Issues Within Organizations - Paper Example

Organizational culture is a pattern of shared beliefs or values that guide the employees in an organization in understanding and having the right behavioral practice toward the organization.It includes collective goals and standard of behaviors that are expected in the company.Culture describes the manner in which the employees interact with the environment and with each other in the organization.Company culture can affect sales, recruitment or employee morale positively through inspiring the employees. A good organization culture can attract employees in the organization and boost their performance and aspire them to be productive and thus reducing the turnover. Organization reflects the ethics and culture of the leaders who run them.A good leader should have qualities such as being visionary and being a strategic thinker who supports ethics and values of an organization.Lastly, a good leader should empower the employees in making decisions that affect their lives and improving the company's performance through influencing positive behaviors.

The issues that I will address are a poor employee to manager relationship and lack of motivation amongst the employee in the company that I work for. The poor relationship between employees and the managers leads to low performance.In the organization I work for, there seems to be no employee motivation, and thus there is lack of morale, and this affects the organization's performance.Motivation makes the employee enjoy their work and helps them to carry out their duties to the best of their abilities and thus increases production

How Poor Manager-Employee Relationship and Lack of Motivation Affects Workplace Culture

Poor employee to manager relationship has affected the employee performance because there is no proper communication between manager and employees.There is a lack of a strong reinforced and widely communication in the organization, and this makes the employees feel being of lower value.There is also a problem of lack of control that is brought about by the poor relationship among manager and the employees; this has led to the employees feel being powerless, this has restricted the employees to try out innovative tasks that can have a positive impact in the organization.

Strong culture makes employees feel valued and gives an opportunity for them to grow professionally as employees engagement leads to effective communication and collaboration with the managers.Motivation is also another effect affecting the organization culture.The organization lacks motivational drive that includes promotions; there are no extra training or any career development in the organization which improves the organization performance. Lack of motivational drive has led to an inability for the employees to build innovative and new concepts.

It is the role of the manager to link employees to the workplace culture.The managers and employees should ensure that culture forms part of the environment in the organization and however every individual is entitled to know his or her role in the organization (Lussier,2008). There is a need for good managers and employee relations to ensure the organizational cultures are being changed more often due to the change in the business market nature.

Organization structures and culture that are demonstrated through collective values, belief and ethics should match the entire organization purpose, this should be done to ensure return on investment and the best employee to manager relationships. This relationship translates to responsiveness, adaptability, and performance (Singh and Kumar, 2011).

The role that the Leadership Played in Poor Employee to Manager Relationship and Lack of Motivation.

The organization is a systematic network that is dynamic and complex.Therefore, there is a need for a sound and quality tough decision.The leadership in our organization should solve the issue of the poor employee to manager relationship and lack of motivation by coming up with scientific breakthrough based on experience, participants skills, and knowledge to improve decision making quality and in overall organization goal accomplishment. Leaders should know the best decision to make and keep all employees involved.There is a need for the leadership to come up with creative policy development that seeks to motivate the employees in the organization this will ensure success, growth and hence innovations in our organization.

Poor manager to employee relation has affected job performance of the employee.The leaders have shown lack of motivation drive and have failed to understand the employees.The leaders have ignored the employee's individual needs that may lead to a positive contribution.Poor leadership has also deflated the morale of the employees leading to stress and cost the organization more than its turnover. Leaders and managers must ensure that the employee's morale is boosted and should create a culture and atmosphere of productivity and enthusiasm among the employees.Motivation has the power to push people in the right direction and to ensure that they meet their basic need for recognition, belonging, self-esteem and feelings of self-directedness.Leaders use of autocratic leadership styles in the organization is another issue in our organization and thus failed to involve the employees in company's decision making; they are in charge of all decisions in the company.Leadership has not played any role in maintaining and shaping the employee to manager relationship through influencing on the psychological bond between employees and managers.

How Poor Employee to Manager Relationship and Motivation Affect the Ethical Climate and Decision Making of the Organization.

The ethical climate is a work climate that reflects shared the perception of policies, practice, procedures of the organization.This ethical climate is a psychological mechanism that manages ethical issues.Decision making is influenced by ethical climate and behaviors of individuals in situations of an ethical dilemma.Our organization lacks employees cultures that support ethical and social responsibility act.There is unfairness in a managerial position and lack of managerial support from the leaders in charge.

(Maak, 2015). Suggests that leaders and their organization are including stakeholders in planning and decision making.This book focuses on responsible leadership from employees perspectives.And suggests a need for Talent retention and responsible leadership because lack of responsible leadership integration in a business strategy that seeks to address talent development and retention may lead to a tenuous firm. Poor employees to manager relationship have led to lack of trust.The leaders have failed to bond with the employees this has made them not familiarize with the individual, and doubt their capabilities.Trust is important in resolving managerial issues of decision making and in team effectiveness. This organizational culture has affected the behavior of managerial trustworthy due to lack of communication.

Another issue is lack of independence in the organization and strict laws that affect the employee's freedom.A leader who values the right perspectives should consider the entitlement of the employees.Employee to manager relationship and motivation Issues are related to customs, beliefs, and values, therefore, they lead to a negative ethical climate that can only be resolved through independence in the organization,

Potential Solution for the Issue of Poor Employee to Manager Relationship and How this Solution will Help the Culture Leadership or Ethical Climate and Decision Making of the Organization

Managers and leaders in our organization should understand and come up with ways to change organizational culture.The leaders have failed to adopt a leadership role that seeks to ensures that the best practices are adopted.Various organizations are adapting to more competitive and dynamic environment.Therefore, organization culture is however viewed to support or resist the internal change. Leaders should seek a culture that is best suited to the ever-changing strategic demands.It is therefore important to note that changing an organizational culture means changing some of the beliefs, values, customary ways of management practice.This change can be disruptive and hence violate the company's constitution or past behavior or routine of the company. The relationship between culture and its leaders are important in maintaining and in building trust.There is a need for a timely and direct communication that brings about full disclosure as lack of communication lead to rumors and gossips.Leaders in our organization have a key role to play in ensuring a smooth information is passed to the employees hence they are the key communication messengers.

Managers and leaders are in charge of making all decision in our organization, and we as the subordinates have to adhere to this decisions.We should be involved in decision making, ideas, and suggestions.There is also a need for clarity of purpose and vision this ensures that we understand what we have in common with the leaders.In this way, we can articulate purpose and goal to a new employee.

Focusing, aligning, scanning, inspiring and mobilizing contributes to positive work climate.Leaders should inspire and align the employees to facilitate teamwork this will help the organization to have a positive relationship amongst employees and leaders. There is lack of connections between the employee's interest and special skills in the organization; this makes the employees not to commit to the work willingly.Leaders should demonstrate to employees honesty, personal commitment to work, and creativity this will help to sustain and build group enthusiasm in work and empower the staff in learning by addressing challenges.

There is a need for a culture that is people-centered that involves a change of draft of a culture that seeks to value and respect people and influence people to work as a team this will help build a strong employee to manager relationship.It is also necessary for leaders to work with the employee and support employees goals and mission.

Problems of ethical decision making arise whenever the problem is about the moral situation which requires a person to choose between two bad choices or whenever there is a lot of ethical consideration.In this situation, the leader should think through the ethical implication and consequences to make the best decision.It is important for leaders to create ethical behaviors in the organization so that we can have an understanding of the what contributes to decisions or conducts that are ethical or unethical.Leaders should integrate various motivational practices in the organizational culture that includes emphasizing praise, pay benefit, promotions, recognition and supervisors approval.There is a need for the leaders to evaluate employee's perspectives.The leaders should maintain positive interaction and support their employees through trust.Important interactions establish trust, this helps to build a good employee-manager relationship.

Changing organization culture will benefit both the organization and the employees.It will help in the promotion of long-lasting benefits and in providing a foundation that is solid which will help the managers and leaders to build new behaviors, concepts and change the way of thinking of employees toward work.The leadership should ensure that employees receive training in the soft skills that include building interrelationship, leadership, communication, holds the employee accountable for their initiatives and goals and in creating a vision.To change the organization culture, this skills must be employed to in order to have an organizational change that is successful.It is necessary for th...