However, the implementation of GGOL faces huge resistance. Individual Sources: Firstly, there is fear of the unknown among the employees and the top managers. The outcomes of GGOL are uncertain, employees feel like their safety and job securities are threatened, especially resignation of plant managers has already happened. Secondly, individuals have habits. They prefer to work in their accustomed ways.
Working under an inept manager can create an unstable and unpredictable working environment for everyone. It is a fact of life, poor leadership is plentifully abound and are usually easy to pinpoint for most. So why are some managers inept? There are several factors that can contribute to ineffective management; some involving problems with the workings of the company and others involving shortcomings of individual managers. It can be easy to label another person as being “inept” but one must take a step back,
Managers may also be challenged with losses in personnel and work productivity due to prejudice and discrimination and complaints and legal actions against the organization (Devoe, 1999). Some of the main challenges of diversity in the workplace include communication barriers, increased tension within the workforce, resistance to change, group cohesiveness and interpersonal conflict, lack of implementation of diversity in workplace policies and lack of efficient management of the diverse workforce. Communication barriers lead to problems in a company attempting to create a diverse workplace. For example, when a U.S. company hires employees of other cultures whose first language is not English, employees and managers may experience difficulties communicating with one another. This can lead to misunderstandings and a decrease in productivity.
This essay focuses on solving some main problems which teams possibly encounter in workplace. It will then evaluate solutions for these problems. Working in teams may deal with three main following problems. Firstly, there could be miscommunication among team members. That leads to misunderstanding as well as lack of appreciation of each other, and then tasks may not be completed as expected.
It is this mission statement that becomes that becomes the boss and drives them to fulfill their mission. b. Directing activities and performing strategies: Instead of being told what to do by a manager, each employee would negotiate a Colleague Letter of Understanding with other employees that would be affected by his or her work. This would be an outline of an operating plan for fulfilling the mission created by each employee negotiating job responsibilities with their peers. Employees would be free to talk to other employees throughout the business in various departments and form working relationships with them to coordinate a productive work flow.
As well as potential resistance to change by employees, it is worthwhile acknowledging that organizations may face resistance to change from other groups such as suppliers, distributors, stakeholders and consumers. The common theme binding all of them being, we argue, a naïve and managerialist assumption that resistance is counterproductive – even irrational – behavior which needs to be overcome. Resistance is an inevitable response to any major change. Individuals naturally rush to defend the status quo if they feel their security or status is threatened. Folger & Skarlicki (1999, p. 25) claim that "organizational change can generate skepticism and resistance in employees, making it sometimes difficult or impossible to implement organizational improvements".
13.4. Barriers to Effective Teams LEARNING OBJECTIVE 1. Recognize common barriers to effective teams and how to address them Problems can arise in any team that will hurt the team’s effectiveness. Here are some common problems faced by teams and how to deal with them. Common Barriers to Effective Teams Challenges of Knowing Where to Begin At the start of a project, team members may be at a loss as to how to begin.
Managing Conflict in the Workplace Conflict is a disagreement or competition between people or groups and can occur where people have different needs, goals, idea’s or values. As everyone is different conflict in any situation is inevitable. Conflict can be constructive when it opens up issues for discussion however, it can be destructive when it stops communication or causes anger or aggression. In this assignment I will be looking at causes of conflict in the workplace, stages within conflict development and effects on performance in the workplace. I will then go on to look at minimising conflict using a recognised technique and how the adverse effects can be minimised.
You believe that your manager is wrong in his critique, and that he might have come to this conclusion hastily without knowing all the information. You feel you are being treated unfairly in front of your peers. You feel that your reputation may be affected by this critique. What would you do in this situation? 2) What would you do if the work of a subordinate or team member was not up to expectations?
Employee rights and responsibilities have developed over time to also foster in the protection for employees as well. Employers have the problem of balancing the legalities with responsibilities and the total social engagement of an organization. With employees rights and responsibilities comes the concepts of due process, employment at-will, duty of diligence, duty of obedience, and duty of loyalty. Employers love to have an engaged workforce so seeking out ways to have a productive organization can be challenging. Employee involvement strategies have been created to include employees in the some of the decision making in their day-to-day activities.