In addition, global job insecurity means workers concern of the possibility of losing jobs in the nearest future while the multidimensional job insecurity has to do with evaluation of workers’ perceived threat on losing a job or job features such as reduced pay or other job incentives. No matter the form it takes, job insecurity involves an uncertainty and fear about the future and therefore a stressor. To further expatiate this a model with four ways of viewing job insecurity is given as follows (a) “Job insecurity is a state of public awareness”—that is, a high level of unemployment in the community. (b) “Job insecurity at the company level”—is witnessed when a company faces instability in the economy. (c) “Acute job insecurity at the individual level” is often experienced when there is an obvious fact that there will be job loss.
When co-workers have lost trust among themselves, it can cause serious implications in the workplace. Most likely mistrust or tension is caused from lack of communication. In a job setting, workers will have opinions that can either stimulate growth or cause problems in the business. When managers do not deal with tension, problems will escalate and can possibly
Those are more vulnerable to job burnout due to the highly stressful work environment and the emotional strains of the job. Burnout also hits perfectionist people who try to be everyone’s everything, those who identify with their work and get immersed in it to an extent that breaches theirwork-life balance. Causes
When an individual's personal goals are at stake and are not aligned with the organization goals there can be situation of conflict between individual and organization and the individual may had to fight for his personal goals, creating a conflict situation that will hamper success of the project (Janie Sullivan). Another conflict that according to my experience can happen in the organization is of not having Enough Resources. Resource scarcity, time and material can cause teams to undercut, leading to conflict between departments or other work groups. Valuable resources need to be protected, as well as distributed fairly among all the groups. Starting out a project with a clear picture of the resources available will help waylay some of this conflict.
Perspective differences are created by the combination of conflicting personal characteristics and interactional difficulties subjected the individual's interpretation (Borkowski, 2016, p. 309). Stressful work events exacerbate interpersonal conflict and could result in harmed relationships, poor morale and an increased risk of lawsuits (Mckenzie, 2015, p.1). Cindy and Dr. Jones are impacted by all elements of interpersonal conflict. Cindy's reaction to rescheduling patients suggests she feels dedicated to her role but perceives that Dr. Jones lacks a similar work ethic. Dr. Jones interpersonal conflict expresses itself in his unsatisfied perception of how, and when, Cindy's concerns were presented to him.
But it is a phenomenon that is widespread in today’s society: fear of responsibility (KPMG NV, 2008). The fear from assuming responsibility for one’s actions exist because we do not want to repeat a traumatic experience that came about because of mistakes once made (Boshoff, W., 2010). Fear of failure or making a mistake often causes employees to avoid taking responsibility for their actions. The hypegiaphobic person could be self-indulgent, neglecting all responsibilities, to the expense of others. Background of the Study Globally, leaders need to view the new ever-connected world and the corresponding changes to business because directing an economy nowadays is completely different than it was ten, thirty, or fifty years ago.
However, leading people through organizational change is a challenging process as the change may create a great uncertainty regarding works such as beliefs, values, orientations, behaviours and skills (Thomson & Thomson, 2012).This uncertainty can affect the employees in terms of job commitment and job satisfaction and directly affect their performance (Yu, 2009) When an organization experience change, it faces various responses from the employees noted ranging from strong positive attitude to strong negative attitude toward change (Vakola & Nikolaou, 2005). In other words, attitude towards change can play an important role in shaping employees reaction to organisational change (Pierce and Gardner, 2004). Therefore, understanding employee attitude at the workplace is important as they could affect organizational effectiveness. It has been argued that the reason for so many change efforts facing with resistance is obviously due to the lack of unfreezing process which is before attempting the change process (Walker, Armenakis & Bernerth
Despite that, managers whom remains may fear of losing their jobs and will reduces jobs securities. Plus, delayering may results in outsourcing of some functions where manager responsibilities are much bigger and they have to bear all the burden themselves. Not only it will increase the levels of stress, the outcomes and decision making may not be as good quality as when working with more people. The article reviewed that the impacts of downsizing and delayering process on managers, first and foremost is related to managers ability to develop and grow in the organisation. Followed by, how managers encompasses their roles and treatment on other employees.
Disadvantages of a Poorly Implemented Performance Management System A performance management system in any organization is an extremely crucial HR function that drives and directs all decision-making processes in the organization and determines the effectiveness of individual and organizational performances. A strong performance management system can play a key role in transforming a good organization to a great one. But on the contrary, a poorly implemented performance management system (PMS) can create several issues and over time can cripple the functioning of the organization. We’ll analyse the several adverse consequences that an organization is likely to face when it does not have a robust PMS in place. If a PMS is not functioning as it is supposed to function, it will fail to serve one of its
Personality or Ego Clashes: This in general, is seen between two people with opposing personalities. The problem arises when there is mistrust between both the parties with respect to their motives and character. 2. Stress: The modern workplace is full of demands, deadlines and so on. There are employees who endure and perform under pressure while there are employees who surrender to this increasing pressure.