Identify the most important 5 specific management issues drawn from the scenario. Discuss the impact of these issues to the organisation.
There are many issues involved in the case study given. This is a case study (“Challenge the boss or stand down?”) which describes the conflict between the boss and his coworker. The major management issues that can be drawn from the scenario given are
These are the issues that can be seen in the case study because as per the case study, the few issues are raised from the subordinate point of view while few issues are raised from supervisor point of view. Frank and Tom both have created the mentioned issues and are equally responsible for it.
The issues involved in the organization has affected the success factors and performance of the organization as well. The issues in the organization are either major issues or minor issues and these all issues cannot be neglected either. Considering the first issue i.e. lack of roles and responsibilities. Frank and Tom must know their respective responsibilities and work accordingly. There is lack of cooperation between both of them because one totally disagree with the other which will automatically impact on the overall performance of the employees and will create an obstacle in the sustainable growth of the company as well. As shown in case study, Frank is over confident about his position it is not the good way to order your subordinate. Rather than, he can stay calm and get his work done by Tom. Misuse of position and power will reduce productivity because the employees will not be satisfied doing his work. As mentioned in the case study, the organization may take time to resolve the conflict between Tom and Frank but in between other employees may be affected and their performance may be hampered because of the issues in the organization. . All the other subordinates will be more focused on the issues of Tom and Frank rather than focusing on their assigned tasks. They will start spending their time more on resolving the conflict and less on managing the products which will lead to wastage of useful resources as well.
Acquired needs theory
This theory was applied by David McClelland in “The Achieving Society [1961]. This theory includes three types of motivational needs like Achievement, Authority and Affiliation (Linky, 2014). According to this theory, the needs of an employees are formulated over time and experiences. Under the achievement category, the leaders have the higher achievement motivation and they expect their subordinates to be the same which sometimes does not take place. In authority motivation, employees tends to work hard to drive themselves towards the assigned task to be completed. Affiliation motivation encourages an employee to maintain good relationships with the coworkers and they basically seek approval instead of recognition (Pinder, 2014). According to the case study given, frank can motivate tom by applying this theory. He should motivate tom by providing him the authority to complete the certain task and the decision-making power as well where tom can take decisions and work hard with full dedication to gain achievement. Frank should make tom realize that he is the most suitable person to get the project done.
ERG theory
ERG theory is the modification of Maslow’s theory given by Clayton Alderfer. He divided the hierarchy of needs into three main groups’ i.e. Existence, Relatedness and Growth (Caulton, 2012). All those needs are equally important in an organization to enhance work settings. The existence needs include job security, better work environment and better working hours, good pay and many fringe benefits. Relatedness needs include the relationship between the employees and the social work environment where the social work environment contains family, subordinates and managers and colleagues. Likewise, growth needs include the employees will and ability to produce more and more by using his efforts and experience satisfaction (Iedu Note. 2017). Here, in the case given, Tom is a very important employee in an organization and he leaves the organization, it will be a big loss for Frank and the company. Frank can motivate and convince Tom to work for his urgent projects and complete them. Frank should provide some terms and conditions like job security or better work conditions by which Tom gets convinced and gets ready to complete those projects (Singh, 2011). This will benefit Tom in terms of experience and growth as well. Frank should make Tom realize about the need of the projects to be completed and the outcomes which are more worthy than the kiosk projects. Thus, Tom can get motivated and ready to complete those tasks for Frank.
Herzberg’s Two-Factor Theory
This motivational theory was given by Fredrick Herzberg in 1959. This theory is comprised of two factors i.e. motivation factor and hygiene factor. Motivation factors are intrinsic factors which will enhance job satisfaction and hygiene factors are extrinsic factor that will prevent employees’ dissatisfaction in an organization (Tan, 2013). Salary, status, work condition, job security are the hygiene factors and achievement, growth, career upliftment are the motivation factors. Here, in the case study given, Frank should provide motivational factor and hygiene factor to make Tom satisfied and create willingness to complete the task. As Tom is a very good employee and hardworking too, Frank should provide him additional benefits like extra pay for extra working hours, bonuses for urgent projects and should praise him from time to time to boost his morale and increase his dedication towards the assigned task. If all the facilities will not be available to Tom, it will impact on the productivity and create a dissatisfaction too (Herzberg, 2011).
AMO theory
This theory was applied in 2003 by Boxall and Purcell which state that performance is the outcome of Ability, Motivation and Opportunity. If there is a will to perform a task, it will automatically generate ability and thus motivation can be the external factor and thus an opportunity can also be generated. In the above given case, Frank can generate opportunity and motivate Tom to complete the urgent tasks by encouraging him to get extra bonuses for the important projects completed by him.
The Harvard model
This model was established in 1984. In order to concentrate on the soft aspect of Human Resource Development, this model uses strategic map in an organization which enables employees to work more competitively and efficiently as well. This model include six major components like stakeholders level of interest where shareholder, employees, government and management are the major stakeholders, situational factors like workforce, innovations, norms, values. Other components are HRM policies, HR outcomes, long term outcomes and feedback. These all components helps to improve the performance of the organization in an effective and efficient way (Bratton, 2011).
Transformational theory
This leadership theory helps a leader to focus on the company goals, mission and vision. According to this theory, the leader should motivate his subordinates to execute the company’s goals and meet the targets. The most important factor would be achieving company goals (Northouse, 2015). Frank should use this theory to fulfill his mission and vision of the organization. Creating conflicts will reduce the performance and growth of the organization. So he should target on company’s growth rather than creating conflicts because company growth will ultimately benefit Frank. Frank should target on the objectives and motivate his employees by paying extra incentives and conducting reward system after the completion of every projects. This will create interest in the employees to work on every single projects.
Contingency theory
Contingency theory was proposed by Fred Edward Fiedler in 1964. In this theory, he outlined two major styles of leadership i.e. Task motivated and relationship motivated. Task motivated is related to the accomplishment of tasks whereas relationship motivated is related to interpersonal relations. Tom is assigned to complete the task and Frank must maintain a good relations with Tom in order to get his task done by tom. (Management, 2018). Here in the given case study, Frank being the leader in an organization should work on these traits which will help him grow because the his behavior in the organization makes demotivate other employees. It is very important for any organization to develop relationship with his employees and maintain a healthy relationship with them because this will give them an opportunity to share their problems. Therefore, Frank should be easy going and should not be aggressive and respond that way to Tom which could be a loss later. He should be polite and get his work done by others.
References
Bratton. J & Gold. J, 2015, Human resource management: theory and practice. Palgrave Macmillan.
Caulton, J.R., 2012, the development and use of the theory of erg: A literature review. Emerging Leadership Journeys, 5(1), pp.2-8.
Herzberg, F., Mausner, B. and Snyderman, B.B., 2011, the motivation to work (Vol. 1). Transaction publishers.
Iedu Note, 2017, ERG theory of motivation Explained, viewed on 5th February, 2018. Available on: https://iedunote.com/erg-theory.
Linky, 2014, acquired Needs Theory of Motivation – Leaders that are good Change Agents, viewed on 5th February, 2018. Available on https://www.virtualprojectconsulting.com/acquired-needstheory/#sthash.gRDqBaCX.dpbs
Management study Guide, 2018, Leadership Theories – Important Theories of Leadership, viewed on 5th February, 2018. Available on: https://managementstudyguide.com/leadership-theories.htm
Northouse, P.G., 2015, Leadership: Theory and practice. Sage publications.
Pinder, C.C., 2014, Work motivation in organizational behavior. Psychology Press.
Saylor, 2011, Motivating Employees, viewed on 5th February, 2018. Available on: https://www.saylor.org/site/wp-content/uploads/2011/06/BUS208-5.3.pdf
Singh, K., 2011, Study of achievement motivation in relation to academic achievement of students. International Journal of Educational Planning & Administration, 1(2), pp.161-171.
Tan, S.K., 2013, Herzberg’s Two-Factor Theory on Work Motivation: Does it Works for Today’s Environment, viewed on 5th February, 2018. Available on: https://www.researchgate.net/publication/262639924_Herzberg%27s_TwoFactor_Theory_on_Work_Motivation_Does_it_Works_for_Todays_Environment
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