Statement of the Organizational Issue and Industry Context
Discuss about the Major Organisational Behaviour for Wesfarmers Limited.
In the current business scenario, the organization faces different issues in the workplace that could impact the organizational productivity. This report presents a statement of the organizational issue and industry context. It also provides the description and analysis of organizational culture and structure. This report demonstrates the analysis of the organizational behavior issues. It also discusses the summary of research and relevance to the organizational issue. This report develops and analyzes various alternatives to address the issues. It also identifies appropriate solutions and recommendations for implementation.
Wesfarmers limited to continue to diversify, which creates an issue in the workplace. The company faces a different level of an organizational issue in retail industry such as employee, team and organization-wide issues. There are different causes of a problem such as lack of open and flowing communication, and implementing the inappropriate organizational structure. Another cause of these issues is avoiding communication and unclear chain of command path (Coccia, 2014). It is discussed as below:
The individual problem could be supervisor issue, conflicts, personality, company structure oriented and personal trauma. Wesfarmers limited should develop the understanding regarding causes of the issue and who will manage it. If company unable to provide clear guidelines then, their employees will not revert back significantly due to inappropriate and confusing communication. For instance, a workforce in a decentralized organization may believe that they must revert to different managers if the chain of command is not discussed appropriately (Kitchin, 2017).
The team should be dedicated with regards to predetermined goal in order to perform effectively. The team can become non-functional if they experience a personal disconnect with other team members within Wesfarmers limited. These problems are originated from the breakdown of management and organizational communication, which confound personal and team common goal. Team leaders should provide constant feedbacks as well as enhance cohesiveness in Wesfarmers limited. In case of team issue, Wesfarmers limited should address the issue and take immediate remedial action to eliminate more major breakdowns of performance in the retail industry (Christina, Dainty, Daniels, and Waterson, 2014).
Employees and team issue can promptly expand to the total organization if the company does not take immediate corrective action. Hence, Wesfarmers limited should eliminate the condition at all costs as it creates conflicts among staff. The organization should focus on failed action and corrective measures that will take more time in the retail industry. It should avoid these issues from negatively altering company culture and cautiously developed the company as a high performing entity (Taylor, 2018).
The company culture is the environment of shared practices and belief of a company. A favorable corporate culture has shared an opinion, which connects with the mission of the organization. In contrast to this, a bad culture makes unhappy to a large number of workforces.
For example, positive company culture of Wesfarmers limited provides an opportunity to employees to enjoy work because company facilitates flexible hours to them and promotes collaboration and creativity in a fun mode. Wesfarmers facilitates open and friendly atmosphere to employees. As a result, these perks encourage the employees to meet the vision and mission of corporation (Waterson, 2017). These perks also provide work satisfaction to employees and create an easy process to meet the long-term vision of corporation.
Employee Issues
The tall organizational structure is used by Wesfarmers limited. In this structure, different level of the hierarchy is implemented by the corporation. There are different managers and each manager has a small span of control. They are also accountable to manage a small set of people. The tall structure could be complex as well as complicated for an organization. It may slower to react towards market alteration as compared to the larger span of control (Pereira, Malik, and Froese, 2017).
In Wesfarmers limited, there are different layers of middle management between employees and top management. Each layer of management formulates its own process and rule. It shows that people who work in Wesfarmers limited will follow different rules and process due to several layers organizational structure. It could slow down the work and creates the excessively bureaucratic environment. It could also increase the expenses because certain functions are performed by more than one person (Gabriel, Daniels, Diefendorff, and Greguras, 2015).
The many layers of management indicate the clear lines of communication in Wesfarmers limited. However, this structure may generate complexity for making a feasible decision. The judgment could be slowed down as there is a need for people to get approval from different people. Further, it could be complex for senior to access executive without enduring a long line of management. Since, communication moves upward by the management chain hence managers and workforces in a parallel group may have the complexity to make direct communication (Hashim, and Wok, 2014).
Wesfarmers limited may face maximum expenses as compared to another kind of organizational structure. The main cause of increasing cost is a high amount of supervisors and managers in tall organizational structure. Costs can also gain due to taking more time for making a judgment and delay this may cause for increasing cost. The tall structure is implemented by Wesfarmers limited as it leads to excessively centralize the business process and aids to make a prompt decision regarding competitive factors (Wong, Mahmud, and Omar, 2015).
Following are different organizational behavior issues that are faced by Wesfarmers limited:
Individual issue
Employees want to improve the performance that exceeds the rewards of the organizational standard. A lack of reward systems such as special monthly recognition and sales bonus may generate the motivation concern at the workplace. Because, employees believe management and ownership provide reward due to high productivity. The motivational issue may create when workforces believe that their pay scale is below than the industry average or in broader line with the level of work. It may also create when the performance of an employee is less than the expectation of employer. Discouraged workers may reduce the motivation and decline the productivity due to perceiving lower compensation at the workplace (Kim, Kim, and Reid, 2017).
Employees spend their more time at the workplace hence it is accountability of Wesfarmers limited to optimize the working condition. It should provide open areas, comfortable workstation, adequate lighting rather than offering restricted ones as it will contribute to the positive working condition. It should also offer productivity technique like upgraded information technology to aid employees for attaining tasks more effectively. It would be beneficial to offer satisfaction to employees. It is stated that dissatisfied employees negatively impact the productivity of company (Carney, Cuddy, and Yap, 2015).
Team Problems
There are different ways to interact with someone such as texting for person to person communication and being in an organization as, it makes feel people like information overload. People face complexities to make communication between personal and business as they constant face insulting at the workplace. Workforces that have the pressure of the deadline will avoid phone calls and texts and also avoid checking many e-mails. They also avoid checking valuable message regarding statistics, meetings, and problems (Shore, and Wright, 2015).
Wesfarmers limited uses cultural diversity but it creates set of an issue for management professionals if they are inappropriately prepared to deal with cultural diversity. The cultural difference could obstruct the sense of togetherness and belong that Wesfarmers limited seeks to develop when building culture identity for employees. The main issue is created by cultural diversity is the potential incapability to significantly interact with employees who belong to different backgrounds (Paull, and Whitsed, 2018).
Effective communication is requisite for smoothly running the organizational structure. Without effective communication, innovative ideas and procedures can get confused to employees. Managers may initiate to intensify efforts for preceding certain business process. Hence, there is needed to make effective communication for the success of organizational structure as poor communication may fail to structure of the business. Further, if the department is not clear about their responsibilities in Wesfarmers limited then, they could slow down the production (Burrell, and Morgan, 2017).
From the above research, it could be summarized that there are different issues faced by the Wesfarmers limited at the workplace. These issues are an individual issue, team issues as well as the organization-wide issue. There are different causes of occurring these issues such as individual issue could create due to lack of motivation, personality, job satisfaction, employee retention and high turnover. Furthermore, group issue can create due to lack of work teams, communication, leadership, power and politics, and conflicts. In addition to this, the organization-wide issue could be created due to inappropriate organizational structure and organizational culture (Coccia, and Cadario, 2014). Hence, the company should focus on dealing with these issues to improve the productivity of an organization.
It is also evaluated that employees issue can create conflicts issue as well as administrating and personality problems in the workplace. Hence, the company should build their comprehension regarding the cause of the issue to deal with employee’s issue. It could also be summarized that team issue created due to personal disconnection with other team members. Therefore, the company should build cohesiveness among team members to build liaison with other members.
It is also addressed that employees and team issue can affect the whole organization to decline the productivity (Dikshit, and Dikshit, 2014). Hence, the organization should avoid these issues by making positive working culture.
It could be also evaluated that lack of reward system could discourage the employees to perform better in the workplace. In addition, the company should provide adequate lighting, open areas, and comfortable workstation to satisfy the employees as satisfied employees can increase the revenue of the company and can effectively deal with the customers. It is also stated that overloaded communication can create complexities to make a feasible judgment in team hence company should make effective communication with a team member. Cultural diversity is a prime issue in the organization as it may create conflict in the workplace and obstruct the performance of employees (Schyns, 2015). The inappropriate organizational structure may also generate the communication barriers for employees hence, the company should develop an appropriate organizational structure to effectively communicate with the employees.
Organization-wide Problems
The company should develop open door policy for their workforces. The manager may be unaware of an issue as a problem within Wesfarmers limited because they are too far from employees and acts as unfriendly. The company should ensure that their employees come to them with the small or big issue.
Wesfarmers limited should also overcome the issue of delay work. It should apply effective strategy as compared to waiting for things to get better work. Workforces get unenthusiastic when their problem has not addressed at the workplace (Ajala, 2017). The company should give proper time for handling the issues but, it could be unpleasant for it.
In addition, it should practice fairness in management to address the organizational issue. In such way, the company should not single out for punishment and praise unless it is systematically necessary. It should praise the staff, not the players and develop a culture of justice in their judgments and actions.
Furthermore, Wesfarmers limited should schedule a regular meeting in order to identify issues. It should also enhance the good extent of communication at the workplace as it could be effective to deal with the different condition and helps to address the issues of each individual. The company should provide an opportunity to freely communicate regarding their issues of sessions and then, clear them (Sosa, Gargiulo, and Rowles, 2015).
Along with this, the company should consider the punishment approach. When someone is causing issues, then the company should give out punishment neither excessive nor lack in the workplace. The company should also make standard and stair-step strategy that would be beneficial from verbal to a written warning, termination, and suspension and aware the employees regarding this new strategy (Pandey, 2016).
Wesfarmers limited should make appropriate planning to deal with the organizational issue. It is stated that no lasting favorable modification ever comes without advancing planning. Furthermore, the company should make a plan for alteration by declining the possibilities of uncertainties and maximizing the returns. It should conduct the research to address the issues to favorable modification t the workplace so they can avoid prospect obstacles from the outset. For example, Wesfarmers limited should organize workshop as it would help the workforces for addressing their own partiality regarding other co-workers and overcomes the misunderstanding and freely makes communication (Sosa, Gargiulo, and Rowles, 2015).
Wesfarmers limited should use evaluation approach to make sure that employees are attaining required job standard. Further, it should make evaluation yearly to enhance the ongoing positive alteration at the workplace. It should also provide a favorable feedback system for motivating the employees and deals with cultural diversity at the workplace. Workforces who are trained to emphasize on a favorable aspect of their own attitude will reflect on favorable alteration as compared to what they are doing inappropriate (Coccia, and Cadario, 2014).
In the retail industry, there is a need for Wesfarmers limited to use collective understanding. The company should also develop the cohesive approach amongst team for dealing with organizational issues. The company should provide the opportunity to employees to share the ideas with each other and discuss on the issues on a regular basis. Employees who share common purpose will be more likely to connect and execute favorable change (Burrell, and Morgan, 2017).
Description and Analysis of Organizational Culture
Wesfarmers limited should measure the change in a different manner. For example, the company can obtain survey that determines the willingness of workforces to modify certain behavior as well as organizational practices. The effectiveness of those changes could be determined by addressing the opinion of workforces once alteration has been implemented. The company can enhance the climate of changes by utilizing employee input and process of constant evaluation and testing (Schyns, 2015).
Conclusion
From the above interpretation, it can be concluded that there is a different organizational issue faced by Wesfarmers limited in the retail industry. These issues are employee issue, team problems, and organization-wide problems. It can be also summarized that positive working culture is developed by Wesfarmers limited to motivate the employees at the workplace. In addition, it can be also concluded that tall organizational structure is used by Wesfarmers limited to effectively communicate with each employee.
It can be evaluated that different organizational behavior issues are faced by Wesfarmers limited named motivation, job satisfaction, communication, organizational culture and organizational structure. There are various alternatives to address the issues of organizational behavior of Wesfarmers named open door policy, fair practices, schedule regular meeting, and punishment approach. It can be also summarized that company should make a different strategy to deal with organizational issues named Planning, Feedback, Group Thinking and Measuring Change.
References
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