Practical Problems in Organizations

Practical Problems in Organizations.

Order Description

What follows is the outline to be used in grading this paper.

Many organizations and organizational members experience difficulties or problems in applying basic organizational behavior principles effectively to organizational circumstances.    For example: team members may have difficulty getting along with one another or in performing effectively.  Managers may perceive their employees as difficult to motivate or unconcerned about performance.  Organizational inefficiencies may result from impaired communication in organizations.

All of us have, throughout our working lives, experienced these sorts of problems from time to time.  What you will be asked to do in this paper is to describe one such organizational situation and apply your new OB knowledge to that problem.  You are asked to:

  1. Describe an organizational situation in which problems were encountered. You should focus on a situation which involves one or more of the following OB variables: motivation, communication, teamwork and group process.    Describe the experience in some detail and explain how this affected organizational performance (30 points)
  2. Situational Description:                                                                            10 points
  3. Impact on Organizational Performance:                                                   20 points

 

  1. Diagnose this situation in terms of organizational behavior (OB) concepts. What was done wrong in the situation?  Why did the firm or the employees experience negative outcomes?  Use material from your text AND FROM OTHER SOURCES  to guide your analysis.  Provide examples to support your analysis. Use a minimum of at least four sources in addition to your text.  (30 points)

 

  1. Identification of Problems:                                                                       15 points
  2. Assessment of Problem Causation:                                                           15 points

 

III.       Using material from the course textbook, make recommendations about how this situation could be improved.  Be as specific as possible, indicating why you made your recommendations and what improvements in performance you expect to see as a result of your suggested actions.  Explain how you would implement your recommendations and overcome potential resistance to your recommendations.                                (40 points)

 

  1. Recommendations/Expected Improvements:                                           25 points
  2. Implementation Strategies:                                                                       15 points

 

Describe an organizational situation in which problems were encountered

Situational Description:

One instance in which we have encountered difficulties in organizational behavior is at the company that one of our group members currently work for. One of the former employees was a project manager who would work with clients coordinating bigger jobs with our company. There were many times in which the employee would not communicate the information to other team members which made it difficult for us to get our job completed without the correct or missing parts. There were a few times where the employee would interfere with the work going on. This would be delaying the projects and affect the quality of work being done. This employee would undermine the work we would do and belittle the employees working with him. He would take credit for jobs and ideas that weren’t his, making him look better to upper management.

Impact on Organizational Performance:

The actions taken by this employee did affect the company. When other employees would have to work with this person, their morale would drop and they were not motivated to work with him. Obviously, communication was down with him also. He left out information that was critical to completing projects he was working on. Same thing with teamwork. With the work environment he created either at the office or on a job site. Many employees worked with him because they had to in order to make sure our customers were happy and the job got completed.
The biggest impact out of those mentioned above was the communication. Without the employee communicating what needed to be done on projects, many of his co-workers were frustrated upon arrival on-site or while working from the office. Being the project manager, he knew all the information that was important to getting the jobs complete. Not sharing that information caused employees to look bad by contacting clients for the information that he had already. He wasn’t worried about much other than his job security when it came to helping the team out.

Teamwork is also an immense impact regarding the performance of the organization. The manager is unwilling to share responsibility and delegate when necessary to get the job done. He was not sharing goals and he was not providing the outcome as a result of everyone in that team. Without communication there wouldn’t be a sense of team at all within a company. Communication and teamwork are important in any organization because without it employees are unable to work together. In this particular instance, teamwork was very important to successfully complete jobs for their customers. Communication is also essential to solve problems that may arrive in the workplace. Employees may not fully understand their responsibilities or be able to correct any mistakes that they may make. Communication and teamwork can also lead to a sense of trust between coworkers, which lacked in the example that we shared.

  1. II.      Diagnose this situation in terms of organizational behavior (OB) concepts.
  2.  Identification of Problems:

The problems the project manager created was bad morale for employees and bad business for the company. The project manager did not communicate properly, disturbed and interfered with employees that were working, and basically created a bad working environment. Both the firm and the employees experienced negative outcomes. By the project managers lack of proper communication, the employees were left out of important information and were unable to fully assist clients.  The employees had to call clients for more information that the employees should have known, which could be bad on business. Also, the employees were not happy coming to work everyday to work with the project manager. According to an article by Michal Addady (2015), “A new study says it has concrete evidence that happier employees are more productive in the workplace,” there was a 700 person study that proves this information. Unhappy and unmotivated employees probably did not work as hard or put in as much effort into their work

  1.  Assessment of Problem Causation:

The reason for the problems of negative employee morale was coming to work everyday with a project manager who did not treat his team like a team. He took all the credit for himself, while making it harder for employees to accomplish their goals and by creating a bad working atmosphere. His actions of interfering with the work being done, belittling employees, leaving out necessary information, and acting as if he did not care about his job caused a negative effect to the employees which in turn looked bad on the business.

The biggest thing the project manager did not do well was communication, as stated in an article titled, Are You Creating Disgruntled Employees?, unhappy employees reported major areas that management needs to improve on, and one of the first ones was keeping employees in the loop and proper communication (Folkman, 2012).

In addition, Alexis Writing wrote, “If communication skills are poor, employees lack enthusiasm in doing their assignments and will question the value of such products”. With the employees coming into work already feeling frustrated, it is easy to assume they were not motivated to work. It is also easy to assume that the employees did not come to work some days because they did not feel like working with the project manager on certain days.

III.    Recommendations about how this situation could be improved

  1.  Recommendations/Expected Improvements:

In an organization, aggressive atmosphere and negative feelings can be created from confusion that comes as a result from the lack of communication. Strong and clear communication is the only way to build relationships between employees and managers and reduce the number of errors.

There are many approaches that might encourage communication between employees, therefore improving employees’ performance. Weekly meetings is one of most effective way to encourage employees to communicate with each other by requiring them to prepare a weekly written status report. This report should include the progress of what is been accomplished during the week and what are the plans for next week. Also it’s important to ask each employee to assess the level of communication between them and the other employees and managers. One on one weekly meeting is a good way to encourage employees to open up and start communicating.

To accomplish a good communication, when an employee has knowledge of something it’s wrong to assume that the whole organization also knows or has the same understanding. For instance, if one employee makes a special offer to a customer, the salesperson should be informed about the offer that’s been made to avoid any kind of embarrassing. It’s also a highly important to communicate directly and never rely on a third party to deliver the message because this might create confusions or misunderstanding. Direct and open communication increases trust between employees and reduces the feelings of uncertainty. Therefore, increases the employee’s’ performance.

 

 

Practical Problems in Organizations

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