discussion- reply the main question and reply another two
Can you help me understand this Business question?
main question
Based on what you have read about job satisfaction, and the contents of the first two lectures, what difference does working for a “good” boss versus a “bad” boss make in terms of “productive effort supply?” Begin by distinguishing a “good” boss from a “bad” one.
Then explain whether, and to what extent, the difference shows up in worker productivity. If you can, estimate the difference in terms of a percentage. That is, how much more (if any) productivity might a good boss get out of his or her people than would a “bad” boss? (each 250word will be fine)
reply2
#1
Most people who have working experiences probably will encounter effective/poor leaderships. Generally speaking, we refer our boss as a “good boss” or a “bad boss”. Some common characteristics of a good leader including coach others, have a good will, generate enthusiasm, say “we”, fix the problems, show people how things done, develop people, give credit, and ask people’s opinions. On the other hand, a bad boss would drive people, depend on authority, inspire fear, say “I”, place blame for the problems, know how things done but do not show it, use people, take away credits, and command people.
Although good bosses and bad bosses are everywhere, but how their leaderships affect us as an employee? In my personal experiences, I have met both. I notice that my productivity and motivation for work are higher when my boss’s leadership is effective and my productivity and motivation decrease when I have a bad boss. According to the article from IZA World of Labor, a good boss elicits higher performance among workers, and lower quit rates. A main characteristic of a good boss is that he/she is a good teacher(Shaw,2019). I couldn’t agree with this finding more. When I first graduated from the college, I had a good boss so I learn a lot from her. Just in 3 months, I can feel and tell my growth was significant. In my next job, I had a very ineffective manager, I can hardly recall I learn anything from him in a whole year. Therefore, the effect is obvious. Having a good leader is beneficial not only for the company but also for the employees themselves.
Reference:
Shaw, & L., K. (2019, January 9). Bosses matter: The effects of managers on workers’ performance. Retrieved from https://wol.iza.org/articles/bosses-matter-the-eff…
#2
Job satisfaction relates to an employees relationship with their job and how positive they feel that role is for them. Robbins and Judge discuss the underlying elements to job satisfaction that include:
1) Relationship to job
2) Talents and preferences in relation to the employee
3) Job design
An easy way to measure job satisfaction would be a simple direct question from a scale of 1-5, ‘how do you like your job’. The reality however is more complex than a simple yes or no.
The Gallup study of 2013 indicated that a whopping 63% of worldwide employees are ’not engaged’ and dissatisfied with their job.
Stanford University psychology professor Robert Sutton supports the infamous phrase that ‘people leave bad bosses and not jobs’ . Certain employees may stay to a certain extent with a bad boss because they are committed to their profession yet their performance still remains above the limit threshold.
What would constitute a bad boss versus a good boss and how does that correlate to an employee’s productive effort supply? Let’s delve deeply here into this discussion.
Everyone has had their share of bad bosses, however certain traits to mention are: micromanaging instead of delegating, having a one size fits all management approach, doesn’t lead by example, has no empathy, takes credit for employees work, has no focus or direction let alone respect for fellow employees and is entitled. (Yonung Entrepreneur Council, 2018)
A good boss on the other hand is more patient, honest, inspires, motivates, their vision aligns with that of the company’s, has a clear communication stream and rewards good work, encourages and supports junior team members and is inclusive.
An employee’s production effort supply is how much their effort translates into production output and how much value that brings to the company.
A good boss, naturally, would result in employees performing at a high threshold given that they are committed to their roles and enjoy the job they are performing. In this way, there is the organizational citizenship behavior is prominent throughout the team. There is a 140% upper limit of management standard that shouldn’t be surpassed as then bosses will take their juniors for granted. (Robbins & Judge, 2018).
A bad boss, could result in an employee quitting and leaving which would result in the bad boss having to make up this loss by the cost of the turnover. The other alternative is quitting and staying which could lead to poorer performance if they aren’t motivated, overworked, the boss doesn’t value their efforts and that naturally results to a decline in productive effort support but just up till the ‘safety zone’.
In terms of worker productivity, boss impact is measurable. Studies by Stanford University students suggest that an average boss adds about 1.75x as much output as relative employee. (Lazear & al, 2014). A simple calculation would result in time = human capital x effort.Whilst, the standard deviation of boss effect equals 4.74 units of output, worker is only 1.33.
Replacing a boss in the lowest 10th percentile with a boss that is in the 90th percentile increases output by one team member. (Shaw, n.d.)
A 90th percentile of boss quality increases productivity by 6.07 whilst a boss in the lower percentile would probably decrease productivity by half of that amount. Google tested out this theory and realized retaining good employees is higher with a good boss.
Under the norm of reciprocity one would hope a relatively decent boss would ensure company profitability. However, it is important to note that effect of good bosses on high quality workers is greater than the effect of good bosses on lower quality workers. By having a higher quality boss, productivity could surge by 50%. (Shaw, n.d)
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