There is much research on supervisors and subordinates in the workplace, and recently research on employee incentive programs to increase workplace performance. However, there is a need to examine supervisor-subordinate relationships and their potential to improve organizational and employee performance (De Rijdt et al., 2013). Some positive outcomes may arise when the supervisors and subordinates genuinely respect and trust each other (Li & Tan 2013). However, establishing trust and respect may be challenging for organizations. Good supervisor-subordinate relationship requires constant attention and a set of expectations (Chughtai et al., 2015). The literature shows that improving the relationship between the supervisor and subordinate may
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Chan and colleagues (2013) argue the supervisor-subordinate relationship needs to be distinctly defined in the workplace. As a supervisor, they bear the main responsibility for establishing and preserving a positive …show more content…
Loi and colleagues (2014) suggest that supervisor-subordinate relationships at the workplace involve reciprocal dependence. This requires a clear understanding of self and how others regard the organizational goals and objectives of the company; as well as their strengths and weaknesses. The understanding of self and other people are important for the organization. This concept is applicable to the superior-subordinate relationship in the workplace. However, there is a need to focus on the superior-subordinate relationship beyond the abstract of generalization. Rego and colleagues (2014) recommend developing a positive working relationship between supervisor and subordinate and actively communicating about common expectations. This will keep the information flowing at all levels and improve organizational and employee performance. Mikkelson and associates (2015) imply that one of the most primal contributions one can make the superior-subordinate relationship is a positive exchange relationship. However, because of the concentration on career development, they neglect the asymmetry that is involved with the exchange between the superiors and subordinates.
Chan and colleagues (2013) argue the supervisor-subordinate relationship needs to be distinctly defined in the workplace. As a supervisor, they bear the main responsibility for establishing and preserving a positive …show more content…
Loi and colleagues (2014) suggest that supervisor-subordinate relationships at the workplace involve reciprocal dependence. This requires a clear understanding of self and how others regard the organizational goals and objectives of the company; as well as their strengths and weaknesses. The understanding of self and other people are important for the organization. This concept is applicable to the superior-subordinate relationship in the workplace. However, there is a need to focus on the superior-subordinate relationship beyond the abstract of generalization. Rego and colleagues (2014) recommend developing a positive working relationship between supervisor and subordinate and actively communicating about common expectations. This will keep the information flowing at all levels and improve organizational and employee performance. Mikkelson and associates (2015) imply that one of the most primal contributions one can make the superior-subordinate relationship is a positive exchange relationship. However, because of the concentration on career development, they neglect the asymmetry that is involved with the exchange between the superiors and subordinates.