Abstracts: June 12th, 2000

Buckingham GPeople Management, (UK), 17 Feb 2000 Vol 6 No 4

Start page: 44. No of pages: 3

Argues that most employees do not leave their jobs because they dislike the organisation but because they dislike their manager. Points out that the quality of managers varies hugely within an organisation and that this can lead to employees in different parts having widely different levels of motivation and loyalty. Cites UK research that indicates that, in the eyes of employees, good line management rests on four issues – having a manager who shows care, interest and concern for each of them; knowing what is expected of them; having a role that fits their abilities; and receiving regular feedback and recognition. Sets out the role of human resource managers in ensuring that line managers are able to fulfil these roles.

Subject(s): LINE MANAGEMENT, COMPETENCES, STAFF TURNOVER, MOTIVATION, UNITED KINGDOM

Style: Journalistic. ISSN: 1358-6297 Reference: 29AH317

Reproduced by permission of Anbar Management Intelligence http://www.anbar.co.uk/management/home.htm