These factors too affect the organization culture. Apart from these, it’s also important to consider the style of the management and leadership that is demonstrated in the organization. Duly consideration must be done, since the leadership style has a lot to do with both innovation and creativity. The authoritarian or autocratic type of leadership style may create the climate of fear, anxiety or distress
These have been discussed below. Organisational Environment – Conflicts in an organisation might rise because of conflict of ideas and expression among individuals in the organisation with a common mission but incompatible goals or approaches. Conflicts often rise among a coordinator and subordinators can be because of the over-demanding nature of the manager and extreme criticism delivered by him. Employees in this situation might not openly voice their concerns but indulge in surface acting which at some point of time will aggravate conflicts and the frustration might burst out
The following are some barriers of communication that either the employers or their employees of an organization will face. In the organization, some employees may face barriers when communicate with their employers. The common examples would be emotional barriers, different in perception and viewpoint to a subject, cultural difference, early judgement and others. (Barriers to Effective Communication, n.d.) Employees may face difficulties when their employers are using assertive behaviour when talking to them. When this situation occurs, the information may not be delivered correctly and may cause ineffective communication in the organization.
Cross cultural conflict, communication, and communication problems Hogan anticipated challenges and difficulties of working in a culturally diverse group. When there are cultural differences within the same group work, there is more room for clashes and disappointments. Hence, the collective background may not necessarily represent the ideal positive environment for higher productivity. Ting-Toomey & Oetzel explain conflict (as cited in Boyacigiller, Goodman & Phillips) as an undesired atmosphere of irritation, disturbance, annoyance and dissatisfaction caused by disagreement on goals, procedures, standards, results, different values or limited resources, between members of one group from at least two different
How to resolve conflict between team members. Team Conflict is an interpersonal problem that occurs between two or more members of a team (Mary, 2010). According to Mary (2010), the conflict arises between team member will affect the outcomes of teamwork, and eventually the team does not perform at optimum levels. However, the conflict can be resolved by several ways. We should be looking at the issue from many different angles instead of being restricted to a very narrow view of the matter.
In fact, individual’s personal beliefs are at odds with the interest of the organization. In this situation, staffs may be tempted to fight for her or his interest which leads to a conflict. I think, sometimes relationship between the colleagues bring about conflict in the organization. It is important to distinguish what those biases are and address them before conflict arises.
Due to large opportunities and challenges to the managers and decision makers, today’s organization Culture is predominantly dynamic and it is very vital to understand the dynamism to achieve the organizational objectives. There have been a wide researches to explore the impact of organizational culture on human resource management of an organization. Organizational culture is helping to provide opportunity and broad frame for the development of human resources management skills in an organization which is driven by ethical values. An organization can manage the human resource by embedding ethical values in its culture. However, organizational culture could be varied since organizations differ in their cultural backgrounds in terms of beliefs, values and assumptions.
Managers and leaders correctly judging the customer expectations does not automatically guarantee that the products or services satisfy high expectations and requirements of the customers. This may be due to, among number of reasons, the fault in processes of planning, implementation and monitoring in general. In order to the system of an organisation to run, there should always be a comprehensive monitoring process to see whether the products and services are meeting customer expectations. Any, lapse in the process may lead to negative repercussions for the entire
The pattern of thinking, body language and even ethics may vary, so it becomes essential to keep all these differences in mind and likewise behavior should be adopted. So, people belonging to different come in interaction at the same place, when every individual is carrier of his respective culture, it becomes hard to communicate and manage workplace. Certain difficulties are sure to arise when such diverse cultural forces collide at a single place and their interaction could be disastrous if not managed properly (Li et al, 2016). The main difficulties which are to arise in diverse cultural environments are
Different people should have their own unique value and thinking. If their value does not match to the organization, this may be the hindrance to the company to have a good team based structure. Nowadays, working area is full with infighting and corporate policy among team member. In order to cope over this invisible problem, team manager and supervisor have the responsibility to seek out conflict exist between their subordinate. For example, intervene early.