The challenges that employees do surface at their workplaces are never immune. Most diversify companies usually have intensified workplace problems that they try to solve daily. They employ different people with varied cultures and beliefs hence faces different challenges in their lives ("Organizational Problems in the Workplace," 2016). In every organization, Workers in one way or another suffer various problems whether personal, team problems or organizational-wide difficulty. Almost all workers have families or are in a relationship, and all these contribute to the issues at their workplaces. As a Medicaid Eligibility Specialist, my job duties consist of determining eligibility for Medicaid applicants. In this case, I have to deal with different groups on a daily basis. At the same time, I have to play my role as a daughter to my sick mother, as a mother and a wife what also affect my work. In most cases, organizational problems usually originate from conflict within the company lack of communication between the managers and employees as well as the use of corporate structure inappropriately.
One of the significant challenges that contribute to the organizational problems is the employees challenges. Most workers have individual issues that affect their performance at work, and these problems may originate from the workplace or at home. They have to battle these hitches internally without disclosing them to others what may make the company suffer in most cases ("Organizational Problems in the Workplace," 2016). For instance, one may have an ill relative back at home that requires his or her care making the worker either fail to come to work or arrive at workplace very late. Many usually keep their problems secret to the extent that it may cost them their jobs. In my case, my ailing mother may draw much of my attention to the level that I fail to produce back at work. Due to this, employees with such cases may be eligible for specific leave that employers without the knowledge of what the worker is experiencing may be against it. Therefore, employers should consider talking with the staff to uncover whatever they go through in their life ("Organizational Problems in the Workplace," 2016). That will enable them to understand the source of their problems whether from home or workplace.
Some of this personal problem also originate from the supervisors at work. Most of the supervisors tend to be rigid and harsh to their juniors what create a massive gap in their relationship with the company ("Building Employee Confidence," n.d.). They fail to understand some issues their juniors may have made the life of an employee hard within the organization. In my case being a family lady, the ailment of my sick mother may get serious what may force me to rush to the hospital. Due to that, I may fail to come to work on that day, but with a crafty supervisor with truncated understanding, I may face trouble when am back. There are some cases whereby employees may not get a chance to seek permission from the company following the urgency of the matter, but those leaders without proper leadership skill may fail to understand them. An emergency may arise that seek my immediate attention forcing me to put aside all that I was working on to attend to it.
Most supervisors usually make the lives of their juniors a living hell, and that makes most workers to quit a job or lose morale for work. The conflict that may arise between the supervisor and the junior worker in most cases make the juniors lose their jobs. Such crisis can be resolved following organizational management policies put in place by the company ("Building Employee Confidence," n.d.). They should give the workers room to explain themselves to enable them to address the issue amicably. Anyone can have an emergency regardless of their ranks in the company. They should offer proper leadership training to the supervisors to equip them with skills that enable them to handle the junior employees the right way.
Some organizations usually disregard the ideas of their employees and fail to engage the entire workforce in decision making even where their input should be considered ("Fair Process: Managing in the Knowledge Economy," 2003). In cases where the employees interact with clients more often than their managers or supervisors, the officials should seek for their ideas on most issues affecting the company clients. In my case, I deal with clients on a daily basis. I usually conduct interviews to obtain needed information and document case record narratives to ensure a proper audit trail. By doing all these, I tend to interact with people of different caliber as they raise issues regarding the services offered by the organizations. All these concerns can be resolved when the management engages me on some matters during the decision making to enable them factor in challenges that may affect their future productivity.
If one enquires from various employees, they always lament about the company not considering their ideas or input during their decision making. Most of them feel the company do not respect them and treat them as worthless people ("Fair Process: Managing in the Knowledge Economy," 2003). Regardless of their position in the organization, these employees deserve their respect what all the employers need to know. To make their works feel worthy and also serve the interest of all their customers, they should engage both the junior and senior workers in their decision making. They should have a fair process to reach a conclusive decision that serves the interest of those that will be affected by the decision. They deserve a chance to contribute their ideas and refutes the merits of each others ideas and assumption. Engaging all the affected parties in the company will enable the management to make a better decision ("Fair Process: Managing in the Knowledge Economy," 2003). Due to that, all the involved individuals will be committed to ensuring the decisions are executed accordingly.
Teamwork is usually good for the quick progress of most companies though they also cause problems to these organizations. Most managements believe in collaboration since they typically consider multiple perspectives before concluding. In my case, we are a team of three caseworkers that are working together to ensure proper service delivery to the clients. In this unit, to ensure the eligibility of a person to get a Medicaid cover, the entire group must agree and have one voice on that issue. Whenever a team member has a dissenting opinion, the whole group have to reexamine his/her view and come to a conclusion. In most organizations, some individuals like dominating the teams activities leaving other members hanging. By doing that, they prevent the team from having balanced and thoughtful results hence hindering the progress of the organization.
A working group requires equal participation where everyone gets a chance to contribute ("Collaboration Beats Smarts in Group Problem Solving," 2010). A team with a good involvement usually produce more reasonable results than those dominated by one person. To create an efficient and high productivity and performing crew, the members should find a balance within their group ("Balance Tasks and Relationships for High Performing Teams," 2013). Task-relationship balance communicates a lot regarding a top performing team since it will help the members determine whether they concentrate much on the tasks or the relationships. Finding a balance within the group will enable the members to monitor their performance closely hence ensure they meet their set objectives ("Balance Tasks and Relationships for High Performing Teams," 2013).
Team and personal issues within the organization when left unsolved may escalate into a significant organizational challenge. These problems may divide the company into two whereby the groups may be at odds with each other ("Organizational Problems in the Workplace," 2016). Organizations should avoid these cases by all means before they affect the companys culture in the public domain. For instance, Medicaid agency is an organization that provides medical cover services to many people within US and conflicts or division within if left unresolved may affect its productivity in all states. Without unity, many people will start questioning their management as well as the quality of the services they offer. Some organizations never motivate their staff regardless of the effort they put on their work. Motivating the employees makes them work even harder hence good returns to the company. The force that drives most workers to include increased responsibility, challenge, and fascinating work ("One More Time: How Do You Motivate Employees?" 2003). The staff will always have what to work on every day. Such intrinsic factors usually satisfy the employees need for growth and achievement within the organization. Employers should realize that motivation of employees not only depend on the salary increment or recognizing their strength but also engage in many more activities within the company ("One More Time: How Do You Motivate Employees?" 2003).
Balance Tasks and Relationships for High Performing Teams. (2013, January 10). Retrieved from https://www.emergenetics.com/blog/high-performing-teams-balance-tasks-relationships/
Building Employee Confidence. (n.d.). Retrieved from http://www.amanet.org/training/articles/building-employee-confidence.aspx
Collaboration Beats Smarts In Group Problem Solving. (2010, September 30). Retrieved from https://www.npr.org/templates/story/story.php?storyId=130247631
Fair Process: Managing in the Knowledge Economy. (2003, January 1). Retrieved from https://hbr.org/2003/01/fair-process-managing-in-the-knowledge-economy
One More Time: How Do You Motivate Employees? (2003, January 1). Retrieved from https://hbr.org/2003/01/one-more-time-how-do-you-motivate-employees#
Organizational Problems in the Workplace. (2016, October 26). Retrieved from http://smallbusiness.chron.com/organizational-problems-workplace-12570.html
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