Case Study Of Jumbo Hagendoorn

One of the key features firstly is respect, throughout the organisation there must be a mutual understanding as to who is who and what their roles are, staff are encouraged to have respect for each and every member of staff regardless of their responsibilities. It is not realistic to assume that each staff member will get along and be the best of friends, however in the work environment we aim to leave personal issues at the door, if there is lack of respect between colleagues this can impact not just group performance but individual performance and ultimately impact the service that the organisation is providing. It is vital that any issues which do occur within staffing groups are communicated to the manager or senior to find a solution, additionally there must be respect for these positions in order for the team to be managed properly otherwise individuals may not understand the boundaries as an employee and therefore do as they please, inevitably damages the trust between management team and staff team.

You also have to protect the company’s identity and the self-esteem of its people. Those two goals – making change and safeguarding identity – can easily come into conflict; pursuing them both entails a difficult and sometimes precarious balancing act.” Also, emotional bonds get created throughout the cross functional teams because they are no longer dealing with employees from just their departments. You learn from and about employees from all different levels and statuses.

After working in this position for a while working in groups and introducing new group members is a key ingredient in building teams and relationships. In groups and teams, relationships are the feelings, roles, norms, statuses, and trust that both affect. They reflect the quality of communication between a person and others. The variables that have an important effect on relationships are made with others in small groups. These are the roles a person assumes, the norms or standards, the group develops, the status differences that affect the group's productivity, the power some members have, the trust that improves

A working relationship based on trust, respect and professionalism will enable all members to feel part of a “team” all members should be given the information and any resources necessary to make sure that they can “fulfill” their role . Where there are difficulties these should be identified as soon

As part of week 2’s Organizational Diagnosis 1, this assignment will continue by describing and analyzing employee interactions within the Lincoln Financial Corporation’s Customer Service Department. Interpersonal relationships between co-workers play a vital and important role in one’s career and it enables one to further their career aspirations. Also, interpersonal relationships allow for verbal and written communication amongst co-workers. However, there are times when communication, employee relations are taxed and it calls for a company to determine ways to strengthen the work bonds among their employees. This paper will address both the positive and negative aspects of employee relationships and offer an analysis in terms of whether or not they are functional or dysfunctional.

It is a company that deals with the production of all types of tires for all the model of vehicles. The company has employed approximately two hundred employees. These employees deal with running of the machines, packing the finished products and assist in distribution. An internal scan of the business shows that the employees of this company have a relationship that is not close. Everyone has his or her own assigned job and to not get enough time to interact. The management team as well only gives orders and ensures that the organization is successfully running. The relationship of the management team and the stakeholders is better than that of the management team and the employees. The activities in the organization run smoothly though there is a gap between the employees relationship.

In this case study, a manager named Abdul has to deal with one of his subordinate named Hahn Chen who problem working along with another colleague has named Amie Lee. Chen wishes to be transfer and report directly to Abdul instead of Ms. Lee because Ms. Lee is not a technical supervisor. This is typical problem between employees that happens often in a working environment. A problem like this often helps demonstrate conflict managing and how good a manager is. The problem Abdul face covers many areas of organizational behavior such as conflict and negotiation, organizational change and stress management, communication, personality and values.

In today’s world teamwork is being utilized by companies across the globe. Employers are seeing the value of teamwork and what can be accomplished when people put the strengths together. These teams consist of people from different cultures with different personalities. Conflict is inevitable when it comes to group dynamics. Conflict resolution is necessary to keep the group functioning efficiently. This paper will analyze group dynamics and focus on conflict resolution by way of communication.

When an employee starts a new company, there are several external and internal factors that impact on the employment relationship. Relationships affect both management and worker’s performance. The quality of these relationships have an effect on the organisation.

The inability to establish an effective management structure would be the case in this situation since there is no organization within the company such as; no clear lines of authority. To avoid this problem the owners should define the channels of communication among the employees, specify each employee's level of authority and

The purpose of this assignment requires consideration of how to develop and maintain trust at work, as well as how teams are built within the workplace and what effects and concerns a manager needs to be aware of.

Maintaining a strong employer and employee relationship can be the key to the ultimate success of an organisation. It is known that if a strong relationship is in place employees will be more productive, more efficient, create less conflict and will be more

JJ has complained on behalf of the performance measurement system because currently his bonus is based off of production cost being less than 43 percent of sales. JJ believes that the production facility is operating as efficiently as, if not better, than it has before the expansion. Due to this performance measurement JJ’s ownership when from 25 percent to 8 percent and he is losing bonuses and annual dividends.

An employment relationship describes the dynamic, interlocking economic, legal, social and psychological relations that exist between individuals and their work organizations. Palgrave Macmillan (2013), Glossary [online] Available at: < http://www.palgrave.com/business/brattonandgold/glossary/glossary.htm> [Accessed 17th September 2013]. Factors that impact on this relationship both have a detrimental effect to the running of a business. I will focus on two internal and two external. These being:

The same employee may have had close relationships with subordinates before they became supervisor. This example shows how occupation impacts behavior and how a change in position can alter individual behavior.