Managerial Implications

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brings other comparable companies several worth-learning managerial implications.

5.2 Managerial Implications

Based on the facts and discussion above, there are several practical suggestions for management specific to Sinyi Realty. Firstly, we focus on direct supervisor, senior mentor, and store secretary for sales department only. The company gradually realizes the importance of communication; in other words, it’s necessary to build a working environment conducive to carrying out communication. As for direct supervisors, how they lead the subordinates plays a decisive role in influencing feelings of possession among employees toward the company or the working place they work at. In this regard, the company is supposed to periodically investigate the management style of each accountable direct supervisor regardless of administrative or sales department.

The investigation process would be completed mostly by means of asking all the subordinates in anonymity their feelings about the working atmosphere and opinions regarding management style. Therefore, it’s more likely to ensure the working

environment is favorable for having communication that would encourage discussion and interactions between direct supervisors and subordinates. Besides, senior mentors would be another issue. From the perspective of Sinyi Realty, on-spot training is considered to be indispensable and the most effective way to get the novices quickly being used to their responsibilities and works. Accordingly, the company would

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assign senior mentors to the novices in order to provide needed guidance and help answer the questions raised by specific novice. However, not all the assigned mentors would like to contribute their time to teaching the newly employed. Certain novices would feel frustrated and even lonely when they find it’s hard to approach and get the resources from the assigned mentors. Sometimes some of them may feel no support and finally leave the company. Accordingly, the company should assign more than 1 mentor to the novice in case the only assigned one is negligent of guiding the novice.

Under such condition, the novice is able to approach the other assigned mentors instead of being stuck in one-on-one relation. Another way is to assign one senior

mentor to more than 1 novice because the novices could be companions and don’t feel alone even if the mentor doesn’t do the duty. In this regard, the novices could keep

together to find out solutions and wouldn’t feel awkward when going to other seniors for help.

In terms of store secretary, it is specifically referring to the sales department. The

position of store secretary is supposed to be the coordinator in certain store. Given that the store secretary doesn’t need to deal with realty sales, his/her relationship with

other colleagues is with less conflicts. Accordingly, store secretaries has to not only do their own works, but to pay more attention to the interactions among colleagues.

Further, they also need to observe and perceive working atmosphere in certain store,

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give proper suggestions and play the role of coordinator when conflict happens.

According to certain respondent, store secretary is supposed to regard the colleagues (say store manager and realty agents) as family members and be careful of their needs. Sometime the role of store secretary is also expected to be the bridge between store manager and realty agents. Specifically speaking, realty agents may express their feelings and opinions through the store secretary instead of directly telling the store manager. One way or another, the role of store secretary should take on the responsibility of creating a pleasant working environment.

Secondly, for most of the respondents, vertical organizational communication is somewhat obstructed within Sinyi Realty. When employee desires to raise questions or suggestions and make a complaint, perhaps the most effective way is considered to be communicating with direct supervisor. As discussed above, most of problems could be resolved by senior supervisors by means of their experiences, but still others have yet to be responded. Besides, most of the respondents doubt that Mr. Chou’s mailbox would mail back, several insist that his mailbox would reply every mail sent from employees though. In this regard, the company is responsible for informing employees of what available communicating channels are and how to make use of them. Though employees may question the efficacy of communicating channels in the very beginning, they would gradually build confidence as long as the company

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constantly lets employees witness the available and effective communicative channels that are operating normally. In addition to doing the duty of informing, the company is also necessary to focus on replying the questions raised by employees in time. Most of the respondents argue that the company doesn’t reply the questions without filtering. Actually the seniors who are being asked is supposed to at least report the progress of processing the question rather than delay or refuse to respond. Otherwise the negative impression of vertical communication which is impeded, especially the upward one, would always be kept in mind among employees. Finally employees’

trusts in the company would be on the wane little by little. Therefore, Sinyi Realty has to make efforts to make employees believe that the company pretty concerns itself about them.

Third, most of the respondents agree that employees are inclined to generate a sense of belonging and identification with the specific working place they work at.

But if employees find themselves hard to fit in the working place or get along with other colleagues, they would then feel depressed and alone that brings negative effect on their working passion and performances. Perhaps it’s supposed to find another way to satisfy the need of having a place and establishing different kinds of clubs within the company would be another choice. Establishment of clubs is based on

miscellaneous interests and specialties owned by employees. Having similar hobby

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would help generate a more tight connection among employees and they are more likely to make good friends with others in the company. Though some employees may not feel sense of belonging toward their working place, they actually form their identification with the clubs they attend. In this regard, these employees still obtain a sense of belonging within the company and this situation may somewhat have positive impact on turnover rate for Sinyi Realty. Besides, lifting team-work spirits for

employees would be considered to be another effective way to increase sense of belonging and identification with the working place. Accordingly, the company is supposed to regularly hold teamwork-based activities or competitions for employees.

Each team is based on groups of employees who work together at the same unit. The purpose of holding related competitions and challenges is to lift teamwork spirit and increase cohesion among employees who physically work together, especially for realty agents. Little by little, employees are more likely to regard their colleagues as friends rather than coworkers only; moreover, employees would become inclined to share and help each other instead of preventing themselves from others. As for realty agents in particular, they are more likely to possess territoriality of psychological ownership with concern of sales performances; however, realty agents who have higher teamwork spirit would like to share information and experiences with other agents which indicates they gradually choose to adopt promotive psychological

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ownership. Under such circumstance, employees tend to possess greater working morale and passion, actively interact with other colleagues, and generate higher sense of belonging and identification with the company and the working place in particular.

Lastly, many respondents mention that their works are getting routine and it ends up losing working passion. Once employees feel bored about the works, ensuing work efficiency and performances would be getting worse which definitely brings negative effect on the company. What’s worse, some employees even consider they are not

valued by the company any more since they get little or no sense of accomplishment from their jobs. As a result, it’s indeed necessary to understand employees’ job

inclination by means of regularly and systematically investigating tendencies of career development specific to employees. Based on the previous discussion above, whether the work is challenging and whether employees obtain a sense of accomplishment derived from the work do have direct impact on organizational psychological

ownership among employees. After realizing their feelings and opinions about career development, the company is supposed to provide proper suggestions and instructions for employees in need. And this work is better completed by the help of each

accountable direct supervisor. In fact, direct supervisors are responsible for subordinates’ working passion, efficiency and performances to some extent.

Therefore, direct supervisors should firstly understand each employee’s specific

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situation and then actively discuss with them current situation of works and how to reinforce the weaker and undesirable parts. At last, they together make a career plan that aims to help certain employees again find their working passion and further raise sense of accomplishment. In this regard, employees who claim to possess less or no working passion and sense of accomplishment would again feel efficacy over the works, not to mention their ensuing positive attitudes toward the company.