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WHY MANAGERS NEED TO TAKE NOTICE OF EMPLOYEE PERSPECTIVES
In an organization, it is important to enhance effective management strategies in order
to make achieve work targets
...
In
underpinning employment relationship according to Purcell et al (2003), managers
should consider a series of factors which are not limited to job security, career
opportunities and performance appraisal, training and development, recruitment and
selection, pay satisfaction, work-life balance, job challenges, teamwork, involvement
and communication (Clampitt 2010)
...
This
has enhanced focus on employee’s job security so that organizations could effectively
achieve their target objectives while the employees are also able to secure their future
income sources (Purcell 2003)
...
Moreover, in an organization, it is imperative to assure the employee
fraternity of job security through signing long term contracts and enabling senior
employees to be on permanent employment (Buchner 2008)
...
Moreover, when there are limited career opportunities, it is likely that
employees may not be motivated (Clampitt 2010)
...
Most organizations that performs
better are characterized by upcoming careers (Purcell 2003)
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Most of employees working on temporal careers are characterized by

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underproduction comparatively to the people employed on permanent basis (Martin
2005)
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Performance Appraisal
Performance appraisal could be regarded as an effective instrument for improving
quality of work within an organization
...
This also impacts on employee
performance since performers are likely to be considered for promotion to managerial
positions among other work jurisdictions with better remuneration
...

Ad a tool for organizational development, PA could be effectively used to determine and
improve employee efficiency, plans and goals so that an organization could enhance
overall improvement in manpower status (Martin 2005)
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The

process enhance

realization

of

important

considerations hence reducing resource and time wastage
...

Training and Development
In any organization, employee is regarded as most important resource in an
organization
...
According to research,

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organizations should strive to enhance further training; for example, there should be onjob training programs, other employees should be given chance for sabbatical leaves in
order to further their training to meet organization’s work requirements and beyond
(Buchner 2008)
...
Such practices restores hope for other
employees leading to effective success in organizations programs (Purcell 2003)
...
Moreover, the need
of employee retention has continuously encouraged employers within diverse
organizations to concentrate on employee development especially through training for
motivation (Purcell 2003)
...

Once employee performance is effected, which obviously impact positively towards
organizational performance, hence employers are encouraged to understand the core
performance on training and employee development to enhance growth of skills and
knowledge towards performing specific tasks within organizations (Purcell 2003)
...
This also enhances skill development leading to high level of work expertise
within organizations
...

Recruitment and Selection
Organizations should consider recruiting and selecting qualified personnel with merit to
impact positively on quality of production (Purcell 2003)
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This impedes organizational success (Martin 2005)
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Pay Satisfaction
Employee payment could be regarded as a source of appreciation for work already
done
...
Individual
satisfaction or dissatisfaction are shared, other employees would conversely depict
similar behavior
...
Organizations should ensure that individual pay satisfaction should be
enhanced since it would impact on collective attitude of employees towards work
...

According to multi-level theory, aggregated constructs could emerge through collective
action hence it could be argued that through “doable interact,” collective constructs
could occur (Moregesson and Hoffmann, 1999)
...
In wage negotiation
within public sector for example, social comparison of salaries especially between
unions and employers, the issue of payment is a sensitive matter that should be
approached from collective employees rather than individual basis within organizations
(Purcell 2003)
...
It is therefore
realistic to assert that perceived injustice in pay allocations directly impacts on
employee work behavior within organization, thus managers or employers should strive
to strike a balance between work allocation and pay levels
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Work-life Balance
In organization, work-life balance is an important factor that could enhance or derail
employee work output
...
This
could strengthen employee productivity and loyalty
...
In this regard, inclusion of overload work roles creates conflict between
family members (Purcell 2003)
...

Managers also relate high level of work-life conflict to longer ore delayed work delivery
...
Home-based work responsibilities like caring for children, housework, elderly
spouse or parent care, among other responsibilities enhance high level of stress, and
thus affecting work-life balance leading to poor work performance both at home and
within organization (Purcell 2003)
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More concern are based on exasperation by exhibited rate of globalization,
historically low unemployment and ageing population (Martin 2005)
...
But, it is imperative to state that
employers should consider the fact that too much challenges could demoralize

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employees leading to withdrawal from work (Buchner 2008)
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Distance from home to work and financial
constrains should be solved collectively to enhance mutual understanding so that
workers would deliver beyond targeted benchmarks (Purcell 2003)
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In an
organizational environment, it could be stated that teamwork accelerates the level of
successful work delivery leading to high rate of accuracy and reduced wastes (Martin
2005)
...
Organizational managers/ employers should
embrace teamwork to allow employees deliver work jurisdictions effectively, in addition,
teamwork allow continuous learning since every employee may realize different
strategies and approaches of solving similar issues (Clampitt 2010)
...
According to research, integration of efforts from both employer and employee
enhances efficiency leading to successful completion of targeted organizational
objectives (Purcell 2003)
...
In this regard, organizations have adopted communication as a
powerful tool (Clampitt 2010)
...
Hence communication could be used to reduce

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uncertainty especially in human as social being within organization
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Control and/ or Motivation
Every organization is characterized by rules and regulations that acts as controls to
govern operations within management and employee levels (Purcell 2003)
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Some of
which are monetary whole others are non-monetary
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Conclusion
In an organization, it is important to both employer/ managers and employees to
derive a working modality that enhances mutual work relations in order to effectively
achieve a common goal
...
For example job security and career opportunities, and performance
appraisal
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Moreover, training and
development process, and recruitment and selection should also be done in accordance
with organizational rules and objectives so that employees may work on merit rather
that favors that negatively impact their productivity and overall organizational
performance
...
It was stated that employees
should embrace teamwork and involvement so that there would be success at both
levels, communication and control/ motivation should also be taken serious since
human beings performs exemplarily when motivated and/ or controlled accordingly
...
W
...
Performance Management from the Employee Perspective: A
Phenomenological Study
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Clampitt, P
...
, 2010
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New YOork- USA: SAGE
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& Rynes, S
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, 2003
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Thousand Oaks, CA: Sage
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& Wiethoff, C
...
Organizational justice as pro-action and reaction:
Implications for research and application
...
) Justice in the
workplace: From Theory to Practice (Vol
...
271-302)
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Holtzhausen, D
...
The effect of divisionalised and decentralized organizational
structure on a formal internal communication function in a South African
organization
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http://dx
...
org/10
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Martin, J
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Organizational Behaviour and Management
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Moregesson, F
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, Hoffmann, D
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, 1999
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Academy of Management Review, 24, 249-265
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, 2003
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London- UK: CIPD Publishing

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