Dealing with difficult people in an organizational setting is one of the most difficult jobs that people in leadership capacities can have to tackle. The idea is usually that said people often oppose the rules of the organization or find some of the instructions given or even have a lack of mastery in the tasks that are assigned to them. One of the methods in which this difficulty manifests itself in the work ethic and performance of such employees may be inconsistencies in punctuality, unwilling approach towards collaborative works and substandard quality in the way they work. In addition to the inefficiencies that said person could have on an organization, they often also realize a significant amount of resistance when it comes to taking any constructive criticism or instruction from figures in authority.
Dealing with difficult people in an organization is one of the most difficult tasks that administrative end in a company can have to deal with. It is important to note that in trying to accommodate such people into the organizational structure of the company, a lot of time and other valuable corporate resources are often depleted in a bid to streamline the operations given this internal deficiency in the labor force of the company.
In working through different stages of education, group assignments and tasks are often an important learning and educative activity(Overton & Lowry, 2013). Sometimes the group members that one can be assigned manifest some of these consistencies in working with the rest of the group. Some of the ways through which this; ‘difficulty’ is realized is through low attendance and poor participation both when such persons are present and absents(Overton & Lowry, 2013). While such persons derail the entire group, they also undermine some of the structures that have been designed to improve one’s experiences in an education setting. It is important to note that when working collaboratively, the inefficiencies of one person often affects the progress of the larger group. Such a person is, therefore, a derail about the progress of the larger organization.
While learning how to work around such individuals in an academic setting is easier and often less of a difficulty, it often is important to consider the impact of such an individual regarding career development and progression. The network that a person builds often realizes a lot of growth or derail in their career(Overton & Lowry, 2013). It is, therefore, important that in working with other people the value of collaborative association be noted and the potential for advancement in one’s career be taken as a priority before from the onset. One way that individuals can realize credible and exponential growth in their careers is through the formation of strong relationships and the alignment of one's one career with their passions.
Dealing with difficult individuals can take away the morale and even value of working on a project or with a specific company. The value of one’s performance both individually and in the context of a team should reflect their passion and mastery of tasks and responsibilities that they are assigned. With such an approach, the value of collaborative task management and even advancement given a passionate and objective take on task management in one’s career often e improves the overall performance of the and individual within the company or team (Overton & Lowry, 2013). It is, therefore, imperative that working with a pre-assumed capacity to work around such inefficiencies can make for a better career platform and guarantee the value of collaborative work in an organizational setting(Overton & Lowry, 2013).
References
Overton, A. & Lowry, A. (2013). Conflict Management: Difficult Conversations with Difficult People. Clinics in Colon And Rectal Surgery, 26(04), 259-264. http://dx.doi.org/10.1055/s-0033-1356728
