Introduction
This paper entails a comprehensive response to five main questions that revolve around the responsible management of a business entity from a leadership perspective. In this regard, the responses that will be alluded to in this paper comprise of different aspects of the management of a business entity more so in relation to the leadership and management of the human capital working within an organization.
This paper will also evaluate the nature of the relationships between employees within an organization and how the management can mitigate conflicts and leverage on these relationships so as to ensure that they result in the attainment of the organization`s goals and objectives. The issue of employee motivation will also be highlighted in one of the questions that will be addressed in the paper, as will also be the topic of change agents and how they can be used to influence change within an organizational setting.
Critique the term personality clash
According to Walker (2011, pg. 218), a personality clash refers to a conflict that may arise between two or more people, which is attributed to differences in the opinions, character traits, perceptions and personalities of the individuals involved. Walker (2011, pg. 2018) further adds that for a clash to practically occur, the involved individuals must voluntarily or involuntarily find themselves in a space where they are required to work together in the pursuit of a stated goal or objective.
Why might a manager`s assumption of personality clashes result in problems in a workplace relationship?
According to Fisher (2011, pg. 996), a personality clash among employees working within a given organization is potentially one of the biggest detrimental causes of its failure to achieve the goals and objectives that have been laid down. This outcome is attributed to the fact that the employees of an organization are primarily charged with the mandate of ensuring that the roles and duties that an organization needs to take to achieve its objectives are subsequently undertaken in the best way possible.
However, Fisher (2015, pg. 996) notes that with the emergence of a personality clash, the likelihood of a subsequent emergence of conflict among such employees is highly possible. Therefore, a manager must always remain cognizant and vigilant in the identification and management of such personality clashes so as to ensure that they do not sabotage the organization`s goal-attainment process.
Importance of personality clash mitigation by managers within an organization.
According to Walker (2011, pg. 220), the management of personality clashes within an organization is an important duty which the concerned managers must proactively undertake so as to ensure that these employees are able to co-exist harmoniously and work synergistically towards the attainment of the laid down goals and objectives.
Accordingly, this management process begins with a critical understanding of the fundamental causes of personality clashes within an organization. According to Fisher (2015, pg. 700), the differences in the personalities of individuals can be attributed to a number of factors. These factors include the individual’s cultural and religious backgrounds; their level of education attained to date; the environment within which these individuals were brought up as well as their generic DNA constitution among many other factors (Fisher, 2015, pg. 700).
As a result, managers must begin by critically understanding the scope and extent to which these factors define an individual’s personality and how it impacts their behavior at the work place. Systems should then put in place to ensure that whenever conflicts arise as a result of personality clashes, they are dealt with in manner that ensures a harmonious co-existence among employees going forward (Walker, 2011, pg. 222).
What is a breaching experiment?
According to Clara (2012), a breaching experiment refers to a procedure that is undertaken with the intention of evaluating how people respond or react to situations and scenarios in which the social norms that they widely and commonly accept are changed or violated. This school of thought is primarily associated with the philosopher Harold Garfinkel, who undertook the study of these reactions and responses by people through a process referred to as ethnomethodology (Clara, 2012).
The results and conclusions that have been derived from these experiments have contributed significantly to the understanding of people`s behavioral actions whenever their social norms have intentional or otherwise been changed over time (Clara, 2012).
How can an understanding of these experiments be helpful to a manager?
According to Garfinkel (2002, pg. 153), the primary significance and importance of the breaching experiments was to understand how people would react to changes in values and activities that they have accepted as social norms. Such changes may also take place within an organizational setting as a result of intentional actions that are influenced by the need to harmonize the social framework within an entity with its overall goals and objectives (Clara, 2012). Similar changes may also occur as a result of unintentional factors that are beyond the control of the concerned stakeholders within an organization (Clara, 2012).
Through the breaching experiments, a manager can be able to understand how the employees that they lead will respond to the said changes from a social perspective, and whether such responses will endear the employees closer or further away towards the attainment of the goals and objectives of the organization (Burr, 2015, pg. 17).
Ultimately, a manager will be able to create a framework through which he can manage such responses and reactions by his employees and subsequently captain them towards the attainment of the entity`s vision and mission (Clara, 2012).
Discuss the difficulties in breaking out of a pattern of behaviors once they become a historical part of a relationship and what alternatives are open to anyone wishing to change perceptions of what others think about them
According to Garfinkel (2002, pg. 155), one of the main challenge or difficulty which an individual who has formed a historical behavioral pattern faces is the comfort zone aspect associated with such a pattern. Accordingly, it becomes difficult to break out of such patterns since the said individuals have not only become accustomed to them, but have also developed a mentality in which they are in tune and comfortable with them.
In changing the perceptions of others about themselves, Garfinkel (2002, pg. 160) advises individuals engage in activities that physically demonstrate the desired perception that they wish to create as opposed to a situation where they instead try to change such perceptions through dialogue and word of mouth.
Briefly define a “complacent”, “resigned” and ‘cynical” conversation
Complacent Conversation
According to Mee (2011, pg. 64), a complacent conversation refers to one in which the participants feel that they are satisfied with their immediate environment and the manner in which the things, people and events around them are currently unfolding. In a complacent conversation, the concerned parties are unlikely to involve themselves in initiatives that are geared towards changing their environments or the people around them according to Mee (2011, pg. 64).
In this regard, a complacent conversation can be perceived as one in which people are generally in a comfort zone and they feel content with their surroundings (Mee, 2011, pg. 64). Within an organizational setting, a complacent conversation is likely to take place among stakeholders who have met their targets or who feel that the organization is generally moving in the right direction.
Resigned Conversation
According to Louis (2011, pg. 279), a resigned conversation is one in which the participants general have a negative or a skeptical perception of the events and things that are currently unfolding around them. Accordingly, these participants generally feel that things are beyond their control and they are in most cases not happy with the current status quo. However, despite their indifference and feelings of lethargy, these participants generally have given up and they normally feel as though they cannot do anything to change their reality for the better (Louis, 2011, pg. 279).
Within an organizational setting, a resigned conversation is likely to take place among lower cadre employees that are involved in manual or menial labor. Due to the state of their job descriptions and the desperation associated with them, these employees will more or less accept whatever conditions and terms of working that they are handed with the general perception being that such working conditions are beyond their control (Maslin, 2016).
Cynical Conversation
According to Ambrose (2012, pg. 76), a cynical conversation is similar to a resigned conversation in the sense that they both involve a negative perception or outlook towards the status quo that currently influences the participants of the conversation. In the case of the cynical conversation, the concerned participants generally feel as though the people whom they interact with generally and primarily are interested in the pursuit of their own interests only (Ambrose, 2012, pg. 76).
Within an organizational setting, cynical conversations are normally common among competing parties within an entity who strive to achieve certain personal goals and objectives under the guise of office politics (Jabri, 2012, pg. 212). In such instances, individuals will actively engage in actions that are designed towards ensuring that they achieve certain benefits which they will enjoy at an individual level. For example, such objectives may include the clinching of a vacant position that has attracted a lot of interest and which is superior to the one currently held by an individual (Jabri, 2012, pg. 12).
Briefly outline a story from the perspective of a victim in an organizational setting.
In many organizations, employees tend to be overlooked when opportunities for promotions arise by their superiors or their bosses. In many instances other than in systematic and hierarchical organizations such as the military, such oversights are usually done so as to favor less qualified individuals whose only claim in the ascent to their current positions is as a result of underlying interests by the appointing or promoting bodies.
In the 1992 blockbuster movie “ Scent of Woman,” Al Pacino, who plays the role Lieutenant Colonel Frank Slade is a bitter and blind ex-military officer who served 26 years in the army, but was constantly overlooked in favor of other candidates despite his diligence and commitment to his work when it came to promotions to the next rank (Maslin, 2016). As a result, he was stuck in the same rank, for many years without any upward mobility until he retired, and this experience created a deep sense of resentment and bitterness in his heart.
His situation was further compounded by the fact that he was forced to retire early after suffering an accident while on the line of duty that resulted in his permanent blindness. These two experiences ultimately reduced Lieutenant Colonel Frank Slade into a man who now was a pale shadow of his former self (Malsin, 2016). This bitter and old retired army man is forced to retire and live with his niece who looks after him, although she herself has a family of her own to take care of.
However, when the niece hires a young man by the name Charlie to look after the old man over the Thanksgiving Weekend while he travels with her family, it is then that the positive attributes of the humiliation and bitterness that the Colonel has suffered are then revealed in the wisdom that he imparts into this young man (Malsin, 2016).
Firstly, Lieutenant Colonel Frank Slade instills a sense of discipline and responsibility in the young man through the chores that he tasks Charlie to take care of in the course of their interaction (Maslin, 2016).
Secondly, the Lieutenant Colonel listens keenly to an issue which the young man is currently facing and advises accordingly, and this advice turns out to be very crucial in the decision which the young man takes regarding the said matter (Malsin, 2016).
Thirdly, the Lieutenant Colonel takes the young man on a trip to New York, and it is here that he teaches Charlie the importance of enjoying the small things in life because they ultimately make a difference in the experience and quality of an individual`s life (Malsin, 2016). Lastly, the Lieutenant acts as a guardian and father to the younger man and help him to face the student council for which Charlie was the subject of a disciplinary suit against him (Malsin, 216).
These experiences demonstrated by the Lieutenant Colonel would not have been possible if he did not undergo the negative experiences he was subjected to while he was still working (Malsin, 2016).
List the personal Characteristics and Competencies of Change Agents that enhance the prospects of change taking place.
According to Amdur, Davidson, Mitchell and Redner (2013, pg. 232), the first main characteristic of effective change agents is that they have a clear vision and mission of what it is that they intend to achieve through the change process, and they are subsequently able to articulate this vision and mission to those whom the lead. Through this communication and articulation process, these agents are able to ensure that they operate on the same page as their subordinates in effecting the change.
The second main characteristic and quality of effective change agents is their patience and persistence which they never give up on during the process of initiating the change process (Roloff, 2012, pg. 499). These qualities of patience and persistence are primarily influenced by the fact that these change agents are able to envision that which they hope to achieve and to do all that it take to accomplish it. The benefits that will arise from the successful completion of the change process will outweigh the patience and persistence required according to Roloff (2012, pg. 499).
The third characteristic of effective change agents according to Jones (2013, pg. 25) is their overly inquisitive nature. Since the change agents overriding desire is to ensure that they change process succeeds accordingly, they will seek to understand the process as comprehensively as possible by asking questions that are relevant to uncloaking bottlenecks that may have been faced in the course of the process, or in creating action plans that will accelerate the process (Strain, 2013, pg. 139). Through this inquisitive approach, the change agents are able to successfully create effectiveness and efficiencies in these change processes.
The fourth main characteristic of effective change agents according to Jones (2013, pg. 25) is their leadership skills which they exemplify by leading by example as opposed to merely giving instructions. In this regard, these change agents are able to carefully demonstrate what it is that they hope to achieve by they themselves acting as the guinea pigs of the change outcomes which they hope to achieve and this inspires the subordinates to follow in the same direction (Jones, 2013, pg. 25).
Lastly, the fifth characteristic of effective change agents within an organizational setting is their ability to build relationships with their colleagues and change partner stakeholders that are based on trust (Smith, 2015, pg. 207). Through these relationships, these agents are able to ensure that the change process is equipped with the necessary resources that it requires for its success from the perspective of the needed human capital. The synergy arising from such relations ultimately proves to be beneficial to the change process both in the short and long runs (Smith, 2015, pg. 207).
Conclusion
This paper has discussed in detail the main responses to five different questions that had been posed in relation to the management of an organization in a responsible fashion. The main responses that have been covered in the paper included the personality clash aspect and how it influences organizational workflow within an entity. This paper has also covered the breaching experiments that were introduced by Garfinkel and their corresponding impact within an organization.
The different types of conversations that may arise in an organizational setting have also been discussed in depth as well as a practical example of an employee who underwent an adverse situation within a business entity. In closing, the different aspects that have been analyzed and discussed critically in this paper are expected to contribute positively towards the school of thought that deals with the responsible management of a business entity.
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