Reply To Answer In 150 Words, 10 Sentences I Wanted To Touch

Reply To Answer In 150 Words 10 Sentences I Wanted To Touch On The

I want to address the part of your post that talks about how harsh treatment of employees can cause them to leave their jobs. Your experience working at Domino's with a demanding manager sounds very familiar. It's clear that having multiple conflicting tasks assigned simultaneously can be overwhelming and stressful. Your example of being yelled at for not completing all tasks at once highlights an unrealistic expectation. Attempts to communicate your concerns, such as requesting a prioritized list, often go unnoticed by micromanaging supervisors. This management style can create a toxic work environment, leading to lowered employee morale. Over time, continuous pressure and lack of understanding can push employees to seek better opportunities elsewhere. Your decision to look for a new job was a smart move to protect your well-being. Such experiences illustrate why fair and empathetic leadership is crucial for retaining staff. Ultimately, respectful management fosters loyalty and encourages productivity among employees.

Paper For Above instruction

Harsh treatment of employees is a significant factor that influences turnover rates in many organizations. When managers adopt an overly demanding or micromanaging style, employees often feel undervalued and stressed, which can lead to resignation. In workplaces where supervisors set unrealistic expectations without proper communication or support, morale tends to decline rapidly. For example, a personal experience working at Domino's showcased how conflicting tasks and a controlling manager contributed to job dissatisfaction. Employees may strive to meet immediate expectations but become overwhelmed when multitasking without clear priorities. Attempts to communicate workload concerns are sometimes ignored, further exacerbating frustration. Such environments create a cycle of burnout, decreasing productivity, and increasing attrition. Companies that prioritize empathetic management and clear communication are more likely to retain motivated staff. Training managers in leadership skills that emphasize support and understanding can thus reduce turnover significantly. Ultimately, treating employees with respect and fairness is essential for fostering a positive work environment and ensuring long-term organizational success.

References

• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Hogan, R., & Kaiser, R. (2005). What We Know About Leadership. Review of General Psychology, 9(2), 169–180.
• Maslow, A. H. (1943). A theory of human motivation. Psychological Review, 50(4), 370–396.
• Motowidlo, S. J., & Van Scotter, J. R. (1999). Evidence that Job Performance Is Multidimensional. Journal of Applied Psychology, 84(2), 247–257.
• Sharma, R., & Saini, V. (2020). Employee engagement and leadership styles. International Journal of Organizational Leadership, 9(1), 45-58.
• Schaufeli, W. B., & Bakker, A. B. (2004). Job demands, job resources, and their relationship with burnout and engagement: A multi-sample study. Journal of Organizational Behavior, 25(3), 293-315.
• Deci, E. L., & Ryan, R. M. (1985). Intrinsic motivation and self-determination in human behavior. Springer Science & Business Media.
• Hayes, J. (2018). The theory and practice of change management. Palgrave.
• Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250-279.
• Kim, T. Y., & Mauborgne, R. (1997). Fair process: Structuring behavior to foster trust. Harvard Business Review, 75(4), 75-84.