Sometimes the jealous employee changes positions or even leaves the company. Sometimes those actions may be the only visible answer if the situation becomes critical from a performance aspect. Hopefully, this will not be the case. Hopefully an employee will be able to recognize, following consultation with his or her supervisor, that their actions are noticeable, and there is no need to be jealous which may be causing self-destruction for the
The weakness is, as before, an enlightened one. Because we know that the things that are difficult to possess are typically better than those that are easy to possess, we can often use an item’s availability to help us quickly and correctly decide on its quality. Thus, one reason for the potency of the scarcity principle is that, by following it, we are usually and efficiently right. (Cialdini R.
This topic can be highly controversial at times, and seemingly easy answers are often more complex than people think. Greed and incentive: both have a purpose in the workplace, though they are far more similar than they sometimes seem. Greed is the lust for more than you have, for far more than one could need. Incentive is the motivation one has to complete a task, a reason to finish regardless of whether they 're enjoying themselves or not. Greed and incentive are similar in that they both motivate people to better themselves.
Even in case of negative result they don’t feel angry and understand the reasons of difficult decision. Second, democratic leadership increase employees’ commitment significantly. When people know that their opinion will be heard they much more likely to come up with creative solutions, which can more effective than existing solutions. However, democratic style has some disadvantages. Because it needs to communicate with team a lot amount of meeting and duration of each meeting can be dramatically increased, which in its turn, will have negative impact on performance and motivation.
The two factors are in extremely important and often the higher the trust the more capable the members are able to be authentic and disclose with each other. Confrontation is another key characteristic in the working group. Now it may seem confusing to have confrontation in a stage where they are supposed to be working together however it is not the type of confrontation where they are rude or disrespectful to the members it is constructive confrontation. In a healthy group such as the working stage, members will openly give feedback not to hurt each other but in order to help them progress in the right direction. This leads each of the members to look deep into their own behaviors as well as evaluating the actions that they can take in order to improve.
Everything works smoothly when everyone communicates and works together as a group. When working in a team everyone should be informed about what is going on. Making decisions as a leader sometimes can be an intimidating process but it is also why you have a team to support you and help you with those decisions. A leader when making decisions gets the opinions of those around them to make a decision, but must comprehend that it may not be the right thing to do and they will have to take full responsibility. Even with careful planning, things can not go as planned and a leader has to step up to the plate to take the consequences.
This will help the customers get a very best experience. An unhappy employee can become the reason to ruin the brand experience for the customers. Studies have also shown that people surrounded by happy people are more likely to be happy as well. So Good moods are contagious but same holds true for bad moods as well. So it is very important to create a positive and happy work environment for the employees so that they can give their hundred percent at work.
Consequences need balance, they shouldn’t always just be used when a person is needing reprimanded. These consequences can be good and positive; like implementing incentives based on job performance and acknowledging employees for their success. Too many negative consequences can also be detrimental to an overall company culture (Bearley, 2016). This can often promote unethical behaviors while instilling fear and anger into employees. Equal balance being placed on both ‘consequent’ actions will help promote an environment for employees to reach their full potential and achieve many great
Yet, task conflict is believed to be the most beneficial type of organizational conflict in comparison to the other two types. Precisely, it refers to the conflicts and disagreements among individuals related to a certain task, its content, direction and goal. Different opinions as well as different viewpoints, decisions and proposed changes are the main reasons for task conflicts. However, as mentioned earlier task conflicts can also be beneficial. A low to medium level of ongoing task conflict is considered healthy for the organization because it stimulates creativity, healthy competition and provides the possibility of a better outcome through constant discussions and different perspectives (de Wit, Jehn, & Greer, 2012).
This helps employees to get expertise in the function and develop specialized knowledge as they move up the hierarchy. Employees who are experts in the functional areas can perform tasks with high level of speed and efficiency that enhances productivity. Training of new members become easier Disadvantages Functional structure has some disadvantages as well, including: People specialized in certain functions may find difficulties in understanding other functions and hence they are reluctant to change. As the organization grows bigger, functional areas become difficult to manage. Getting tasks completed that are across functions would require a very high level of co-ordination.
Likewise, my weakness would be the tasks that I am ignoring, in confidence in doing certain tasks, workforce, and may be some negative habits. My opportunity may be to grow according to the implementation of the technology, offering a solution whenever there is any complaints from the customer side and lastly the threats may be growing competitor, changing technology and unable to handle the workforce. I have included workforce in strengths and weakness because if employees are happy and work in a loyal manner then they will one of the valuable assets of the organization and if they are not happy with the organization then they will again become the biggest weakness. Developing competencies help to grow the organization. By focusing on the technology, giving employees training, keeping an eye on the competitor, and advertising about the company I intend to develop the competencies.