Management Challenges Facing People with Disabilities (PWD)
Introduction
The management challenges are those problems with that the manager and administration make hard struggles to come up with the solutions. Most of the field experts and research studies have found that these problems and challenges are usually derived from the lack of communication or unorganized communication (Njomo 38). The management and administrative manager of People with Disabilities (PWD) is also sniggled in these types of issues and problems. Therefore, the report is aimed to analyze the management challenges of PWD and to provide the path for the resolution of these challenges in the context of managerial concepts and theories.
Peter is an administrative manager at PWD. Though he spread the awareness of the changes required, however, he was hired without the proper training and development of how to communicate within the organization and how to deal with the challenges and resistance come across from the staff and employees. Therefore, the lack of skills and training is one of the major problems of the management of PWD.
Further, for the change in the organization, the management is needed to communicate efficiently with the people within the company to understand the reasons for why they resist these changes and how to motivate them. Simple awareness is not considered as enough for the change management in the organizations. To solve the issues of the people within the company, a complete change management practice is required (Hayes 161). Hence, the lack of proper communication is another major challenge faced by the administrative manager in PWD.
According to the management practice concept, communication is one of the most important tools in the managerial process to deal with the staff and employees and internal and external public of the organization. The lack of communication increases the dissatisfaction among the employees that directly results in poor performance, turnover, and absenteeism and develops stress among the staff (Optum 1-2).
Another challenge of the management of PWD is managing the behaviors, attitudes, and performances of the human resource of the company. The attitudes from top to down are unmanaged such as Sarah is usually late at work, lack of communication skills of Roy, limited skills of Lorna, frustration of the field workers and own administration of middle managers and team leaders. Development of the relationship with the stakeholders either includes the management, staff, leaders or ownership of the company is very important for the effective management of the organization (Clegg, Kornber & Pitsis 664). Therefore, the management has to consider the solutions to deal with the attitudes and problems of the employees and other stakeholders.
How to resolve these challenges
The challenges in the management are very important to resolve for the effective and smooth functioning of the organization. The challenges in the management practices of PWD can be resolved based on few more focused and planned strategies, policies and practices. First of all, the administrative manager is required to get training for the administrative job, role, and responsibilities. He must be clearly defined with what he needs to do to solve the problems in PWD. On the whole, he has to learn the leadership practices to deal with the organizational challenges and problems and to bring successful change.
The leaders must have additional skills and talent to lead others in different context and situations (Yang et al. 40). Situational leadership theory of Hersey & Blanchard states that the leaders must be trained and developed to adopt different practices and strategies to deal with different situations, complexities, and problems. According to the theory, the style of leadership must be aligned with the given situation and practices (McCleskey 118). Therefore, based on the theory, the training and development of the administrative manager is important to deal with the situation problems and conditions of PWD.
The study has stated that to solve the conflicts, stress and conflicts issues within the organization, the practice of relational leadership is very important (McCleskey 118). The administrative manager, to solve the issues of different team workers, leaders, and managers, is needed to adopt the relation-oriented leadership style that will help him to develop concord relation with them and equal participation of each member of the organization to achieve the organizational goals.
It has been suggested by many studies that the involvement and participation of employees is very important for the efficient performance of the organization (Sofijanova & Zabijakin-Chatleska 31). It means that the administrative manager has to bring all members and employees of the organization together with his leadership skills and practices and to motivate them to participate in the organization.
For bringing changes in the organization, the administrative manager has to follow the 8 Step Kotter’s Model of Change Management, which states that for the change management, urgency for change is the first major step in the company and then the communication and vision for change are also important to bring the change (Appelbaum et al. 765). Once, the change is successfully communicated and accepted; the management has to ensure the short successes and long term achievements to the employees to implement the change. The model is very important and fundamental in the field of change management. Therefore, the proper change management practice is required by the administrative manager to bring changes and to reduce the resistance from the employees in the company for the successful change.
Conclusion
Works Cited
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