The Effects of the Quality of Employees Interaction on Quality of Their Work - Research Paper Example

These two theories deal with the perception of managers about the employees. It was developed by Douglas McGregor at the MIT Sloan School of Management in the 1960s. According to it, better communication between employees and managers helps managers to identify the individual motivational level of employees and decides the level of supervision. So that work can be done effectively with the help of cooperation.  The second hypothesis links the employee-manager interaction and the efficiency of work with the help of thoroughness of the work. It considers communication as an independent variable and thoroughness of the work as a dependent variable.

Leader-Member Exchange Theory: This theory highlights the association or closeness of employees to managers.   Graen (1976) first introduced the concept of ‘Role-making processes in complex organizations’ (Beissinger, 1988).  But Bass (1990) empirically proved the arguments of LMX. It clearly states that those who have better communication with managers take more responsibility.  In this case, also, the arguments of the second and third hypotheses: that is thoroughness and attention details, are addressed.  Here again, thoroughness is the dependent variable.     

The Scientific Management Theory:  Frederick Taylor, Frank, and Lillian Gilbreth introduced the theory to improve the efficiency of individual workers.  But scientific management as a distinct theory or school of thought was obsolete by the 1930s.  According to this theory, each work task is narrowed to its most elementary function after scientific analysis.  This process is done based on the idea of specialization. The scientific management theory helps to justify all three hypotheses. As the theory gives stress on the segregation of work into the smallest part, the arguments of accuracy, thoroughness, and attention to detail are addressed. The idea of specialization plays a big role here as well. While assigning the duties, the managers must understand what an employee is good at. It is also very important to know a particular piece of work that can be done effectively by whom. Here comes the role of employee-management communication. So, a better interaction will lead to a better selection process. Consequently, a better man-machine combination would improve accuracy, thoroughness of the work, and pay attention to details. In this case, all the three factors: that is accuracy, thoroughness, and attentiveness, are dependent variables whereas the quality of interaction is an independent variable.

Social Exchange Theory: It is also the exchange of activities. It was introduced in 1958 by George Homans. According to the theory, if there is better communication between employees and managers, then employees will be more aware of the reward of the benefit of good performances (Stalin, 1976).   As a result, their willingness to get rewarded will push them hard to perform better.  This theory covers all three arguments in general. Additionally, this theory deals with the overall improvement of the employees’ performance.   

 Conclusion

 All these theories can be practiced improving efficiency at work. However, to implement these theories, good quality communication is necessary.