If doing what they are accustom of doing from the past worked best for them, then they may more than likely resist change. Familiar routines help employees develop a sense of control over their work environment. Having to change certain routines make employees feel as though they have no power and leave them confounded as
Regarding changing world, complicated circumstances differ from one-another within one organization. The fact that, “a leadership style that is effective in one situation may prove completely ineffective in a different situation.” (Jago, 2007) To cope with this problem, to experience several cases during leadership trainings and to know how to adapt to the situation in order to observe side effects and resolve adverse consequences, help to take relevant decision. Moreover, in every respects, to find balance is crucial. As a manager, micromanaging reduces potential of a leader. “Micromanaging implies that leaders are unwilling to give up control and rely on associates to do their jobs.” (y Paul R. Bernthal, 2001) Consequently, this kind of leaders cannot see “ big picture” of situation and lose big opportunities while concentrated on trivial issues.
Sometimes, HR may not come to know about the workplace conflicts as soon as they happen which may relust, happening the situation more worse, some employees lean=ving their jobs and some people harming themselves which effects the company’s reputation. And in that cases, the line managers have to act like HR by warning the employees and making the environment cool for that time and informing the HR immediately about the situation. If the situation is not able to get controlled by the manager, the HR should be in the scene immediately, and should resolve it and if it is couldn’t get controlled even by the HR, some outside specialist should be brought in to settle up the matter. (https://www.shrm.org/resourcesand
However, neither approach typically works well in achieving sustained on-the-job performance improvement. 1. Focusing on the negative: Some managers only communicate with their employees when something goes against their plan of action. Feedback should be balanced between both motivational and formative dialogues. Employees need to know what they have done well.
Thus the boss’s relative should not have the privilege during work. And they will have the same treatment with other employees. If they do the wrong things, the boss should punish them seriously. It can make a fair environment and it is beneficial to both the development of the companies and staff. When it comes to the couple who run the company together, if they meet a problem during work, they should negotiate in a peaceful way.
With that, the manager will have the knowledge on how to communicate, guide and motivate his team to achieve their goals. On the other hand, knowledge or skills taught during the training might not be useful or practical to use in real life
Employee should not feel left out in the group or workplace because this dissatisfaction which may lead to a decrease in productivity level. Maslow’s theory had initiated that this stage needs to be fulfilled before employee is able to move up to higher stages that includes self-esteem and
By understanding yourself and sharing that with the group allows others to put aside any aumptions that they have about you. If the leadership coach would have done this first, when it came time to reveal their blind spots the mismatch between their view of themselves and how others see them would no longer be a mismatch because they will know and have a better understanding (Connor, M., & Pokora, J.,
Every person in the organisation has a task to do and has a responsibility to do their task and ensure that it is done correctly. When tasks doesn’t get completed or is not completed in the correct manner and the employee sees he might get in trouble therefore, they may try to blame others or something else which causes a lot of conflicts between co-workers. Sometimes if an employee places blame on a co-worker it may be justified but only if it is done for the