Weeks 4 and 5 Discussions

4.1. Contributing Factors to Conflict


As an employer at one of the local grocery shop, I experienced a challenge whenever I tried to integrate my personal goals into the overall goals of the company. This made the supervisor engage me in a dysfunctional mode of conflict. One of the structural factors that helped change the conflict even to higher heights rested with ineffective authority relationships, which had developed to an extent that hindered personal growth (Adkins & Caldwell, 2004). Some of the fundamental personal factors that might give rise to the conflict rested with my personality trait as well as emotions in regards to work and my relationship with the supervisors. Some of the factors that should have been used to offset the conflict involved the management team appealing to such aspects as super-ordinate goal settings as well as engaging in a confrontation and negotiation strategy that would have helped in re-establishing the source of conflict as well as diminishing it altogether from ever happening in the near future (Adkins and Caldwell, 2004).

4.3. Jobs and the Design of Work

I will apply the social information processing (SIP )model in redesigning my current job as a marketing assistant. This model is perceived to be focused on the interpersonal aspects of a given job design. It is mainly inclined towards postulating what other people within the society feel about ones job. In redesigning my job, I would apply the four premises encouraged within this model.

First, I would use the notions and ideas of others in trying to understand my work environment. For instance, I would use peoples views towards my work to comprehend possible challenges that arise from being a marketing assistant in an organization. Second, I would go ahead to listen to listen to peoples judgment and thereafter, use this judgment to stipulate which is important in my area of work. Third, I will focus on trying to comprehend how other people perceive my job in order to establish its core worth and areas of responsibilities required. Fourth, I would also go ahead to use possible positive and negative feedback from people in trying to comprehend my feeling towards my job as a marketing assistant. Significantly, I would primarily alter my job design to focus on the lives of those people surrounding me within the society in a pro-social plan.

4.4 Organizational Design and Structure

Organizational design and structure are focused on the immediate behaviors of individuals within an organization and the respective meanings they attach to the behaviors. It is the fundamental systematic mode of tasks and reporting mechanisms that aid in controlling, coordinating and motivating personnel into attaining a firms overall goal (Adkins and Caldwell, 2004). The size of an organization will likely affect its structure and design given that a firm with larger departments might lead to poor structures as interaction of people is limited towards a given area of work. Significantly, a larger company might find it challenging to achieve common goals since it is difficult to integrate a great number of personal aims. The technological aspect of a company also affects its immediate structure and design capacities given that a fairly advanced firm in regards to technology promotes intrinsic levels of interrelationships and easier model of communication between individual employees and employers regardless of their positions and departments within the same organization (Adkins and Caldwell, 2004). This also is true for an organization that is not fairly advanced in terms of technology given and its level of integration is limited. An organization mission greatly affects the structure and design of an organization especially because it promotes a degree of cohesion amongst employees regardless their specific areas of work. Organizations mission statements help employees to focus on a single core goal. Personally, I believe the aspect of size, mission and technology affects the way I relate and cooperate with my fellow employees in trying to find a common ground needed for attaining the fundamental objective of the firm, which is to maximize output and wealth of the shareholders as well as minimize the possible level of operational costs.

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5.1. Organizational Culture

To better enhance employee performance, Apple Incorporation might as well focus on availing significant platforms aimed at promoting cohesion between the authority relationships and employees. The promotion of internal level of communication between these two important stakeholders of the firm will not only improve feedback mechanism needed for affecting the current models of operations, it will also help to ascertain that a favorable working environment is maintained necessary for attaining overall organizations goals. Consequently, the firm should ensure that the aspects of innovativeness and productivity are flexible enough to be executed through their employee-base. Whenever employees are encouraged to engage in personal innovativeness processes, it is certain that they will increase their production output as a way of showcasing personal growth and development.

5.2. Career Management

All the career stages mentioned within the chapter are somehow challenging in nature given that they are all focused on different level of information procession and exposures. In my case, however, the most challenging career stage would be the advancement stage. It is focused on high-achievement objectives for which employees are mainly focused on increasing their respective competence levels in the organization. This stage will likely pose two fundamental challenges. First, the process engaged with increasing ones competence level is associated with the gathering of necessary information from both outside and inside sources. This requires a great deal of research as well as time in trying to match the necessary qualifications needed in the job market for career advancements. Significantly, it will also mean that one will be forced to seek the services of a consultant in order to ascertain whether or not proceeding with a certain career advancement platform will increase competence chances. This process in itself is immensely expensive in regards to both time and money required for the same. Therefore, the advancement stage, will not only pose a challenge in determining the best qualifications to pursue, but also it is an extremely expensive affair that requires investments of ones resources in order to achieve in it at any given moment.

5.3 Managing Change

First, pressures emanating from customers might trigger a company to alter its mode of operations. Customer-related pressures has a way of ensuring that a business mode of activities is patronized especially when they engage in constant complaints in the manner for which they are treated or in cases where they do not agree with certain policies used in conducting operations of a firm (Denison et al., 2004). Under this scenario, an organization has no control over the complaints and thus, will be forced to change its operations because it may lose most of its customer-base. A good example of a company that experienced this form of external pressure is Lloyds TSB Bank that was forced to alter its overdraft policies in order to conform to customers expectations.

Another important external factor that forces changes in organizations rests with changes brought about by ownership structure of a given firm. The new management team will be focused on altering the mode of operations of the business like changing inventory management techniques and reducing workforces to achieve new goals (Denison et al., 2004).

5.4. Applied Intervention

The most formidable OD intervention that could be implied on my current organization rests with allowing for the flexibility of personnel in regards to innovativeness and productivity. Group-focused techniques that might suit the organization rests with allowing for personal innovativeness that is later reflected in overall group goals and objectives.

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