Issues in Organizational Behavior
Organizational behavior is the study of different behaviors of people in various organizations (Griffin, 2011). It is one of the most important aspects of any organization. This report throws light on a real life problem that I faced in my workplace. A solution plan has also been devised to overcome such a problem. Every employee faces some or the other problems at workplace. Organizations have numerous people coming from different backgrounds working together. Therefore, it is only natural that there exist various conflicts owing to different working styles of different people (Robbins, 2013). However, it is imperative that such issues are addressed transparently and in an organized manner. This helps employees in adjusting well with the organizational environment that they work in (Pinder, 2014). Unresolved issues can often be a cause of stress as well as demotivation in the environment. In this report, I have laid emphasis on an issue that I faced with my previous manager.
The problem that I faced at my work place was related to immense miscommunication and lack of understanding that I faced with my manager. I had a really tough time working with her because the chemistry was simply not right. Her attitude and behavior was rather mean. She often spoke to her direct reports in a demeaning and condescending tone. I found that she paid no interest in my personal and career goals. I often felt that I was not a part of her team and could not understand if I was adding any value to the business. Recently there was a position that became open under her leadership. Even though the position is an excellent opportunity for growth in my career. However, my previous experience with her has stopped me from applying for that position. I have a great equation with my previous managers and I would willingly work with them. But despite the fact that we are cordial to each other when we cross paths, I don’t think I would ever be willingly able to work with her. This is the primary problem that I faced at my workplace. Given below are a few strategies that could be applied to resolve such an issue if it may arise in the future.
For every problem existing in the organization, it is important to address it and reach a conclusion or resolve it. This is especially when the issue directly hampers the work place motivation or performance (Abiodun, 2014). Therefore, given below are a few strategies that can be implemented in such a scenario. It also throws light on the measures that an organization as a whole can take in order to ensure that such differences between the employees can be addressed and resolved effectively.
Real Life Work Conflict and Solutions
The first and foremost step that any employee must take in such a scenario is to communicate with the manager if they feel demotivated by their behaviors or actions. This should be done even if the issue arises between peers at work. Open communications are the most underrated solutions to many problems that are faced in workplaces (Lewicki, 2014). A healthy communication can lead to a change in behavior as well as a positive equation between the manager and the team. Especially in the above mentioned problem, it is seen that the manager uses only official mediums of communication like the official messenger but puts no effort to communicate personally. In such a scenario it is possible that the manager does not even realize that she is doing something wrong. Hence if the employees could have a heart to heart communication with her, it might lead to change in her behaviour. Secondly, sometimes employees do not feel comfortable discussing such issues with their managers face to face. In such a scenario, employees could send an Email or an SMS to communicate the same (Spaho, 2013).
A 360 degree feedback system in an organization must be in place with an aim to improve employee performance and encourage personal growth in the employee’s career. This 360 degree feedback must also include feedback from seniors as well juniors (Alvesson, 2012). Most organizations fail to consider feedbacks of an employer from their employees. However, it is very important and crucial for the success of any organization. More often than not, it is easier for managers to provide a feedback to their direct reports but it is difficult for the team members to provide a feedback to their managers in the fear of offending them. However if a proper feedback system is in place, it will be easier for the team members to provide an efficient feedback to their manager. A feedback often makes communication meaningful and plays a vital role in a productive partnership of two people working in the team. Transparent feedbacks motivate employees and help them feel valued (Dahling, 2012). If they have a say in the performance of their manager, the manager will also be on the toes and continue to work efficiently. This is why a 360 degree feedback system must be effectively in place for the success of the establishment of a positive culture in the organization.
Training and development of managers is very crucial in any organization. A manager is not only a manager but a leader in the true sense of the term. Therefore it is essential that the moment a managerial position is offered to an employee, he or she must be given appropriate training to improve upon their leadership skills, team building abilities and communication potentials (Salas, 2012). Not everyone is a born leader and hence these qualities may or may not be possessed by a first time leader. Hence such training sessions in the organization inspire, guide and motivate people in the position of power to lead the team in an effective manner (Bryman, 2013).
Strategies to Address Conflict
These sessions not only help the manager but also effectively assist in improving the overall team performance. The feedbacks received from the direct reports of the manager must also be taken into account while providing these trainings to the managers. Training programs help in addressing the weakness of the employees and also enhance their level of knowledge in an appropriate manner (Day, 2014). These trainings must be conducted frequently to make sure that their impact lasts long. It is important that these trainings are effectively evaluated by taking a feedback of the manager from his or her direct reports (Tahir, 2014). Any improvement in their skills could be attributed to the training. Sometimes when a person is hired at a senior position, he or she may not be entirely well versed with the culture of the organization. This is when such trainings play a vital role in ensuring that the newly hired leader gets accustomed to the organizational culture and is also able to add more to the table.
Organizational culture also plays a vital role in causing such differences among employees and how they can be addressed and resolved. Some organizations have a culture of open communication which makes it easier for employees to speak to their manager and address such issues arising in the organization (Keyton, 2011). However a rather closed communication culture of any firm makes it difficult for employees to communicate freely to their managers and hence such issues remain unresolved. This creates a sense of frustration and demotivation within employees.
The founders of the employees as well as the top leaders must ensure that they encourage open communication in organization. This is the culture that must be built from day 1. Open meetings, discussion forums, coffee meetings, office parties, feedback sessions, anonymous feedback boxes must be inculcated in the organization in order to make sure that employees of the organization feel free to communicate and bring up issues when they face any (Tsai, 2011). This culture can be built if managers consistently encourage their team members to speak about their problems without taking any offense. The senior management of the organization must also practice open door policy. This open door policy is a practice that many organizations are now implementing. This involves the top management of the organization leaving their doors open at all times symbolizing that they are open to communicating with the members of the organization at any point of time, over any issue and in any manner (Klein, 2012). Open door policies encourage employees to go up to any hierarchical position in the organization and clarify any problem points that they face at work.
Effective Communication
A flatter organizational structure which involves people sitting together rather than in their personal cubicles also encourages open communication (Yinan, 2014). The business infrastructure must contain feedback boxes that would allow employees to post their suggestions and problems anonymously. Top management as well as the employee must make sure that any time they provide a feedback to anyone, it must be clear yet private. Insulting or demeaning any employee publicly can further add insult to injury which would only adversely impact their performance.
This should be the last solution resorted in order to address the issue mentioned above or for that matter any issue faced with a senior in the organization. Escalation refers to taking the issue to the next level. In some way this means complaining about the manager to their senior (Branch, 2013). Here the role of the senior that the complaint has been sent to is very crucial. It is imperative that they handle the situation in an organized manner without causing more conflict. This escalation is a sure way of ensuring a change in the behavior and attitude of the manager however there is a risk of offending the person. This is why such complaints must be made in a polite manner and only when all other alternatives have failed. The senior who has received the complaint must also ensure and respect the privacy of the two employees and not discuss this issue further with a third party.
First and foremost I would try my best to communicate with the manager by sending an email addressing the issues that I faced. It is important that the email sent is polite yet clear and humble.
If there is no change in the behavior, a face to face conversation would be more ideal to provide a transparent feedback. In most of the cases, there would be a noticeable change in the behavior of the manager after it has been communicated.
A recommendation for training on leadership development, team handling and communication management could be conducted in the organization. This must be recommended to the top management of the organization. The team members of the employees attending the training should be asked for feedback after a month into the training.
If the situation still does not resolve, it must be escalated to the next senior in line. It is important that this escalation is done in an effective, polite and organized manner. The aim of the escalation is to bring about a change in the behavior of the manager and improve team performance. The idea should not be to insult of rudely complaint about the manager.
360-degree Feedback System
After the manager has received trainings and transparent feedbacks from the seniors as well as the juniors, it is strongly plausible that the situation would improve. However, if the complaints continue to arise and there is no noticeable change in the behavior of the employee, then he or she must be given a strict, sound and fair warning. The employee could be put under a performance improvement plan. In this plan the employee’s communication skills and behavior around peers would be strictly evaluated.
Lastly, if the employee still fails to change their behavior and if it directly or indirectly impacts the performance of other employees in the organization then it would be best for the success of the organization that the employee would be laid off in a polite manner. To achieve this, the employee must be given a fair warning and reasons for their termination. They must be given the time of 1 month to hand over their responsibilities and look for other job opportunities.
Once a solution plan has been in place and implemented it is also essential that the plan is measured. This ensures that there are positive impacts of the solution plan. This measurement plan is essential to even motivate employees who are a part of this solution plan.
The very first method of measuring this solution plan is by checking and evaluating the team performance. Such an improvement plan is sure to lead to a better team performance in the coming time. Therefore it is important to closely monitor the performance of the team once this plan has been implemented.
In the process of implementing the solution plan, it is also important to take the feedback from team members on the behavior of the manager after the solution plan has been implemented. This feedback will help the management in ensuring that the solution plan has worked and there has been a noticeable change in the manager’s behavior.
It is also important to notice the team culture upon implementing the solution plan. It is important to note if the team is communicating more, giving appropriate feedbacks, feeling comfortable and working efficiently or not. The team’s culture is the most honest reflection of genuine communication and respect between the employees of the team.
This exercise played an important role in my professional life. I learnt various things while doing this report. The first and foremost thing that happened while I worked on this report was that I was openly able to address this issue and accept my problem. This is the most important thing that happened because until now it was difficult for me to accept the issues and address them head on. I learnt that as a part of my personality I tend to avoid problems and not face them. I had rejected a brilliant job opportunity because it required me to work with the same manager. And today I realized, if I could have just tried to address the issue, things would have been very different.
Training and Development
The most difficult part was communicating the issue with the manager. I am an introvert and often find it difficult to speak to people face to face and confront them regarding any issue. I am planning to read books and practice effective communication skills in my everyday life. This communication part of the project as well as learning how to give an honest feedback without offending the other person is what I learnt in the process of doing this report. I also learnt the importance of honest feedback. And I have come to appreciate these feedbacks and taking them constructively rather than negatively. I am sure this will help me out in the span of my career.
I also learnt that as an effective team player I could do my bit in improving the culture of the team that would enhance communication and promote transparent feedback within the team. There are various courses available online that are for team building and development, I plan to take up such a course. Overall the project was a great learning experience and the effects of which are expected to stay with me in my entire career span.
Conclusion
Every organization has a wide variety of people who come from varied backgrounds and have different working styles. Therefore it is only natural to face some sort of a discord or conflict among employees. No work place is every free from all issues. But what is crucial and of utmost importance is that these issues are addressed in an effective and timely manner. It is also important to reach conclusions and resolve such issues as they very directly impact work place motivation and hence employee performance.
This case refers to the issue that I faced with my manager whom I could not get along with. I found her really mean and often demeaning. She took almost no interest in my personal growth and the miscommunication was causing additional troubles. While working on this report, I decided to take up this case and try to evaluate how this issue can be resolved.
I have come up with various strategies that could be adopted when employees face such problems at workplace. Firstly there has to be an open communication and a transparent feedback system in place. The top management as well as the leaders of the business must personally ensure that such a culture is practiced, motivated and developed in the organization. This helps employees address issues that they face and remain motivated to perform better because their problems can be quickly resolved. Secondly, proper and effective training and development sessions should be organized in the workplace to teach effective communication skills, efficient team building abilities and enhance leadership qualities of individuals at managerial roles. Such trainings help employees, especially new leaders, learn how to handle the team and how important is the role of communication in the effective functioning of every team. And lastly, if the matter still does not improve then the issue must be escalated to an immediate superior. The superior in turn is expected to take the matters in hand and resolve the issue before the performance is hampered further. However, escalation is the last solution that must be resorted to.
References
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