Case Study of a Flat Organization

3. Conflict management: - speak to the person first, then if not resolved speak to the manager

There is a need to monitor and review working relationships, if conflict or lack of communication is a problem there is a need to establish a reason for this and look for a resolution acceptable to all parties and identify areas for improvement. One way to maintain a good working relationship is to have regular contact not only verbal but face to face contact through meetings at least monthly, this provides opportunity to discuss any concerns or maybe just have a chat about things in general, also keep in touch via email and telephone. It can create problems if the only contact they have is when there are problems as this may give

Lack of communication (mutual interaction) and dearth of reciprocal influence becomes evident as we go through the case. Also, Team members shared limited information which

Team has to agree on the methods to which conflicts can be resolved within the group, this has to be addressed as soon as possible to enhance team cohesion and progress team effort towards achieving its goals.

Being as this group is not in the average group setting, communication is key for greater results. Members should make good use of use group email, group discussion board forum, or text for updates and for clarifying any questions. All members are encouraged to check their emails and discussion boards daily. If a member is unable to fulfil their commitment, all other members should be notified immediately so that the task can be reassigned and completed in a timely manner. Exchanges will be open, honest, respectful and proactive.

Employees are more engaged when they feel that their efforts are directed toward a vision they can believe in. Share the company’s vision and goals with employees, and inform them about the organization’s strategy and challenges. Let each employee know how his

For instance, having an employee’s feedback box will provide all employees’ access to address different issue without the feeling of intimidation. The employees are aware that these issues can be very damaging to the company, if not addressed in the proper manner. I just think that the employees are more in tuned with the issues that are more pertinent. The area of Pay and Benefits is also an important factor.

• use strategies for promoting collaborative decision making and problem solving, facilitating team building, and developing consensus.

* have employees who value individuals and their diversity, respect others and openly share information, knowledge and views to help colleagues succeed.

This method will help them find and appreciate possibilities together for pursuing enduring resolutions that will positively impact communities, future generations and the company. It will also ensure that both the company and the communities will always understand each other 's interests, issues, needs and concerns. Also, they support programs and institutions that contribute to building an educated and engaged workforce7. This enriches the individual’s skills and also provides skilled workforce for the company as they will be operating in a knowledge and skill rich environment.

3. Allow all employees to participate in decision-making processes and to understand their jobs better

2. Hold a meeting among all team members and coaches to communicate honestly and openly in order to find and solve the problems especially

- Provide more authority for the employees to self-manage and make decisions.-Invite the employees to contribute to more important department or company-wide decisions and planning.-Provide more access to important and desirable meetings.-Provide more information by including the employee on specific mailing lists, in company briefings, and in our confidence.-Provide more opportunity to establish goals, priorities, and measurements.-Assign the employee to head up projects or teams.-Provide the opportunity for the employee to cross-train in other roles and responsibilities.

A great opportunity lay in employee recognition. Employee recognition will be nonfinancial benefits offered to employee. This non-financial benefit allows management to proper recognize and foster employee loyalty as well reinforce positive work behavior and encourage for repeat performance in all areas of the job (Henderson, 2006). Another non-financial benefit for employee is training. Training will allow employee gain additional knowledge and expertise and to be up to date with new technology open opportunity to advance in their career. These non-financial benefits allow management to make sure employees are value. Including employee in department meetings and allowing employee to have a say so in decision making demonstrates respect for employee and it allow the

The structure of an organisation is built in order to achieve the distinct tasks by the labour and coordination between teams to provide goods and services. Organisational structure is selected in order to have a basic work and consistency according to the situation. The most foremost factors in an organisation are skilled labours, mutual understanding among the fellows and direct control to frame a good result. A good structured organisation results in quality production, which can be taken into peoples consider through marketing. When an organisation tracks in a solid structure, management plans and tasks can be easily constructed and executed. In this essay, I have been explained about the concept of Mintzberg five