Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.
The Context is really important, context is a system which is design by the senior executives or by the leaders in the organization to learn. If the design is not good either you are motivated or smart you cannot implement what you learn for the learning and growth there should be favorable context. If the context or system does not change it will not support to individual behavior change and it will eventually set off to fail. Michael talks about the silent killers within the organizations when he asked managers in the interview sessions what barriers they faced to implement what they learn from the training and to change themselves so he comes up with six barriers which restrict them to implement what they
The first way that Harrison, et al. (2006) conceptualizes organizational commitment is by seeking to understand the relationship between contextual performance and labor turnover. In this approach, Harrison, et al. believes that the depth of the employees’ interpersonal relationships is the primary factor inhibiting labor turnover in an organization. As a result, the lack of interpersonal relationship built on the basis of contextual relationships may lead employees to quit their work positions.
Failing to differentiate between management and leadership The organisation poorly differentiated between leaders and managers as highlighted even in their vision. The difference between managers and leaders lies in the conceptions they hold, deep in their psyches, of chaos and order. Managers embrace process, seek stability and control, and instinctively try to resolve problems quickly. Leaders, in contrast, tolerate chaos and lack of structure and are willing to delay closure in order to understand the issues more fully. 3.1.9.
Bad communication is often the root cause of many problems. Most conflict in organizations are the result of misunderstood communication. Effective communication plays a major role in dealing with employer employee relation. When you become an effective communicator, you can resolve conflict and communication gaps among coworkers and employees for example, conflicts arise when the employer and management discussed little with the staff, preferring to make decisions themselves without approaching employees and later give instructions, employees might feel frustrated for not being part of decision making, thus resulting in poor performance. Similarly, if a manager verbally says he is interested in the employee’s opinions but never creates a way for them to express their thoughts, this leads to confusion and frustration.
Ruby Tuesday is among top competitors, hence the need to treat company policies and other matters as classified. The company stands to lose much if competitors were to be privy to such details .Also; I strongly endorse guidelines relating to harassment and discrimination. Workers and customers need to feel a level of comfort and acceptance in the business place. Harassment and discrimination of any sort can put a strain on the business overall. Lawsuits and frequent staff turn over’s not the best situations for a business to deal with.
Organizations have “something” that makes them have a unique identity. In addition, managers must be capable of influencing the culture of the organisation. Thus., the effectiveness of a company is highly influenced by the strength of culture. Thus organizational culture ought to be complemented by the culture for it to be effective. Therefore, for internal stakeholders such as employees, communication of vision might be easier as they share the same belief.
By selecting and assigning people to specific leadership positions, Loescher would be able to control the process from top to bottom. If something goes wrong, he would easily be able to find managers responsible for it and take action. Another benefit of Loescher’s approach is that it gives a chance to young perspectives and talented leaders to start their journey at a key leadership position. They are highly motivated and have fresh ideas of how to help the organization become better. They are very enthusiastic, striving for success and trying to prove that they are the best
One of the most mutual aspects that leads to preservation issues is communication flaws that create disconnection and suspicion. A leader missing in emotional intelligence will not able to effectively measure the needs, wants and anticipations of those they lead. Leaders who react from their emotions without filtering them can generate uncertainty between their workforce and can really put their working relationships on the line. Reacting with irregular emotions can be disadvantageous to the overall culture, attitudes and positive feelings toward the company and the duty. Good leaders must be self-aware and they also need to understand how their verbal and non-verbal communication can affect the team (Gleeson,
Most commonly conflict arises when one feel superior. Company’s performance probably degrades by ignoring such conflicts. If conflicts managed and controlled properly the company’s performance and creativity can be enhanced. Employers will put more energy into work to get acceptance by inventions or creating a solution. Labor turnover and absenteeism increments are another disadvantage in a diverse workplace (Nadeem Iqbal et al., 2014).