Organizational Stress and Leadership Organizations experience change constantly whether they planned for it or not. According to Tavakoli (2010), stress and resistance are not inevitable reactions to organizational change. Rather, what makes organizational change stressful or susceptible to the resistance of employees is the way people are treated during the implementation of the change. There are some situations where the change is forced, for example when a market shifts due to political agendas and the organization’s services or products are no longer desirable. This type of organizational change can cause companies to downsize and/or lay-off employees to cut costs (Lussier & Achua, 2015) which causes leadership and employees tremendous stress.
Mergers may have affected negatively the employees’ wellbeing and behaviour as they have caused stress, concern, low level of job satisfaction and staff turnover. Nevertheless, some people consider merger as an opportunity to ameliorate the current situation, albeit the feelings of stress and precariousness still exist.
Training employees on the laws that reflect diversity in the organization are essential. This is achievable when employees are aware of their rights and powers. It is the responsibility of the HRM to improve multiculturalism with utilizing different techniques like employee recruitment, job analysis and employee selection (S. K Reddy, 2014). When the workforce is training from the conversational viewpoint, then they can establish their own professional and personal diversity. Multiculturalism in an organization will ensure that development of knowledge is happening in the workforce regarding religion and history (Joseph, 2017).
Managerial expectations can be a big factor for conflict in the work place. It is up to the management teams to explain and stress what is expected of their staff and results of their work. Management can be strict in some workplaces which can have a negative effect on staff members and this can have an effect on their quality of work. It is important to have a good relationship with staff members but also play the role as a manager. If communication is bad between staff members or different departments, it can cause conflict.
Topic – Conflict Management in work place 1.1 Formulate and record possible research project outline specifications Conflict - can be a disagreement or a struggle between two persons or more due to differences in culture, beliefs, personality, opinions, needs or desires which may lead to a conflict. (De Bono, 1985) Conflict arises in organization due to work pressure, fear of not meeting company targets, missing deadlines, miscommunication and lack of trust between stake holders. As from the interpersonal aspects it arises due to differences in personality, mentality, status and beliefs. It may also arise when staff being neglected by their superiors, not treated fairly, not being promoted and not being appreciated upon achieving good results.
Introduction Interpersonal conflict is conflict that occurs between two or more persons that work together in teams or groups. This is a conflict that occurs between two or more folks, who hold polarized points of view, who are somewhat intolerant of ambiguities, who ignore delicate shades of grey, and who are quick to jump to conclusion. Conflict arises due to a variety of factors. Many individual differences lead to interpersonal conflict, including personalities, perceptions, culture, attitudes, values and the other differences. The interpersonal conflict is the process through which a person or a department frustrates another from obtaining the desired result.
As reporting the case will bring negative impact to the company as well as the employee’s future career, the employees may also worry that they may lose their job too. On the other hand, the victim may worry that their complaint will be claimed as false since the lack of evidence. Therefore, not every victim will report their case, some may tolerate and hide the problem. Thus, the equity cannot be achieved when the power in workplace is too strong that make them to keep it as
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.
When this situation occurs, the information may not be delivered correctly and may cause ineffective communication in the organization. This might lead to an outcome which the organization will have lower productivity. When an employer behaves aggressive to its employee, content of information will be lost as receiver busy react to interpret the messages delivered and cooperation failures occur as