o A tendency to avoid reversing changes even if it was not the best choice o In reality, past expenditures are sunk costs and the organization should use a clean slate to look at new choices, but to the manager, this will come at great personal loss. • This relates to strategy because it is important to understand the effect management has on it. o If a manager will suffer personal embarrassment or a loss by adopting a new (although better) strategy, they are more likely to simply stick with the current course of action. o This can be avoided by assessing and addressing the problems of an organization prior to major investments being made o Implication on strategic choice, as they can act for the betterment or detriment of the organization. o Differences in manager’s preferences are specific to their individual personalities, experiences and situations.
The first base of power is called coercive power. This type of power is dependent on fear. A person reacts to this power out of fear of the negative results that might occur if that person fails to comply (University of Phoenix, 2009). An example of this type power is if your supervisor tells their employee to do something, and if they refuse, they will be fired. The supervisor would have coercive power over their employee.
Use of slang terms is not a wise idea, as what is acceptable in generation / culture could be offensive to the next.. We must make sure we are saying exactly what we mean to and clearly enough that so that others are going to hear exactly what the manager / supervisor is trying to say. According to Dr. William F. Kumuyi, some signs of a bad listener are interruptions, inpatients, in attention, bias, and shutting down during communications (Kumuyi, 2008). These examples of being a bad listening skills help keep show the manager / supervisor attuned to how exactly they might be listening or appear to the employee as listening. One can not go through life thinking that it is ok to interrupt or be impatient, for this will tend to make others think you are not listening at all. Communication is a highly important tool in the workforce.
This is threatening because it creates a fear of the unknown future as well as failures. Change can also be annoying if someone else is trying to tell us how to do our job better when the existing way of doing business may have suited us just fine. To effectively and efficiently implement change, it is therefore important to understand the reasons why individuals resist change. I will briefly describe the four common reasons for resistance to change and then discuss methods for overcoming resistance to change2. Reasons for resistance to change Resistance to change is a reaction.
The stress of the audit partner is tremendous and choosing that profession is one that I would prefer not to undertake. The anxiety and pressure to certify that a company’s financial records are in good standing can be daunting. 3.) Independent auditors are sometimes perceived as the “necessary evil” by corporate executives because of the possibility of exposing corruption. To change this point of view an auditor can try to explain their intent to educate and improve the company’s policies, which can in turn lower costs.
I recommend the company should respond to the former employee’s charge of constructive discharge by first apologizing. This former employee has had a negative impact on their life do to our company, and an apology would not hurt the situation. The government has various laws and statues pertaining to constructive discharge, management needs to avoid anything that could be misconstrued as discrimination in the work place. Alternative Dispute Resolution (ADR) refers to processes and techniques of resolving disputes that fall outside of the judicial process (Alernative Dispute Resolution Law & Legal Definintion, 2011). Legally, this could save the company bad publicity, a great amount of stress, and money that isn’t necessary to spend.
When problems are not dealt with they can become conflicts against the company that can take long times to settle since they employee most likely found someone who would listen to them. This can be an outside person who then can bring law suits or worse. This is not good for the company so these problems should be handled quickly and in the right ways when they
Coercive Power Coercive power is based on the fear of consequences when the person does not follow instructions of their leader. This type of fear can be a physical or mental pain discomfort based on the frustrations of the unknown. Conceive power can be displayed by threats of loosing job and privileges, being demoted and other types of consequential actions. Coercive power could also be used to conceal key information (Robbins & Judge, 2007). Employee 2 could possibly use conceive power based on how valuable he is his position to get more pay or even better schedule than the one he requested or other job advantages.
However, what I want to say is that if the company behave unethically as a whole, it may lose its consumer trust and undermine the firm’s reputation, then how can an employee realize his personal value? So we must try to avoid
On the other hand, if he is placed on the defensive, he is unlikely to come up with effective strategies. In fact, he will be under severe pressure, resulting in tension and even disunity within his rank-and-file. While proactiveness is well understood in military warfare, it tends to be easily over-looked in the context of business. More of-ten than not, many companies tend to adopt a "follower" strategy. To begin with, they hope that by following, they can reduce the risks involved.