Tareas

UNIVERSIDAD SAN IGNACIO
DE LOYOLA


Course: Organizational Behavior

Theme: Critical Analysis

Teacher: Pablo Lesevic

Students Name:
* Ana Santos Luy
* Kevin Montemayor
* Luis Pimentel
* Sein Kim

2012-02

Consumer Brand Managers’ Job Stress, Job Satisfaction, Perceived Performance and Intention to Leave
Summary
The article is about therelationship between some roles (conflict, ambiguity and overload) job satisfaction, job stress and perceived job performance.
It says that if someone is under high level of job stress, it will make the person less effective and perform not too well. Also, a person with high level of role conflict, role ambiguity and role overload (role stress), the lesser the brand managers’ perceived job performanceand job satisfaction. If these happen, it will be very easy to lose them because they will prefer leaving the company instead of being in a place that they don’t feel comfortable. That is why is very important to manage those roles, so you can decrease the percentage of turnover of the brand managers because nowadays the percentage is very high.
A research demonstrated that the element from therole stress that influences the most to brand mangers’ job satisfaction is role overload. And as a result of this influence, brand managers prefer leaving the company.

Critical Analysis
As we know, in all the companies the pressure that managers get is very high, because it isn’t a game or a simulator, it is real life and money.
In the case of the brand managers, they have some duties ortasks to do, but it isn’t all, they also have to manage people, talk to supervisors to know how things are going and in case a problem occurred, they are the ones who have to handle with it and do their best effort to get the solution.
We can imagine doing that kind of things every day, and we will probably get mad, but when you have the skills to manage that kind of stuff, things are different.There are researches that mention that people under stress not perform in the best way, and if they don’t perform in the best way their perceived performance would be low, and if the perceived performance is low, they would feel low job satisfaction or dissatisfaction; the lowest job satisfaction, the higher intentions of the brand manager to leave.
So, as we can see all the chain, we must tryto improve the job environment so it makes the employees fell relax, happy and permit them to do better their own tasks.
What is more, the companies should make programs for all the employees, so they can get distracted (some minutes) and a little bit of relax, and after that they will continue doing their tasks, but the difference is that they might feel renewed and do things better.
In myopinion, avoiding turnovers is very important to any company because there the company is losing human resources and if the manager who leaves was a key for the company, the company might bankrupt.
Therefore, we should encourage our brand managers to stay with us, obviously giving them all the resources they need and making them happy.

Example
KFC (Kentucky Fried Chicken) is a fast foodrestaurant which encourages the employees to be very happy and relax. It isn’t a stressful job every day, but on the weekends a lot of people come to the restaurant and people in front desk get stressed, so the managers of the restaurant tell them to take a little rest and he will help in the front desk for some minutes.
Sometimes, there are cases that the manager call the employees to a littlemeeting (when there are not much people) and encourage them to do their job better and better.
The manager of the restaurant always tries to make a friendly place to work, and make them feel very comfortable with their tasks. It is like the manager try to manage his employees stress, job satisfaction and perceived performance, just to take a load off employees.

Job satisfaction, Job Performance...