The change in the NHS is a usual phenomenon and despite the fact that people accept it, the notion of change still affects them. Moreover, a considerable number of employees feel that the lack of participation in the decision making is attributed to the fact that the top management is alienated from the staff. In relation to organisational commitment, findings reveal that a minority of administration staff remain in the organisation, although they are characterised as highly skilled which render them desirable in other sectors. Finally, organisational change appears to generate inconvenience to employees affecting their working standards
There is a constant feeling of dispirit within the organization, especially amongst employees and executives who have experienced working elsewhere. It is also clear that flexibility is rarely available, whether it were working hours or collaborative cooperation with others. Ironically, while respected for his successful track record with DISH, Ergen is viewed as extremely authoritative and as a demoralizing force in the organization. The uncooperative culture that has been created within the organization has reflected on the relationships Dish has with other stakeholders. The company has been sued on several occasions.
The Concept of Conflict: Conflict is defined as ‘an incompatibility of goals or values between two or more parties in a relationship combined with attempts to control each other and antagonistic feelings toward each other’ (Fisher, 1990) Conflict can be described as a contest or struggle between two or more people with different ideas, beliefs, values, needs or goals. Conflict can lead to non-productive results if it takes place in the work place and it can have effect on the staff as they may not work to their best availability. Learning to manage and deal with conflict is of great importance when managing a business. Conflict in the work place can occur of a number of reasons, the most common one is when there is a misunderstanding and a
When the coordinating group itself sides with one of the department groups the lack of communication and isolation of some grows more than necessary. They view their position as a post of power and they are entitled to do what they feel like causing more disharmony within the coordination group and within the
There are many reasons for conflict; many people in the workplace have different personalities and also views and beliefs, this can clash and lead to conflict. The factor of poor communication plays a big part as it can lead to misunderstanding because the facts are interrupted in a different way, this can result in deadlines not being met. Change can also lead to conflict, this is seen when Spector has got a promotion and Litt is unhappy with it, there is conflict between both on them. It is also the completion between team members which causes conflict between them. There are two difference types of conflict; functional and dysfunctional conflict.
(Justify by referring to real-life workplace examples in Oman) There are many factors to lack of teamwork skills in the workplace . One factor is poor leadership. When a team lacks a strong leader, but the main members of the group can often be responsible. This will lead to a lack of direction or a focus on the wrong priorities. On the other hand, respect for leadership; this may be because people want to be seen as recognition of the leader, and therefore hold back in expressing their views.
Attrition means when there is loss of employees in an organization due to various reasons like retirement, resignation etc. Generally when there is major issue of loss of employee then it creates problematic situation for the company. As the cost and time spent in hiring new employees is relatively high and also the experience that previous employees had is also a losing factor for an organization. Now a day’s situation of high attrition rate is due to career goals, family issues, lack of independence etc. The priorities of individuals have changed considerably.
This kind of conflict is called functional conflict, and considered as positive, because it enhances performance and identifies the weaknesses. Dysfunctional conflict, however, is confrontation or competition between groups that harms the organization or hinders attainment of goals or objectives (Belak, 1998). When one group of employees have “we-feeling” they can unite against the other group. This is the results of the differences in status and contradicting goals of the groups. Intergroup conflict usually leads to miscommunication or even to no communication, affecting an organization’s ability to function.
People who are introverts are especially the type who work better by themselves. There is also a plausibility of conflicts breaking out when certain people work in a group together. This can be due to poor communication, weak leadership, change in leadership, dissatisfaction with management style, seeking power and etc. For example, when two employees who don’t see eye to eye were to be sent to work in the same department, there would immediately arouse a tension in the air. Adding on that they are
Nevertheless, there are some disadvantages of matrix organization structure. The matrix organization structure is more complex than functional organization structure, considered as the toughest form to work in which creating a conflict on chain of command, responsibility and authority between the employees. This may lead to staff frustration and confusion, because the report line is not clear. It may also be difficult for employees to set priorities when they are moving between competing projects. The matrix structure implementation is usually forced to the organization, not the response to the real demand.