Challenges faced by managers to manage employees
Explain the challenges that managers are likely to face in the process of managing employee behavior. Suggest any five solutions to the challenges you have identified.
Organizational behaviour is one of the important aspects that influence the business acceleration and helps to motivate the business processes for the development of market position. The situation of satisfaction employees’ engagement with the organisation is the key factor in that case as the targeting goals and objectives in the business are the main motives for business. Leaders are the controller of this whole team as they have to look at the situation the company in and also make a good environment within the organisation so that balanced workforce has maintained in that workplace (Vaiman, Scullion and Collings 2012). There are different challenges that managers or leaders have to control for the effective use of organisational development and due to that reason cultural and operational process has been changed in a different way.
The first challenge that managers have faced is the issue related to employee performance. Some of the employees are not so dedicated to their work; in that case, management creates extra pressures to the leader so that effective change in work schedule has been done for that employee. The situation is being worst if the entire team is not performing well and leaders are in dilemma in that situation. The progressive mentality in the organisation is expected from the employees and management wants that employees’ productivity will raise high so as the position of the organisation (Stahl et al. 2012). The problem happens, in that case, is the performance is not at its best for every employee and that has created a barrier to get a good position in the competitive business market.
Termination of employee
The process of termination is not good for the organisation as most of the employees are the asset for the company and they have the experience to work with that company and know the aim and objective of the company. The outplace packages are sometimes high and that is the reason employees are not willing to work in the existing company. The good package also helps to motivate them and the shift their workplace. In some cases, the level of work culture is not matched with the organisation objectives, rather the situation becomes divergence oriented and employees are not in delivering situation (Hitt, Ireland and Hoskisson 2012). The training and policies are known to the employees and that is quite easy to change the company, which is delivering the same services to others. Termination in some cases happens due to the violation of some rules and regulations and that will not consider the management in some cases.
Employee performance problem
Right decision-making cases
In case of conflict situation between manager and employees or in between two employees, right decision making is the crucial aspect of that case. The decision-making process is important in that section as right decision is the key factor for the mitigation of conflict situation. In case of conflict between two employees, the manager has to take the right decision and have to take that person side and that same situation is persisted in own case also. If in case of conflict situation the between manager and employee, if employee’s perception is right at the end then the manager has to take an apology for that (Hitt, Ireland and Hoskisson 2012). A healthy relation in the workplace is persisted in that case and employees will find their importance in the workplace.
Unethical work process
Employees are doing certain unethical work by mistake and that is the reason organisation rules and regulation violated. The reason behind the unethical processes is to formulate the work in an easier way. The unethical confrontation is threatening for the business if employees are being suspected to do such unethical processes (Nica 2013). The unethical processes are violating organisation rules and regulations and also mitigate the right way of business. If this news is being leaked in media of public, a bad reputation is persisted in that case and employees and management are in the target zone.
Confronting issues
Some of the ideological confrontations and ethical confrontations with employees or with the leaders are important in that case. The objectives are not properly evaluated by the employee and a completely wrong process, the person is following and in that case conflict with other employee or the boss of the organisation is unavoidable (Thunnissen, Boselie and Fruytier 2013). In some cases, employee reconsiders some unique idea and deliver better products, maybe the process is not unique but the organisation need the productivity and that comes for that process, so it needs to be formulated in the process in a proper way and that is the key concern of business as well (Bolino et al. 2013). The confronting objectivity needs to be mitigated so that production decisions can be made and disagreement of safe and productive environment sustain.
Team conflicts
Leaders are working with the team so team bonding and collaborative form of work is the crucial matter in the organisation. If the team is not performing well the major drawback is considered upon the leader. The hard-working mentality or delivering motivation is the key factor of the team (Jackson, Schuler and Jiang 2014). In between team some of the issues like cross-cultural management, interpersonal management, and communication gap are the major issue that makes the conflict between team members that hampers the productivity.
Termination of employee
Gender-related issues
The issue related to gender factor is also an organisation. The woman had a traditional career in an earlier generation, now the involvement of women is found in every sector of business. So the importance of gender equality is the major factor of this process (Jackson, Schuler and Jiang 2014). The ratio of male and female in an organisation is important as more male or female can state the company as gender biased. However, in some special occupations female or male amplification is the concerning aspect of the organisation.
Age-related issues
The aged employees are asset for the company as they are in system for long and that is the reason their absence harm the organisation also. But on the other hand the workplace productivity becomes low by the use of these aged people (Moore et al. 2012). The situation is quite problematic for the management to retain them or to recruit some new and vacant some of the old places. In those situation employees handling is the major criteria that managers have to take care for the development of organisation.
All these problems or challenges have to be mitigated by the leader by the process of strategic implementation. Organisation ethics and mentality is the key aspect of business development so it needs to be maintained by the leader so the mitigation processes are important in that case.
- In case of employee performance development problem, organisation training and development aspect are most important in that case. Training and development will help employees to get a clear idea about the work and they provide better productivity in that case.
- Decision-making process is an important aspect of organisation and identification of the issue and understand the emotion of the employee and create positioning issue is the key recommended part that enhances the decision-making situation. Good decision in the organisation is important for the sustainable management.
- In case of confronting issues, most of the confrontations are happening due to the ineffective communication. So inter-cultural communication and interaction is important to mitigate the conflict between them. The influence of communication is important in that case and conflict can be avoided by the effective use of leader’s interference.
- Team conflict is one of the major aspects of business and leaders have to accumulate the team for a targeted goal. If all team members directed in different aim then maintaining them in a single objective is a challenging job for the leader as well as the organisation. Team building games and organisation team hurdle or mix and match of team target set are the definite way to collaborate them on one occasion.
- Aged problem and the gender-related problem is the major problem in the organisation. So the solution to this process will be the recruitment of new bench of employee and allow them in the process of internship when they are working with those experienced employees. The young employees basically learn the job and after they retire they can easily take that place. In case of gender-related issues, policy implication needs to be vital in that case and that will help the process of organisation balance.
Conclusion
Therefore it can be concluded that organisational behaviour is one of the important factor and employees are the key asset for the organisation. The intrinsic and extrinsic motivational factor is persisted in that case and employee satisfaction is the crucial aspect, in that case, to perform in a right way and have some better involvement with the organisation. The factors are important in that case to engage more employees with the organisation in the proper form also. The paper states some of the challenges that managers or leaders of the organisations have faced, and the mitigation process is also highlighted in that section
References
Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior. Journal of Organizational Behavior, 34(4), pp.542-559.
Hitt, M.A., Ireland, R.D. and Hoskisson, R.E., 2012. Strategic management cases: competitiveness and globalization. Cengage Learning.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management. The Academy of Management Annals, 8(1), pp.1-56.
Moore, C., Detert, J.R., Klebe Treviño, L., Baker, V.L. and Mayer, D.M., 2012. Why employees do bad things: Moral disengagement and unethical organizational behavior. Personnel Psychology, 65(1), pp.1-48.
Nica, E., 2013. Organizational culture in the public sector. Economics, Management and Financial Markets, 8(2), p.179.
Stahl, G., Björkman, I., Farndale, E., Morris, S.S., Paauwe, J., Stiles, P., Trevor, J. and Wright, P., 2012. Six principles of effective global talent management. Sloan Management Review, 53(2), pp.25-42.
Thunnissen, M., Boselie, P. and Fruytier, B., 2013. Talent management and the relevance of context: Towards a pluralistic approach. Human Resource Management Review, 23(4), pp.326-336.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision making. Management Decision, 50(5), pp.925-941.
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