At the workplace, it has been evident that as the organization diversifies, the problems at the workplace intensify. As a small business, the managers experience several levels of conflict as employees, teams or organizations. The common causes of such problems at the workplace include lack of proper, flowing communications as well as improper organizational structure. The issue has been major barriers to the advancement of the company following improper organizational structures in the organization.
At the workplace, there are cases of employee issues. The problem of an individual in an organization would lead to personality conflicts, supervisor issues, as well as personal trauma. Proper organization will ensure proper knowledge of the cause problem which continues to encourage the advancement of the problem (Rowlinson 327). For instance, in a decentralized organization, the employees may be required to answer to a number of supervisors if there is no proper communication.
The proper running of an organization highly links to the team problems. For excellent performance, teams must be focused to achieving certain goals as per the set plan. Should some members disconnect with the team, the functionality in the organization would be impossible if the involved parties do not participate fully. Such issues have been evident when the organizational communications have become a challenge. In such cases, team leaders need to focus on exclusive feedback as well as foster cohesiveness.
At some point, communication in the organization has been a major challenge when the team is dispersed. There are instances when the managers try to communicate to the people and it becomes hard since the only available avenue is through the teams set to ensure proper execution of plans and activities of the organization. As such, the team leaders should help the managers to diagnose the existing problems and define the most reliable action to avoid cases of performance reduction.
In cases, where the organization has take long while to deal with organization-wide problems small employee and team problems have taken extremely long. The situations results to the creation of opposing sides in the organization where the groups focus of the odds of the other group. It becomes extremely hard to define a solution to the problem when the situation is in this form (Rowlinson 327). The organization has employed exclusive measures at points where the avoidance of the problems has not been effective. The culture of the company is extremely important and must be protected at a point where some people are not willing to work as per the defined direction.
The organizational problems have also been challenging at the workplace when the solutions are extremely many. However, the procedure that has been common at the workplace has proven to be tedious and exclusively long. The company ensures proper management and resolution of the existing problem. In a case where the employees are in conflict, the organization focuses on resolving the existing problem without indulging to the powers of the team. The company believes that the employees who are not involved in the problem should offer assistance in dealing with the problem. Secondly, the organization learns the problem in the root causes with the intention of addressing the problem and dealing with the repetition of the issues. Although, the steps are well stipulated it becomes difficult in the organization to determine, which steps are to be employed at a certain time.
Work Cited
Rowlinson, Michael. "Management & Organizational History : The Continuing Historic Turn".Management & Organizational History 8.4 (2013): 327-328.
