Implementation Of Plans And Strategies In Organizations

Discussion

Explain the implementation of plans and strategies.

Every organization requires a leader to help the organization in the formulation as well as the implementation of plans and strategies. An effective leader is very vital to the growth of an organization, and his function is not merely confined to the execution of plan within a given time, but to resolve the problem, if any, in the organization, as well as to motivate the employees to achieve the goals. However, if the leader is not being able to strengthen the unity and promote harmony among or with the fellow subordinates, his leadership strategy will never yield any fruitful result. Hence, in such situations, the management of the organization may have to come forward and take necessary step to introduce teamwork, to enable greater interpersonal communication among all the employees, and to identify and rectify, the leadership mistakes, which the leader may be committing (Yukl et al. 2012).

In the present situation, it is easily understood that the employee Mark, and probably a handful of other employees, are discontent with the management of the Helping Hands, organization, for having granted a quick promotion to their fellow colleague, Jenny. As such, the management of an organization, should try to have a comprehensive understanding of the employees’ perspective, to be able to get a solution to the problem. Although conflict is a very common part of an organization, the challenges the management is confronted, as a result is quite tough. Hence, conflict resolution within the workplace is of utmost importance as continual process of grudge, malice and dissatisfaction, can lead to the reduction in the rate of productivity and performance (Dubrin et al. 2015).

As it has been observed from the case study, that Dharma , as the owner of an NGO , has to keep herself pre-occupied with several government and other agencies, and as such it is difficult for her to look after and promote the workplace harmony. But her promotion of Jenny, as the new trainee, has created much conflict. Hence, the foremost step the organization has to take, is to promote a sense of belonging among all the employees, so that the feeling of workplace hierarchy and consequent conflict somewhat diminishes. This can be done by the organization, by arranging a conference or a seminar, that will help the employees understand the importance of the quality of teamwork. As Happy Hands is an NGO, it should work with an unified approach, to serve people and hence any sort of disruption in harmony can lead to the failure of the entire organization. So, the organization needs to hold more seminars and workshops whereby lecture will be delivered, and even activities will be organized so that all the employees, the leaders or the subordinates feel themselves an important part of the organization (Moore et al. 2014).

Conclusion

As it can be seen that the cause of the workplace conflict, here, is that the average group of employees are holding a sense of malice towards Jenny, who, according to them, have got an unfair advantage in assuming leadership role in the organization. Hence, the organization, has to make sure that Jenny is capable of creating a good rapport with the employees. This can be done, by first identifying a group of employees, who are not quite comfortable working with Jenny; then, a job has to be selected whereby the task will be allocated to these group of people, under the leadership of Jenny. However, here, Jenny should be less of a leader and more of a co-worker (Avgar et al. 2013). The work will be split among the workers, and the employees as well as Jenny, should be directed to communicate, interact and support each other in the process of completing the task. It may be decided that the organization is going to help out a few impoverished families of the remote region. To be able to reach out to these people, the whole team will have to work with each other, travel together, and find out the necessary means of gaining access to these families, and helping out through food, money, and other benefits. This whole act, will require more o a teamwork, whereby with the help of co-operation and support, the whole team will be able to complete the task as well as will fell a sense of joint success, or accomplishment of the same (Blackard et al. 2014).

Again, similarly, the organization must be able to boost the morale of the employees and this can be achieved by introducing certain exercises in the workplace. One of the most recommended exercise is called back to back drawing method, this method can be successfully employed by the organization whereby each employee may be asked to sit along with another co-employee. While one of the two employees will be having a blank sheet of paper, the other one will have a picture of an object, and this employee will be responsible for communicating the idea of the object, without being able to show the picture to the first person. Apparently, a fun and interesting game, the exercise can be effectively employed to create team spirit among the employees, and will help them in communicating freely and exploring each other more freely (Bradley et al. 2013).

Recommendation

Further, as the case study suggests, accusations have been brought against Jenny regarding her incapacity as a leader. Mark has already pointed out that Jenny has a habit of publicly shouting and criticizing the employees. Since, Jenny did not receive any professional guidance or training for assuming the new leadership role, she should receive some form of professional grooming for polishing her skills as a leader. Even Dharma can summon her, and ask her to change her excessively domineering traits. Jenny should be made aware of the fact that a true leader is not someone who is self-conceited and arrogant about her position, but someone who should bring the change, by considering herself a part of the system. Jenny should be asked not to give commands or discharge duties, in an assertive and arrogant way, but should be more polite and composed while approaching her subordinates to complete a task (Tjosvold et al. 2015). Otherwise, Jenny will end up being an autocratic leader, and will be unsuccessful in accomplishing her goals. Moreover, a true leader is not always the one, who always communicates order to the subordinates. Jenny, keeping this point in mind, must learn to develop and enhance her listening skills (Maxwell et al. 2013). Since Happy Hands is actually a NGO, most of the services rendered by the employees are done on a voluntary basis, without much attraction to money or any other sort of financial benefit, the management authority of the organization, must ensure that none of the employees working here, feel unwanted or unnecessary. Hence, the management should also provide responsible works to other employees, with a minimum of two years of experience, and may ask them to initiate an activity, that requires lesser involvement of Jenny. Instead of depending on Jenny as an authoritative figure, the organization should ask the other employees, to share their valuable suggestions, opinions and advices, and may ask them to hold meetings or implement ideas, as and when they want to (Malik et al. 2015).

Conclusion:

Happy Hands is an NGO, and as an organization which runs with a beautiful objective, must not face any impediment for internal conflict. If any employee, such as Mark, is found to ventilate excessive negative opinion, he or she may be allowed to leave, if the employee decides so. However, for the remaining number of employees, Dharma must introduce more team-oriented activities, which will focus on activities that will encourage team performance, rather than individual performance (Li et al. 2013).

Any organization, to be able to operate smoothly and manage its activities properly, will require to have a cohesive team. As an NGO, Happy Hands, will all the more need the presence of a team, which can work with an incredible sense of co-operation, collaboration and support towards each other, in order to be able to reach out to a huge number of people, and to provide them financial assistance. The organization, in order to build a cohesive team, must hold at least one meeting every month, and clearly state the immediate objectives of the organization, and split the employees into various groups, so that each group knows exactly what it has to perform. Here, the organization in creating new groups each time, may shuffle the employees of each group, and thus will be able to create better bonding and communication among all the employees (Goetsch et al. 2014). If the company wishes to offer recognition to any employee for outstanding contribution, Dharma, may ask Jenny to undertake the task of identifying the employee skill and offering reward. This will help the employees to form good opinion about Jenny. Further, Dharma should keep on collecting feedback from the employees, as to how is Jenny performing as the manager of the team. If her performance is found to be underrated, then she should be provided some sort of training. The company may also think of collecting the feedback of the employees, and consider how far it will be a discreet idea to retain Jenny in the leadership position (Brunetto et al. 2013).

Reference List:

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