Morale And Motivation In The First-Line Manager

1582 Words 7 Pages
Register to read the introduction… (Haddon, 1999) First-line managers are accountable for the everyday supervision of line workers—the employees who essentially fabricate the merchandise or proffer the service. There are first-line managers in each work division in the organization. Although first-level managers characteristically do not lay down objectives for the organization, they have an extremely strapping persuade on the company. These are the managers that the majority employees intermingle with on a regular basis. Managers who do not maintain good relationships with staff could often result in low job satisfaction and high turnover. According to Harvard Business Review (Hassan, 2011), frontline managers supervise 80 percent of the employees in a business and companies often have to rely on the frontline manager to communicate the goals and vision of the business to its employees. Their job is also to motivate employees and improve the morale in the workplace. Morale and motivation have an effect on the productivity of the employees in the company. When motivation and morale are high, companies experience decreases in employee turnover and increases in productivity. Fred Hassan (Hassan, 2011), also states that although front line managers work directly with employees and customers they too have to communicate with upper management in the form of customer service reports and employees performance reports. All this reinforces the need for front-line managers to acquire good interpersonal skills. (Robbins et al., 2008) Charlie Bell is also a good example of a front-line manager as he was once just a store manager at one of MacDonald’s fast food chains. Being able to be well liked by his peers was one of he greatest achievements thus showing that interpersonal skills at a lower managerial level are also as …show more content…
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