The fundamental role in management is attaining predetermined objectives through cooperation of staff and other parties. Organizations therefore attain their goals by utilizing the competence of their employees and this mostly applies to the executive members who are mandated with the responsibility of overseeing the development of the company’s priorities. However, there are instances when the employees at any level in the organization may experience problems due to distortions, which may cause errors and in the process compromise the goals and priorities of an organization. One of the possible causes of errors is failure to accept personal responsibility. The executive members for example are faced with many challenges of making the …show more content…
Since the members working for an organization are limited by its framework, they generate different cultures and activities that may be unacceptable to the organizations’ diverse branches. The availability of perception distortions causes the employees to develop mixed attitudes towards their colleagues who work in different units of the organization. Misguided conclusions and assumptions are also developed through perception distortion and they cause employees to not only differ with their colleagues, but also with the entire corporation. For this reason, the organization structure and framework should be considered as the potential influence brought about by perpetual distortions. The physical and social environment, within which employees work, is another possible source of perpetual distortion. This is mainly because employees relate to other persons and the environment. For this reason, staff members would be affected if the environment within which they work does not fit their needs and expectations. Rude workforce may lead to disintegration and reduced cooperation and coordination. An antisocial or discriminative environment could cause a communication breakdown and this may lead to organizational collapse; because problems and challenges would barely be communicated to the relevant persons (Joyce & Woods 2010). The social and physical environment may encourage
Members fail to communicate their desires and/or beliefs to one another, and, most importantly, sometimes even communicate the very opposite of their wishes based on what they assume are the desires and opinions of others. People make incorrect assumptions about consensus. Based on inaccurate perceptions and assumptions, members make a collective decision that leads to action. It is in the action that it becomes apparent that the decision is contrary to individual desires. Members experience frustration, anger, and dissatisfaction with the organization. Often this leads to the forming of sub-groups that take combative or blaming positions toward each other.
Poor communication between management – when the management didn’t communication with their employees it cause then to have low motivation, low loyalty, and high turnover because most of the employees didn’t know what to do or how to do it.
The purpose of this paper is to discuss the importance of accountability, communication, and timeliness because I was late to accountability formation. I need to be aware of what can happen when I make irresponsible decisions and how the repercussions can negatively affect me now, but also in the future.
As companies continue to try to come up with a plan for remaining profitable, some are overlooking one of their best opportunities due to their short sightedness and obsession for short term gain. It is the very asset which most firms claim is their most important and the one which provides them their competitive advantage. It is also, in some companies, the asset which is most mistreated and neglected as it is the most costly. It is the company’s employees. I don’t know of any company which would not state that employees and their knowledge of the company, its products and services, processes,
Throughout my schooling career I have often taken on the role as a leader. Consequently, a great deal of power is placed upon my shoulders as I am often the one making the final decision. As such, I am always accountable for my actions and my group’s actions. Being the leader, if I am not accountable this creates a negative precedent showing the group that being accountable is not important. Thus, a group that is not accountable for their actions fails as no one is able to fess up to their mistake and move forward to a solution. I see this first hand when playing hockey. When a goal is scored, players will often blame the other players for the team’s failure. This causes issues because if no one is accountable for their actions then no change can be made and the system continues to fail. If the players became accountable they would be more effective in leading change and developing a better plan to prevent goals. This is on a small scale however, accountability effects much larger groups and leaders. If leaders are unable to be accountable, then their leadership is ineffective as they will never be able to move
One who takes responsibility for those who works under his or her authority needs to have accountability at all times.
Perception, cognition and emotion Perception is defined as a “sense-making” process. People define their surroundings based on how they perceive the situation. There is also Perceptual distortion – the extent to which the perceiver’s own needs, desires and experiences color or predispose his perception of the situation. Included in Perceptual distortion are four major errors: stereotyping, halo effects, selective perception and projection (Lewicki, Saunders, & Barry, 2011). In the Tough Guy case, Mazey uses all of these errors when interacting with his employees.
Wyatt, R.M. ( 2013). Blameless or blameworthy errors – does your organization make a distinction? The Joint Commission. Leadership Blog. Retrieved on March 12, 2016 from:
Choice of not seeing diversity of culture results in limiting the ability for its management. This involved minimizing the issues being caused while there is maximization of advantages and key benefits allowed (Latimer, 2012). When there is lack of consideration across diversity of culture, foreigners end up becoming mere projections related to organizations.
It’s been said that one bad apple can spoil the whole bunch and often, that applies to the business environment (Morin). Typically I do not start off a paper with a quote but I do believe that bad employees can really sidetrack a business from being successful. Toxic individuals are very impactful to the overall moral of the company dynamic. By allowing this to take place it can change a once thriving business into a negative spiral.
Then you have management employees like myself that are forced to accept changes with nothing we can do about it, which has brought about a sense of unfairness. The feeling of unfairness has led to people not putting their all into their jobs creating a very laid back and non sense of emergency attitude in certain groups and areas of the company. In areas like the control center employees have no choice but to be alert, responsive and vigilant seeing as people’s lives are at risk if they fail to do their job properly. The corporate offices where a lot the IT, administrative, finances departments etc. are where I feel the employees to be slack. This type of attitude I believe is slowing down productivity across the board and a lot of things seem to be delayed.
The managers in this case are all free to take harsh and biased decisions for meeting their own personal interest (Cully 1999; Kessler 2003). Because of this, it will create negative environment and as a result employees will not be able to work efficiently. Even if the organisation is not supporting conflicts; proper management should work on creating competitive working environment with the presence of any such conflicts. If they fail, it shows that the organisation is unable to understand how to connect employee and organisation objective in an effective
The two groups noticeably suffered from a bounded reality. This concept identifies decision-makers who are restricted by various constraints (Kreitner & Kinicki, 2013). Throughout the case, workers are shown being left to guessing. Due to limited understanding and information, employees result to satisficing. Satisficing consist of selecting options that meet minimal qualifications rather than finding the optimal solution (Kreitner & Kinicki, 2013). This practice eventually led to poorly defined practices overall, unclear goals, and a lack of reliable and timely information (Kreitner & Kinicki,
The book “How Did That Happen?: Holding People Accountable for Results the Positive, Principled Way” by Roger Connors and Tom Smith provides an elaborate analysis of the idea of accountability that should be present in every organization. A very common observation mentioned by the authors is that once an undesirable incident takes place which proliferate its negative effects; the first thing that comes in to mind is “how did that happen?” The book presents guidance and models on how to eliminate such unfortunate surprises. This proactive approach can give a competitive edge to any organization in the business world. It can also assist in receiving better performance by accountability of others and meeting expectations which can be done in a very positive and principle way. The authors give a convincing vision of responsibility for a positive administration device to upgrade and enhance the execution of their colleagues. The principal thing we consider in terms of responsibility is who is in charge of the disappointment. This book has been composed of considering others responsible the positive, principled way so that considering others responsible won 't simply be accusing or rebuffing others.
- Intelligent accountability and vertical relationship. As a leader, the following statement from Fullan provides me with insight in terms of balancing accountability practices effectively, "Too much intrusion demotivates people; too little permits drift or worse" (p. 20). Here, self-reflections along with outside observations and evaluations need to be balanced and used to promote best