Organizational Business Analysis - Assignment Example

Organizational Business Leadership comes with many responsibilities all of which requires trust and credibility tothe people one lead. The most important aspect of leadership is the fact that they are geared towards achieving certain goals and objectives thus the need to work as a team. It is the responsibility of a leader to keep track of the employee’s performance if they are in agreement with the company objectives and that they are discharged efficiently. To be a better leader, there are some guidelines that one has to adopt for the realization of the goals set by the company, these are; decisions. You should take sometimes before you start changing the employees status quo, these period when you are acclimatizing to your new leadership position is vital in the sense that it gives you an opportunity to know why certain activities are taking place. Once this is established, you will know the approach to take so that tour actions do not generate friction with the employees (Yukl 156). The other guideline is the identification of the informal officials amongst the employees, these officials wields enough powers to influence the decision of the other employees. With regard to that, a good leader should earmark such people and develop friendship with them so that your actions do not internally antagonized. As a leader, it is also essential to have the basic history about your employees on the successes they had accomplished sometimes back and using them as examples for achievement of future goals. When this is done the employees do have the feeling that they are recognized and this motivates them. A leader should also endeavor to interview employees, when employees as this can enable them to get hidden information on what to do to increase efficiency at the work place. Lastly, a good leader needs to set goals to the employees, now that all the employees are understood and you have adapted to the system, it becomes easier to win the trust of the employees. Setting of the goals should also be done in consultation with the employees so that it does not appear as they are on the receiving end (Yukl 167). Regarding the guidelines stipulated above, there is one that can be of great help to the company to which this project is aimed at; identification of the informal officials and developing a cordial relationship with them. The reason as to why I deem it necessary is the fact that in the company there are many informal organizations amongst the employees each with their leader. It is then possible that they believe these leaders and identifying and compromising them will be of great value to the company (Yukl 176). In an organization, conflicts are experienced frequently simply because there are many personalities involved coupled with the dynamic nature of human beings. Some conflicts are structural while others are personal. 1. The structural ones include poor communication where information flow is not clear and failure to execute plans arises due to this 2. Poor organization- this can also lead to conflict due to overlapping of duties causing absconding of duties by some employees. 3. Conflicting goals and objectives will definitely cause conflicts at work place as there is no one to blame for any inconsistency. The personal factors include; 1. Poor skills, this will lead to shifting of blames as no one will be willing to take liability 2. Stresses, employees with personal hangovers are troublesome and will always ignite conflicts at work place. 3. Ego, some employees have the tendency of not consulting on issues as they suppose that will be little them, in such cases they always error and this brew tension in the work place 2 b). In one occasion at the work place, we were assigned duties in groups of fives to ensure that a list of supplies is made ready for debit. In the due course, one of us brought a duly completed list as expected by the departmental head. On realizing this, we absconded doing the same on the premise that one of us has just done the duty, little did we know that it was required in replicates for the purpose of comparison and consistency. When the lists were required, the rest of us assumed the one given a member of the group as the group work. The supervisor got angry with us and it brought animated debate on what the instructions were. Realizing that it was supposed to be an individual work, we considered doing ours and submitted it on time, we realized there was communication error and advised for clarity in subsequent days. In that situation, the option we took was the best for the list had to be submitted at all costs. Organizational culture is the norms of operation and behavior that any form of organization is strongly founded. They are the beliefs of any different form of organization and therefore it is what makes one organization distinct from the other. Organizational culture has a great influence in an organizations operation since it is what defines the machinery to be adopted for use in the organization and influences the way an organizations employees behave and work to input into the firm (Yukl 182). Therefore, for smooth running of an organization with defined culture, the right employees in terms of qualification and conduct ought to be spotted and recruited. The next step then becomes fitting them well into the culture and environment of the organization. The process of socializing any employee is normally a vigorous one since it involves making a new human resource to get used to their new operation environs for productivity. Socialization is also meant to indoctrinate a new employee into what the organization expects of them in line with its norms. Hence, it entails several activities as follows: - after an employee is from thorough interview and having been successfully awarded contract letter to work with your company it is advisable to; a) Welcome the employee warmly on his or her arrival on the first day by warm greetings. He or she should never be kept on standby for long, this is to make them at least think that their arrival was programmed for and hence they should feel at home. b) Secondly, even before their arrival their comfortable place of work ought to have been prepared ready for their reception. c) Thirdly, the manager should get the other existing workers be involved in the reception of the new worker, do an introduction to him for them and make him or her at least to feel at home and even noticed at the new station. d) A short training should then commence. This is done in form of teaching the employee about the basics of their surrounding work environment. This is the point when the new employee is taken around the workplace, shown the vital places and relevant sections. He is told about the organization structure and the relevant departments for him. He or she is reminded on how organizations work most so the one in case taking in mind that they only have theoretical view about this most so when they are fresh from training. e) Lastly, the new employee should be helped to establish contact with the other employees. He must be specifically assigned a specific individual who he or she can always refer to if they need direction. This caution is taken to ensure the freedom of the new recruit. The factors above are relevant for the sake of ensuring that the employee assimilated is in the position of building the competitive edge in terms of renowned output of which they can only be in the position of doing after a successful socialization process. Change on the other hand is an aspect of organization to contend. Very few are always willing to accept change whenever they come into an organization. Change may be positive or negative but positive changes are preferred because of their positive impacts into the organization. Change in any normal form of organization can be internally generated or come about externally (Yukl 213). Externally change may be generated by among others; nature of the market- this is dictated by the need for businesses to expand their operation base and go abroad, that is globalization. This can also be because of customer needs and preferences and move from physical business to e- business, change can also be because of economic conditions- this result from the economic cycle and even the behavior of interest rates. During boom, there is much money for the consumer to spend hence need for businesses to adjust and accommodate this; during recession, it is the reverse, which also warrants a change. Banks can play with the interest rates to either attract investment by businesses or discourage them from borrowing. Competition is also an external factor that can lead to change in business operations to ensure survival in the market. Internally, technological advancements, that is adoption of a new technological operation will cause change in operations and even product quality if technology adopted is superior. People in the organization are a major source of change. People include both the management and the employees, they propagate change because they are the ones involved in operations. They make things happen. Finally yet importantly, organizational structure can also lead to change, this is so since it defines operations through hierarchy. This company balances the agents of change, they use both the external and the internal causative agent in equal measure and when necessary. This is to ensure stabilization of the organization through peaceful adoption of change policies. In the past, the company has been witnessed to suspend borrowing and adopt self-financing during high interest rates to cut on costs. The organization also has it in record to be undertaking periodic training and retraining of its employees to keep them relevant at their jobs and many others. Work Cited Yukl, Gary A. Leadership in Organizations. Prentice Hall, 2009. Print. Read More