduce wastage and improves the corporate image of thebusiness in general. Good managers always advocate for teamworktowards achieving the set objectives. They perform this throughaccommodating opinions of their employees in the process of decisionmaking. Therefore, the actions of the managers are closely associatedwith the performance of the employees and determine theirproductivity and profitability in the organization. Most employeeswork on bases set by their leaders. This means that the managersshould be able to plan adequately by setting the organization’sobjectives and organizing the various factors of production andresources to achieve the best results at the end. By setting theobjectives, they act as a strong foundation and base from which thebusiness will pick and progress. Leaders are required to form afriendly culture within the organization that accommodates all theemployees who are not discriminative in any way but cares everymember [ CITATION Nat15 l 2057 ].Theyshould understand their functions and roles as leaders and help tobuild and develop other employees for the purpose of well-being inthe future. They should select and use the right leadership styles.For example, leaders should adopt democratic or participativeleadership styles rather than authoritative for them to develop theiremployees in the business.

Successis the dream of any business around the globe. Success has beenclosely associated with good management within the organization. Inthis case, management has been perceived as the effective andefficient planning and control of the organization resources andproperty[ CITATION Den13 l 2057 ].Therefore, the good success of any business majorly depends on thegood relationship that exists between the top managers and theemployees. It is the responsibility of the managers to cultivate afriendly relationshipwith their employees. Many approaches have been deemed as the mosteffective in cultivating and enhancing the good relationship betweenthe managers and the employees. For example, for the goodrelationship to exist, managers should lay down a good plan anddevice methods of effective control of the organization’s resourcesand properties[ CITATION Gal13 l 2057 ].They achieve these through arranging the different factors ofproduction within the organization in a possible manner that willbring out the best results by engaging the employees. Throughensuring availability of these factors, employees will have an easytime, access and total concentration on the production of goods andservices at the same time working to fulfill the motto, vision, andmission of the organization. Also, the managers should come up withthe main objectives of the organization which will help to cement therelationship between the managers and the employees since they willbe working as a team to achieve the objectives. The achievements ofthese objectives will depend on a number of commitments,determination and focus both the managers and the employees havetowards discharging their duties to achieve them[ CITATION Cha14 l 2057 ].The outcome of these objectives will entirely depend on the way thetop managers treats their employees. They should encourage andmotivate the employees by talking to them in a friendly manner. Thesewill give them motivation and morale to ensure that they meet theobjectives of the business. Therefore, success is equated to goodmanagement and the leaders should be ready to exercise managementskills to realize the aspirations,dreams, and goals of their businesses. The essay explains thefunctions, roles and leadership skills practiced by managers andtheir impacts on the employees’ performance.

Effectsof Managers on the Employees

Forone to understand the impacts of the managers on the employees, onemust first understand the characteristics, functions, roles and theleadership styles employed by these leaders in an organization. Allthese have impacts on the employees in an organization in that theycan affect them positively or negatively. Managers possess certaincharacteristics that make them outstanding from the rest. Forexample, good managers should lead with transparency and honesty,embrace technology, support employees by giving a clear direction andremove any roadblocks[ CITATION Dav16 l 2057 ]. Also, good managers should motivate their employees with positivefeedback and recognition, create a conducive environment, and promotecross-level and cross- the functional collaboration by trusting theiremployees[ CITATION Tif13 l 2057 ].Good leaders should be good time keepers and goal oriented.

Functionsof Managers in an Organization

Managershave five basic functions to perform that enable them to handle thetactical, planned and set decisions. They include planning,organizing, staffing, directing and controlling. Planning involvesthe logical thinking, setting goals and making decisions on what tobe accomplished to reach the set objectives[ CITATION Vin14 l 2057 ].Planning helps managers to prioritize their objectives, foreseeproblems and design tactics to evade the difficulties and competefavorably by beating their competitors. Good planning gives theemployees direction and steps which lead to increase in productionandprofitability of the business. The second function of managers isorganizing. Organizing involves arranging the resources and factorsof production in line with the production process. Throughorganizing, the manager gets insights of determining the insidedirectorial configuration, establish and maintain a good relationshipby assigning the required resources to the employees. Through thegood organization, managers assign roles to appropriate individualsto perform them, thus increasing the productivity in the business.This has a positive impact on the employees since they are made awareof the duties to discharge. Organizing help employs identifythemselves and work as a group towards achieving the organization’sgoal.

Also,managers perform the function of staffing perform. It involvesrecruiting, selecting, training and development of employees. Thishelps in ensuring that the organization acquires employees of theright skills and knowledge who enjoy performing the assigned tasks.Therefore managers should use the right criteria when it comes tostaffing for the business to work effectively. Staffing should purelybe based on skills, merit, and experience of the employees[ CITATION Hel14 l 2057 ].Managers should not practice favoritism nor take bribes to hireunqualified staff members.

Directingis another function which is perceived as the activation of theefforts of the employee to achieve the set objectives. The processinvolves implementation and mobilization of individual and groupefforts through motivation, supervision, communication and goodleadership skills[ CITATION Mon13 l 2057 ].Directing makes employees focused on their roles and activities.Lastly controlling is essential to the success of any business.Controlling involves regulating activities that are in progress toensure that they conform to the set objectives and produce thedesired results. Through effective control, the organization will beable to compare the results with the established standards and detectdeviations from the standard so as to take corrective actions withthe set standard[ CITATION Jes16 l 2057 ].The function motivates the employees in that it makes them gaugetheir efforts by comparing the production of the previous years.

Rolesof the Managers in an Organization

Managersplay a critical role in any organization. The productivity of theemployees depends on the training, development, and encouragementthey receive from their managers[ CITATION Viv13 l 2057 ].The success of the organization depends on entirely how the managerengages the workers. Through engaging the employees, it helps themanagers to measure their performance. The leaders can achieve thisby training and nurture the primary resource in the organizations whoare the employees[ CITATION McC16 l 2057 ].Managers can demonstrate this through the following roles assuggested by Gallup.

GreatManagers Engage Employees

Accordingto Gallup, he has defined engaged employees as those who actively andenthusiastically participate in their work and workplace (Harter,2015). From the research conducted by Gallup, he stated that“managers’ accounts for 70% of variance employee engagementscores[ CITATION Ran15 l 2057 ].”Most employees do not create a conducive environment which can makeemployees feel motivated or feel comfortable. Further researchconducted in the U.S by Gallup revealed that one in two had left jobsto get rid of their employees and pursue their career to improvetheir overall life[ CITATION Lov16 l 2057 ].Gallup further insists that having bad top managers makes workersfeel miserable, develop stress, and their overall well-being isaffected negatively. The main reason that makes employees disengagedis the poor qualities associated with the top leaders in which mostof them are authoritative, decisive and forceful[ CITATION Ric13 l 2057 ].


Gallupbelieves that communication is essential in building a goodrelationship between the employees and the managers. Consistencycommunication either in person, over the phone or electronicallycreates a healthy relationship which creates engagement between thetwo parties. From his statistics, he concludes that those employeeswhose managers hold meetings frequently are almost three timesengaged as compared to those employees whose managers do not holdmeetings regularly with them. Communication is efficient in that ithelps the information to flow from top to bottom, sideways and bottomto top[ CITATION McC16 l 2057 ].Daily communication for example through the use of face to faceenhances the engagement thus engaged employees are mostly likely toreport to their managers on the progress and the kind of tasks theyare working on to their managers. Also, managers are likely to engagethem and respond to their claims within the 24 hours. Throughcommunication the employees feel secure and part of the team wherethey can freely express their feelings and share information andchallenges and support one another.

BasePerformance Management on Clear Goals

Performancemanagement is a critical stage and may be a source of frustrationsfor many employees especially when most of them do not understandwhat is expected of them to work. Most of them feel disconnected fromtheir duties making development and production in the organizationdifficult. Therefore managers should exhibit good performancemanagement skills to engage their employees. At this stage, themanagers should clarify the expectations of the employees by helpingthem understand their responsibility in the organization[ CITATION Ali13 l 2057 ].They should do these by talking to their employees about theirprogress and responsibility thus engaging them. Engaged employees arelikely to brag and boast that their managers helped them to set theirwork priorities and performance goals. Thus, the good performancewill make the employee become productive, profitable and creativecontributors in the organization[ CITATION DrM13 l 2057 ].

Focuson Strengths and Weaknesses

Goodmanagers should try to focus much on the strengths of their employeesrather than their weaknesses. Through developing this strength-basedculture, it will help the employees adopt and learn their roles veryfirst, produce more, stay long in their company, work better and getengaged with the management. Employees are more than twice engaged intheir team members when the managers help them grow and developthrough their strength. Therefore managers should place employees infields that allow them to use the best of their natural talents toadd skills and knowledge which will develop and apply theirstrengths[ CITATION Les11 l 2057 ].


Leadershipstyles practiced by the managers in an organization may affect theemployees either positive or negative. The styles include autocratic,democratic and participative. As a manager, one should choose andemploy the right leadership style. Democratic leadership style givesequal chances to members to contribute to decision making within theteam members which enables the managers to makes decisions based onthe group opinion. Participative leadership style involvesidentifying the crucial goals and setting objectives and standards toreach the goals. The style portrays the leader as a facilitatorrather than one issuing commands and orders. It keeps the groupinformed about the future and allows them to debate and propose anychange to the long-term policies of the organization. The leaders whoexpress this style of leadership show their creativity anddemonstrate their abilities and talents that could not be madeapparent improving the performance of the employees[ CITATION Iqb15 l 2057 ].

Onthe other hand, autocratic leadership style involves leaders who giveorders without explanation and expect instant performance without anyargument. The decision is made in the isolation of the group membersthus making the leaders` directors and not part of the team. Thestyle keeps the employees in the dark since they don’t know thenext step but to wait for the orders. The style disadvantages theemployees in that their opinions are not listened to or given achance to participate in decision-making them develop an inferioritycomplex.

Theleadership style employed may have great impacts on the employees.For example, those leaders who employ participative leadership styleas suggested by Myron Rush and Cole affects the performance of theemployees positively. The employees feel powered and confidence incarrying out the assigned activities at the same time being part ofthe decision-making team. On the other hand, those leaders who employautocratic leadership style deprive the employee’s right indecision making and the major contribution in the business. The stylemakes the employees look inferior in discharging out their duties andalso in decision making. In democratic leadership style, employeeshave some power to contribute in the process of decision making thusemployees perform their work better than those in the autocraticstyle[ CITATION Dan14 l 2057 ].


Inconclusion, good managers should possess good management skills. Theskills should range from technical, interpersonal, conceptual,communication, decision making and time management to impact theemployees positively. The success of any business depends on therelationship that exists between the top leaders and the employees.The employees should be seen as the primary resource within theorganization that should be handled carefully. The behaviors of themangers play a significant role in molding and building employees whomay engage or disengage them. Leaders should employ the mostappropriate styles in leading their employees. They should allowthemselves to be part of the team and not dictators so as to worktowards achieving the organization objectives as a whole. They shouldbe good planners, organizers, directors, and controllers of theiremployees and activities. They should give an opportunity toemployees to exercise their freedom of expression in decision makingfor the better of their organization. Most importantly they shouldcultivate leadership qualities among the employees for the futurefulfilment of their self-well-being[ CITATION Faw16 l 2057 ].


Fromthe research conducted, managers and top leaders practice activitiesthat disengage employees from the active role of attaining theorganization’s goals. Therefore, leaders are advised to adopt themost appropriate leadership style in ensuring that they engage theemployees in the production process. Also, managers should exhibitthe right knowledge and skills to enable them to discharge theirduties effectively. Managers should read and understand the functionsand roles to play. In their activities, they should encourageteamwork by welcoming employees in contributing to matters concerningthe growth and development of the organization.


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