Pet Peeves

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Running heading: Organizational Change Process Presentation

Cornelius Bowman

LDR 531

Dr. C


This paper focuses on the various strategies of organization change based on the leaders’ pet peeves. It has researched articles from various authors. One of such author is Kowaski, Robin M. in his book, “Complaining, Teasing and other Annoying Behaviors”. The paper has gone further to provide the recommendations on how these organizations changes are carried out. The paper has reviewed the case scenario of a C.E.O who wants to bring about change, but is concerned by the large size of the employees and a company’s long history without change. In the first section of the discussion, the paper highlights data observed
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Long working hours have both disadvantage and advantages (Kuriger, 2004). The advantage being the extra working hours can be used to create employment. However, if this is not the case and the same workers are overworked then it becomes a drawback to both the workers and the organization. Employees will want to work the extra hours so as to earn more pay and some it is due to job insecurity. Some organizations will not pay the extra hours arguing that its part of the job description, but this poses a threat to the employee’s health and safety. This is brought about by exhaustion hence reduced concentration at work. The work performance will reduce and the organization will stand to lose. To deal with this, the company may decide to create a policy where overtime working is voluntary depending on the individual capacity of the employees. The company might also decide to employ more workers, and then divide them in such a way that some are assigned those shifts that would have otherwise been overtime (Poole, 2000).

It would be true to say that when things are well back home, then at work all will be fine. The employee will tend to do their job according to the way they run things back at home. When a woman is experiencing domestic violence, she will tend to be in a low mood, which in turn affects her working performance. As much as the company ought to respect its employees’ privacy, it cannot just stand and
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