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Mіlestone Four of
уour fіnаl рrojeсt is now based on a workplace analysis. You should use your
previous milestone submissions regarding the case study to inform your
workplace analysis. This milestone considers actual work experience and asks
you to conduct a detailed and in-depth version of the root cause analysis
applied to your own workplace experience.
Prompt: This milestone will cover Sections IV,
Parts A, B, and C of the final project and should include the following
critical elements:
IV. Workplace Analysis
a) Explain actual workplace organizational
issues drawing from your own experience.
b) Analyze root causes from a human behavior
perspective and validate the analysis with supportive research evidence.
c) Examine the impact of poorly aligned and
administrated human behavior theories and concepts.
Guidelines for Submission: Your paper should be
submitted as a 3–4-page Microsoft Word document with double spacing, 12-point
Times New Roman Font, one-inch margins, and all sources cited in APA format.
Use in-text citations beyond Newstrom’s text. Avoid overdependence on direct
quotes.
Critical Elements Proficient (100%)
Workplace Analysis: Organizational Issues
Explains actual workplace organizational issues
Workplace Analysis: Root Causes Analyzes root
causes of workplace organizational issues from a human behavior perspective and
validates analysis with supportive research evidence
Workplace Analysis: Impact Examines the impact
of poorly aligned and administrated human behavior theories and concepts
Articulation of Response Submission has no
major errors related to citations, grammar, spelling, syntax, or
organization.
Validate, grammar and punctuation. You can use
references more than 3 but you must validate the reference with an example.
Organizational
Behaviour Milestone 4
Name
Institution/Affiliation
1.0
Workplace
organizational issues
The
diversification of organization has increasingly resulted in the
intensification of workplace-related problems; and so, the management of
organizations typically faces various levels of conflict in terms of
organization-wide, team or employee issues. According to Newstrom (2013),
organizational behavior problems are notably caused by the use of faulty
organizational structure, lack of open and flowing communication. Indeed, organizations
compound problems by avoiding the adoption of a clear channel of a command path
concerning communication.
In
principle, organizations face employee related issues; as such employees are
faced with supervisor issues, personal trauma, or company structure oriented as
well as personality traits. Undeniably most of the organizations faced by
employees’ issues must work towards finding the root cause of the problem so
that to avoid affecting the motivation of the employees. According to Bednarik
(2016), unresolved employee problems result in low productivity levels as a
result of low satisfactory levels that negatively impact on performance thus
reduced overall return. For employees to remain dedicated and focused on
organizational objectives and mission, they need to be motivated.
Likewise,
team problems are among the various organizational issues at workplaces,
depicted by the continuous personal disconnect among team members, resulting in
non-functional teams. It is very significant that organizations focus towards
establishing high performing teams that are dedicated to achieving a common
goal. Team problems in organizations result from management or organizational
communication breakdown that consequently affects the team and personal
objectives. For that reason, it is important that team managers offer constant
feedback so that to foster cohesiveness.
2.0
The root
causes of known organizational issues from a human behaviour perspective
From
a human behavior perspective, the root cause of known organizational issues is
well explained by four principles of coordination by Mary Follett. Mary Follett
argues that effectiveness at the workplace is highly dependent on the ability
to enhance coordination that will subsequently get rid of the probability of
unfairness and mistrust between the management and employees thus promoting
equality. The four principles of coordination dictate that continuity at the
workplace provides an organization with high levels of consistency and trust
between the management and the employees. Additionally, the theory affirms that
constant interaction complemented by the promotion of reciprocal relation
creates effective work-related relationships (Bednarik, 2016). In reality,
concerning Engstrom Auto Mirror Plant most of the organizational problems
result from lack of coordination between the employers and the employees for
instance, during the discussion of remuneration packages such bonus calculation
ratios, thus creating room for distrust. As a consequence, Engstrom Auto Mirror
Plant fails to actively involve the employees in discussions relating to major
decision making. Concerning discussions on remuneration plans, employees should
be fully involved right from the planning phase so that to avoid the trust
issues in the organization.
Besides, regarding the situation at Engstrom Auto Mirror Plant, the workplace analysis is supported by Elton Mayo's, Hawthorne...
