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SUMMARY OF CHALLENGES IN ORGANIZATIONAL BEHAVIOUR

Summary of Challenges in Organizational Behavior

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Challenges in Management and Organizational Behavior

Introduction

Aquatel is an organization that deals with water purification technology such as Nanotechnology. It offers consultation services on water related-matters and the manufacturing of water treatment products. Change is acknowledging the things we are familiar with and also for what we are not. Good leadership in an organization is searching for opportunities that will positively impact the values of people who are looking up to them. Leaders need to confront and embrace the change that is overwhelmingly happening worldwide. When reflecting on my organization, the organization lags to manage change and implement it to its operations. I choose to highlight the personal experience from my organization concerning managing the change and employee well-being.

Implementation of the Change

For a change to be implemented effectively, every employee has to acquire a feeling of it, think about and be part of the change. Managing a change is a key issue that Aquatel experiences, and it is more important to address it. Aquatel breaks the operation into small pieces by assigning a task force to certain tasks to implement the change. However, it has to be known that the objective is not to acquire each problem differently but rather to connect and balance the change. In this case, the management and leadership need to understand that removing one piece dismantles the whole structure or balance.

Critical Balance

Aquatel mostly assigns a particular group of leaders whose mandate is to manage the change process. Their behavioral operation is to separate themselves and engage in formal discussion towards strategies that are likely to be implemented. In addition to this, they do not communicate with anyone till the due day to report back. However, such implications are not effective since the change affects all of us. The management needs to understand that change is an emotional behavior, and our involvement is essential for the transformation.

Dealing with the Pandemic

In the current scenario regarding the conduct of the task force towards managing change, no positive impacts resulted from the employees. Due to the intervention of the pandemic, the task force provided the so-called solutions to save the organization’s costs. The Aquatel`smanagement agreed that we were to relocate to small branches, and a total deduction of sixty-five percent on our salaries will cater to computers and network systems. When such a process is being discussed, the management needs to engage the employees to facilitate smooth implementation. In addition to this, they have to explain the guiding principles towards such changes daily and integrate them.

Alternative Ways to Manage Change

Managers are responsible for any communication process towards managing change. Rumor fills the vacuum, and managers need to clarify, more so, efforts towards embracing the change. In this case, people always want to constantly hear the same message frequently to adapt to the change; no changes come wholesomely to be effective. However, the management needs to evaluate the understanding capability of the change towards its employees. In this case, they need to gather everyone’s support and belief towards the change and how to interpret the information. Change has steps; the initial step is to allow people to familiarize themselves with the change, thus shaping their attitudes. The behavior will eventually change and result in commitment.

Initiation of Conversation

The task force should initiate early conversation within the organization and make sure each department is involved. Such measures will impact on the results productivity hence winning the attitude of the employees. In this case, the information procedure is crucial for both the organization and the staff. On the other hand, spreading the discussion ensures that each employee understands the change. It also assures a common understanding of the company’s situation. In addition to this, it creates an opportunity for alignment with its activities and overall objective.

Employee Well-Being

Health Status and Workload

Employee well-being is a result of mental and physical health status. This issue is crucial because it affects the operation of the business the relationship between the clients and the organization. In addition to this, it facilitates a calm environment between one another towards functionality. Aquatel does not take much serious consideration to this aspect, affecting its operation without their knowledge. The employees are hardly given sick leave, and it affects their driving power to the operations, thus reduce performance and productivity. On the other hand, there is a lack of proper management of workload allocated to the staff.

Motivation and Appraisal

Aquatel fails to deliver proper task clarity when assigning work. Employees are not provided with any training or orientation towards managing such tasks. The management needs to deal with such aspects to avoid confusion in determining what to prioritize. On the other hand, the organization does not initiate certain activities to motivate an employee’s well-being. The monthly paycheck does not motivate anyone towards perfecting their duties. In this case, the management needs to create activities that will improve motivation and make employees enjoy their work, thus deliver good results.

Alternative Approach

The management could have invested in understanding the habits and their functional approach when performing a specific task. The focus should not be on the result though it is crucial for the continuity of business operations. In addition to this, the management could have congratulated the employees’ efforts, their dedication, and resilience towards the results. On the other hand, Aquatel should prioritize their employees’ personal growth and value. However, they should have opted for prevention measures rather than curing situations. When reflecting on workload and the urge to meet the quality and deadline, most employees endure stress and fatigue. Aquatel should look for other alternatives like introducing mental health services.

Conclusion

In conclusion, Aquatel should take proactive approaches and avoid reactive ones when dealing with the stress or fatigue of the employees. In this case, the well-being of the employee will improve their performance and productivity. In addition to this, embracing the employees’ efforts and their resilience towards achieving good results is one way of improving their well-being. On the other hand, companies need to make good processes when implementing a change in their operations. Lastly, the management is responsible for the flow of communication in the organization.