Organizational Behavior Over the Last Essay

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Suggest a course of action. What could have been done better? and/or if relevant, what could be done now? Remember, implementation is the hard part. Are your recommendations specific and feasible?

Looking back, the overall amounts of communication could have been improved dramatically. Where, I should have communicated with this manager that: their actions were not acceptable behavior. To do this, I would have to have a face-to-face meeting (with open communication). During the meeting, I would approach the manager in a non-confrontational way. As I would listen, to why they engaged in various actions and what challenges they are facing. This could be used as an effective tool for building a bridge of: open communication with the manager. At which point, you can begin to discuss some of the difficult issues of the relationship. This is important, because it is establishing a sense of trust by having the manager express their concerns with you in an open and honest way. You can then, be upfront with the manager about various issues that you could be dealing with. Where, you would want them to be able to step back from the situation and view what is occurring (from your vantage point). Once this takes place, it means that you can begin to positively influence the manager (by helping them) to see on their own how their actions are contributing to the underlying problem. Since the incident happened a while ago nothing can be done to rectify the situation. (Owens, 2010)

If the circumstances do not improve, you should begin to compile evidence and facts to show that this manager's actions are hurting the company. Where, you would present this information to their superiors and possibly the highest levels of the organization. The idea is to inform upper management about what situations could be taking place that is hurting their profitability (as they could be unaware of what is occurring). At the same time, you would want to have all of the different team members working together to highlight the various issues that could be affecting productivity.

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This will help the top executives to understand the problems and how a particular manager could be making them to become worse. (Owens, 2010)

These recommendations are feasible to a certain extent because they can provide an approach to: improve communication and address issues (which some managers may choose to ignore). At which point, the underlying problems can be discussed from the team aspect with everyone questioning the way the manger is handling various situations. This will help them, to understand how they could be contributing to the problem and what needs to be done to rectify the situation. In this aspect, the recommendations are feasible because they can provide a general approach for resolving various conflicts of this nature. (Owens, 2010)

However, to apply this strategy to a specific work environment means that it would have to be adjusted for a particular surrounding. Where, various: policies, procedures and personalities could have an impact upon how successful the strategy will be at achieving its objectives. In this aspect you would need to apply common sense and flexibility to the strategy. At the same time, you must think about the possible positive or negative reactions that could occur. The reason why, is because you are approaching a manager about different issues they need to fix. Whenever, you are discussing these issues with someone the odds increase that they will become defensive and will not listen. This is why it is important, to consider how you approach the individual and their reaction. As you do not want them to become upset because they see what is happening to them as a personal attack. Instead, there should be an emphasis on helping to create win -- win situations for everyone. This how any organization can be able to increase productivity and their profits......

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