2008, 52-53) various reasons affect and generate resistance to change. Most commonly em-ployees resist redesign of the organization, because this affects existing structures of power, influence and in extreme cases raises worry about employment security. Fear of change may also be generated by technological challenges. Patton argues that technology and innovation have a great power to disrupt, since the introducers of new technologies have a better understanding of them than the end-users. Change may al-so confront feelings of comfort or apathy in employees.
It can also spend on improving more quality of product which can be weaknesses of Aldi. d) Human: As human is ability of any organization it can be turn as reason of organizational weakness. If employees stop working efficiently and loss interest in working then no task will be able to complete properly and can result into loss to the business. And result into great weaknesses to
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
From this issue of ageism in workplace, it will automatically influence the management decision and can have an implication for promotion, recruitment, job security, salary, and termination of an employment. It does not only give big impact to the organization or company, but it may also give negative effect to the older workers. Besides that the ageism attitudes according to Hayes (1993 cited in NCAOP 2005), it will lead to the elder abuse. When there is always judge the older people by assumption rather than reality, this may lead to treating the older people in particular way such as prohibit the older person from doing activity because perceived that they are
This creates a negative feeling and relationship spoil, but this is a national phenomenon in organization. Example: If a new co-worker joins your company and has political influence then your attitude towards him changes, it becomes more hostile and unfriendly relationship. This spoils the work relationship also. The problem of positive stereotypes: Positive stereotypes are different because there is pressure of performance from one ethnic group which is considered superior. In any case if this group fails and it is not able to perform in spite of hand effort, face problems from other ethnic group and this problem could be losing confidence, demerging one self.
Demands placed on new employees by the customers and management can be stressful in understanding quality customer service and the ability to meet high expectations. Miscommunication and neglecting to clarify situations between employees and management can cause a rift and can potentially cost someone their job. Workplace harassment though unintentional can have irreversible
If leaders ignore or mishandle diversity, it may detract from performance. Poorer work outcome includes affective and achievement outcomes and these in turn adversely influence first-level organizational measures such as productivity, absenteeism, and turnover (Adler,
Therefore, the employers should study the pros and cons of adopting FWA, and how is it going to affect the productivity of the employees in the business. As we discussed the pros of READ adopting FWA earlier, we come to discuss the cons of it. - To begin with, business owners and managers need to recognize that flexible work arrangements are not always appropriate for all people, jobs, or industries. In some jobs or industries FWA can turn out to be catastrophic while it decreases productivity immensely. - Another challenge that could be faced by employers adopting FWA is if the employees weren’t willing to adapt to such changes or weren’t able to resist any non-work temptations.
This might lead to significant cost reductions and efficiency increases. Moreover it offers the feasibility to implement a benchmarking procedure between the suppliers as well as between external partners and Swedwood. Of course some tensions and a conflict of interest could emerge, owing to the circumstance that many of the information are very confidential and companies do not want to share them. Suppliers could fear that they would lose too much room for negotiation and feel used. For this reason it is essential that IKEA clearly states to their suppliers that this step is crucial in order to improve the competitiveness of the
The psychological contract develops and evolves constantly based on communication, or lack thereof, between the employee and the employer. Promises over promotion or salary increases, for example, may form part of the psychological contract. Managing expectations is a key behaviour for employers so that they do not accidentally give employees the wrong perception of action which then does not materialise. Employees should also manage expectations so that, for example, difficult situations or adverse personal circumstances that affect productivity are not seen by management as deviant. Perceived breaches of the psychological contract can severely damage the relationship between employer and employee, leading to disengagement, reduced productivity and in some cases workplace deviance.