The article by Huston (2016) analyzes the abuse by bosses in small firms as a matter of consequence in small firms. According to the author, abuse in small firms is common because many of the leaders in the organizations have little education and means that they are not able to effectively interact with the other employees as expected. This results in abuse in the form of threats, yelling at the employees as well as forced long working hours. The other reason the abuse is common is that there are a few people at the management level, and since the organization size is small, the impacts of the specific individuals are felt by all employees at the organizations.
The author argues that the abuse may not be detected because there is no constant job evaluation to find out the performance of the supervisors. This is why such behavior has adverse effects in many small business organizations.
The article argues that when the employees are abused, the consequences of such acts include loss of morale by the employees, meaning that their productivity reduces. Additionally, employee turnover increase and this means huge costs for the small business organizations. Hiring new employees means more cash and waste of time, and this may affect the performance of the small business organizations. Employee turnover means loss of experienced employees which may also lead to the damage of the organizational reputation in the market. Such events may hinder the growth of the small business organizations since they will always have new, inexperienced employees working for them.
The article provides a real challenge facing small organizations that do not have a motivation strategy for the employees. Employees in the small organizations are treated as units of production that can be easily replaced with the readily available laborers. However, this is not the case since there are consequences of such actions. Employees in the modern world, even for small businesses must be treated as important assets that can create a competitive advantage for the small businesses, facilitate its growth hence benefit the owners.
The problem can be solved by ensuring that the leaders in the small organizations are well educated, are aware of how to treat their employees and are committed to serving the organization and supporting all the employees. The leaders hired should not be dictators or just supervisors to give orders, but must be ready to offer the necessary support to the employees. Such a leader or supervisor is likely to create a good relationship with the employees, and the employees will support the leader back, and the benefits go to the small business organization.
In conclusion, the article selected indicates a common problem that exists in the small businesses and the consequences of the acts in the organization. Since the consequences are not good, there is a need to make changes and ensure that there is a good working relationship with the organizations and that the employees are motivated in their daily activities. This requires hiring a motivated and educated individual who considers themselves to be a leader and not a supervisor to give orders. Leaders guide employees and even work to understand the needs of each employee to ensure that their problems are solved. Such working relationship can create a competitive advantage and employees are not likely to seek jobs elsewhere.
Huston C. (2016). Study: Small-Business Employees More Likely to Face Abuse. Retrieved from www.wsj.com/articles/study-small-business-employees-more-likely-to-face-abuse-1453690980
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