Management Issues: Competencies and Ethics - Essay Example

Management Issues s Management Issues Management issues are daily challenges faced by the top management of different organization while delivering their service to the company. Management issue is a process of reducing the gap in the organization by using effective management tools and the necessary resource (Haynes, &ebrary, 2002). There are many issues that management dealt with in an organization such as; time management and constrain, individuals work pressure and burn out, administrative records and ethical standards among other unlimited issues. Time management is the process by which the management and the junior employees of a company make good use of their time allocated to do a certain type of a task. Effective use of time in a company will yield high productivity within a set of period. Economist sees time as an expensive resource and is necessary for development of a project, since a project have a fixed duration of time. Scarce resource is an organization constrain hence the management make use of the available limited resource to accomplish the company goal. Economic issues deals with the macro level the general economic condition of a country. Economic condition affects the company decision in remuneration of its employees. The junior employee of a company faces a lot of pressure from the executive management to deliver quality services within a limited time. The daily work routine of an organization burns out an individual and leads to poor performance by an employee. The company requires every worker to keep and records an administrative file in prescribe manner to suite the company policy. The entire company employee from the top to the bottom rank should adhere to the company ethical principles for harmony and peaceful coexistence within the organization. Economic issues, individual work pressure and ethical requirements affect the delivery of psychological services in an organization. Psychological services involve action by the company to maintain a good relationship with its workers for better results. When there is work pressure and high level of ethical behaviour the performance of an employee then to decrease at a higher rate. An employee and the company need a binding contract to increase the level of psychological practices. A company should come up with a psychological contract, which states the contribution of both the employee and the company to each other to accomplish the organization mission. An organization should maintain a healthy and balanced psychological contract to achieve its goal. If the contract is not balance the parties will no longer share common values and goals hence the company goals will not be accomplished (Sims, 2007). The company should provide a conducive and healthy environment to its employee for better results. When employees receive a better remuneration and have a good relationship with the company’s directors they will have a sense of belonging to the company. The company that have no resources to provide services to its client should outsource from the services from another company. Outsourcing is bringing services from another company into the company to for customer satisfaction (Buono, 2009). The company should have provided the services but they lack the necessary resources. Outsourcing will help the company to reduce the workload and still maintain its customers. The company that source services to other companies are expert and provide quality services that are customer oriented. The services will boost the organization customer loyalty and maximize the company profits. References Buono, A. F. (2009). Emerging trends and issues in management consulting: Consulting as a Janus-faced reality. Charlotte, N.C: IAP. Haynes, J., & E-brary, Inc. (2002).Internet management issues: A global perspective. Hershey, [Pa.: Idea Group Publishing. Sims, R. R. (2007). Human resource management: Contemporary issues, challenges, and opportunities. Charlotte, N.C: Information Age Pub. Competencies and Ethics An organizational change practitioner isexpert who is committed to matters that constitute change in an organization. The practitioners should have change principles, behaviours and basic skills that are able to ascertain, initiate, accomplish and influence change(Daft, 2014).They achieve change in an organization due to their strategic planning on change issues and make good decisions. The practitioner should be able to facilitate change. Proper facilitation is achievable if the practitioner has full knowledge. The principles, methods and procedures of change. The practitioner is supposed to consider the environment of the Organizational to avoid clashing with the existing strategies and structures. Other components of facilitation include; change readiness of the employees, hence, the practitioner is required to assess the employees. The practitioner is supposed to be well up-to-date on management change information; this will contribute to proper planning for change in an organization, well assessment and integration of new knowledge, finding of opportunities to build new skills and find out opportunities to apply in other new skills. The practitioner should be able to explain various aspects of change management to train the business sector. Practitioner should be thinking strategically, this could make practitioner to t develop and communicate clearly on future condition of the organization. Through critical thoughts of the practitioner will be able to monitor the organization as far as risks are concerned, hence the company can operate smoothly with less uncertainties. Strategic thoughts of the consultant of change will facilitate the organization with internal and external change drivers when identifying, planning and making decisions. The power of influencing others is another competence that a practitioner should possess, this competence element will apply at situation when the practitioner is required to make relevant stake holders respond to change positively. The practitioner is required to involve right stakeholders in identifying, developing and implementing of changes. The presence of the practitioner will convince the people since it will induce confidence. Networking and interpersonal skills will also make practitioner more trusted by the people. Self-management. The practitioner should be able to do a whole change process individually. Hence being fully accountable on anything as far as change in an organization is concern. Therefore, the practitioner should be able to give priorities and manage time properly. Meeting deadlines and working under pressure should be the motivating factors of the change management practitioner. Above competencies are important to the organization at large as does to the practitioner, this is because it will make the organization make identify, plan and implement changes. Therefore, the organization can get good opportunities and edge risks that the organization might face in future (Truss, Mankin, &Kelliher, 2012). The competent practitioners is more resourceful to the company since they work more effective and efficiently. Sometimes most practitioners find themselves in dilemma when making decisions; this is because after identifying the problem they need to involve various parties before making any decision. If some parties are against change or are in status quo and others are in and of change then the party with more power of negotiation might influence the decision of a change management practitioner. In this case, the code of ethics of the change management practitioners will have been corrupted. As a practitioner, I will make impartial decision to avoid the blame from the other stakeholders or the parties. Being impartial will make a practitioner more reliable to the organization since every stakeholder will have confidence on the practitioner(international consultancy, 2003). Making impartial decisions will reduce the practitioners liabilities hence the practitioners industry will gain trust not only in the society but also globally. References Daft, R. L. (2014). Management. Australia: South-WesternCengage Learning. The international guide to management consultancy: The evolution, practice and structure of management consultancy worldwide. (2003). Truss, C., Mankin, D., &Kelliher, C. (2012).Strategic human resource management. Oxford [etc.: Oxford University Press. Compare and contrast partnership styles Partnership is a mutual agreement between two or more person to form a viable business. In partnership every member have equal responsibilities and contribution to the business. The agreement can take the form of unlimited or limited depending on the agreement by members(Castellani, &Zanfei, 2006).. Unlimited partnership is not distinct from its members; the individuals and the business are one person according to the law. Limited partnership is a legal person and has equal right just like a natural person. When a business goes into liquidation, individual’s property of unlimited company will be sold to recover debt. Limited partnership is a different person from its owners and in case of bankruptcy the business property will be sold to pay off debts. The limited partnership has unlimited life that is a going concern entity while unlimited business has a fixed duration. The unlimited business exists until the goal agreed is accomplished and after the achievement of the goal the business is dismissed and the profit shared among the partners. The unlimited partnership members add the income from the business to their other income and pay tax using graduated scale(Schneeman, 2013). The limited tax pay taxes like limited company using prescribe percentage by the state. Unlimited share profit equally or as per the partnership agreement while unlimited share residual profit equally and re invest the other into the business to continue with its operation as going concern. A limited partnership is a legal person that can sue, own property and can be sued. Limited business earns more profit as compared to unlimited since it has an unlimited life. It has few legal requirements to form, the only legal requirement is a certificate of partnership. References Castellani, D., &Zanfei, A. (2006).Multinational firms, innovation and productivity. Cheltenham, UK: Edward Elgar. Schneeman, A. (2013). The law of corporations and other business organizations.Clifton Park, NY: Delmar Cengage Learning. Read More