I. One of the top characteristics that employers seek upon acquiring an employee to the organization is problem solving. It is a skill that displays not only the capability of an individual to deal with situational elements he/she encounters. ( 2002) Other studies claim that the problem solving skill is an indicator of the adaptability of the individual to particular situations. In a study presented by (1993) they equated the problem solving skill as a tool for the survival of the individual, especially entry-level employees. This means it is a necessary faculty that each employee must have. It is the capability to think for himself/herself by using critical thinking. One could not blame employers in looking for such a skill among the new recruits. For an employee to have the necessary problem solving skills means that he/she could perform and carry out his/her tasks with less supervision. This is because with the problem solving skills that he/she possesses, he/she would be able to use the information available to him/her by processing it to complement an observable problem in the company. Not only does this show independence from the supervising authorities of the firm, it also shows that the employee has a high level of competence in the said field. Problem-solving is not what could be considered a process of trial and error; otherwise the firm will lose valuable resources. It is a systematic process where the situation is analyzed and eventually solved by a carefully designed scheme that will consequently be favorable to the company in general.
II. A good problem solver should have a set of characteristics that should complement the process of problem solving itself. The work of (2005) they took note of the IDEAL model of problem solving. To answer the question, the components of the IDEAL model will be used with reference to the qualities I have to be considered as a good problem solver. I see myself as an adaptive individual. This enables me to think critically and consider the individual factors that constitute a problem in line with the goals of the organization. Moreover, this characteristic allows me to be more alert to the specific changes in a situational level, which brings me to my other characteristic: responsive. This trait allows me make out the specific problems and possible opportunities that would allow the organization to deal with the problem. Another trait that I have is that, in a notable manner, experienced in my line of work. This means that to some extent, I’ve encountered some of the problems and have formulated ways to deal with it. This helps me look at the possible strategies more effortlessly. Similarly, it also provides me the capability to foresee possible problems even before they take place as well as the possible outcomes of a particular course of action. A rather important element in this juncture is my retrospective trait in my professional career. This means that the experiences that I have encountered sticks with me in such a way that they are deemed as lessons learned. These helped considerably in my career to solve and even steer clear of any problems for the organization.
III. Normally, the decision making in an organization is given to the top management. It is these decisions that have a considerable effect in several aspects of the organization, specifically in operations, business and even the human resource management of the entire company. ( 1991) This only shows that the load in which decisions are made of is considerably intense and it is the managers that take almost all the load. Needless to say that when solving problems, finding the right solution and implementing it is vital. Otherwise, a considerable amount of company resources is subject to waste. And to some level, the possible effects of the undertaking a wrong decision may well branch out to other aspect of the organization. A wrong decision may reflect badly on the manager who made it. This will eventually reflect on the ascendancy he/she possesses over his subordinates. This may entail because the acquisition and implementation of a wrong decision equates to incompetence on the part of the manager. Though there is still the existing difference with regards to the stature in the organization, however it is inevitable that a considerable change in the context of mutual respect may be inescapable for the manager and the subordinates. Thus, the effect of choosing a wrong solution may include issues on wasted resources and personnel dynamics within the organization.
IV. In the context of leadership, in order to effectively take on the challenge of leading a grouped people a leader must take on several traits. Such traits include compassion and humility. In the work of (1993) he noted that compassion and humility are imperative parts of the leadership process. In the context of humility, leaders are said to be based on the knowledge of the individuals seen as leaders of a group that their knowledge is actually more limited than what their followers realize. Though this is considerably different possible consequences as lowered goals for the entire organization, the trait is also imperative in such a way that the development of the organization is ensured. Development is guaranteed in this context because a leader with humility is free from greed, irrationality, and deception. Moreover, with such a trait, the needs of the organization as a whole is considered first before his/her own welfare. ( 2005) On the aspect of compassion, it is similarly needed for the leader in such a way that it would be a source of hope for the entire organization. In the work of (1993) that failure is inevitable for any organization. It is the leader’s task to take on these failures with compassion in order to heal the rather shattered relationships resulted from it. And to a certain extent, the said trait is able to reassure the company with harmony, mutual respect, and emotional accessibility. ( , 2005)
V. Providing an environment where the company could compete and operate in a sustained manner should be every leader’s objective. This is what the study of (1999) indicated. They noted that the importance of sustainable development in the context of business is a great way to ensure not only the survival of the company but also the sustained competitiveness of the organization. For the leaders of the company, they should view this as their way of leaving a legacy in the organization and their professional life. In this manner the development of the company is equated to what he/she has contributed even after he/she has severed ties with the organization. On the issue of egocentric leaders, these may be considered leaders without any leadership skill whatsoever. They could be classified as mere charismatic leaders. These are individuals who could perform miracles in their organization. They could orchestrate machinations that an ordinary manager may not be able to perform. (1998) They are able to inspire their subordinates and even put up their maximum performance level for the individual. And normally, that is the problem with companies with charismatic leaders, people work for the individual, not the organization. With such power and influence, these leaders are similarly characterized as “narcissistic” and take on “self-serving” and “grandiose” objectives. (1998) Consequently, when it is time to leave the organization, the workforce may have leadership problems and eventually lead to its downfall.
VI. There are indeed pitfalls of humility and compassion. One basic issue in this context is that both traits are equated to the virtue of kindness. And, in a social structure, there are times that the presentation of kindness on the part of the leader may seem to be an indication of weakness. In the actual setting, this is indeed possible. Nonetheless, to discuss the traits separately, though their strengths are indeed compelling, these traits have possible disadvantages on their own right. In the context of compassion, it accepts the fact that the human nature is basically not pure, imperfect. (1993) He/she is able to anticipate any form of amoral actions that may be thrown to him/her. However, having this trait means that, though the leader is not barred to fight back, he/she is compelled to retaliate without the use of similarly amoral techniques. And in the real world, being such a big fan of morality and moral principles restricts the movement of a leader. On the part of humility, as said in the earlier parts, it is realization that the knowledge of the leader is considerably limited. ( 1993) In looking at this context, there may well be the possibility that the leader could stagnate the development of the organization as a whole. With a limited knowledge, this may also show signs of incompetence among the followers. Though this may not be important for a charismatic leadership, in the context of the present setting and in the cutthroat business framework, this consideration appears to be critical.
VII. There are many courses of action that could help the company in its information flow. Nonetheless, a more recommended and frequently used technique is based on Knowledge management. Basically, this means the proper use of both tacit and explicit knowledge inherent in the organization. ( 2000) In looking at this context, this process is still the enhancement and maximization of the resources available for the development. Explicit knowledge includes those written in textbooks and policy manuals. ( 2000) This means that this kind of knowledge is identifiable and could be acquired easily since it has been recorded in formal systems. On the other hand tacit knowledge are those which are not easily quantifiable since these are the “seasoned intuition” of the persons in the organization. (2000) This means that it is basically dependent on the human element of the organization. Experience and personal know-how are among the basic elements of this kind of knowledge. These are the basic components in which knowledge is managed. Technology is a good enabler of such management. ( 2000) Improvements in areas such as storage and communication of information and knowledge not only give a company an edge with regards to competing with other players in the industry, but also help in the realization of its organizational goals. Goals are realized when the workforce carry out what is required of them in the same way that the workforce would be able to realize these goals if the company properly manages the resources inherent to them in such a way that the workforce could use it to its full advantage.
VIII. A regular employee has other tasks to attend to aside from becoming the employee of the organization. This means that he/she spends his/her time not only with his/her professional life. An employee similarly has to tend to his/her social life and families, in the case of those already with familial responsibilities. And in some instances, other employees are still studying or even taking their post-graduate courses to develop their chances with regards to their professional mobility and advancement. Nevertheless, the imposition of a flexible scheme concerning the work time of the employees basically intends to reduce the level of absenteeism of the employees. With these non-career activities that these employees subject themselves into, it is inevitable that their time for work is similarly affected. ( 1990) In a study of (2001), it showed that employers are constantly afraid that the employees will be abusing the flexible working hours. However, employers and supervisors could always make it a point to avoid this kind of action. The employers and supervisors could impose and constantly remind the employees that their use of flexible working hours is a privilege given by the company. And with since it is given by the company, the company could also take it away from them. This will make the employees value this opportunity given the benefit that they acquire from it.
IX. Though it has provided a considerable assistance in the efficiency and competence with today’s working conditions, there are some problems in which technology pose. The free flow of information among the employees of an organization gives them access to information that may be considered classified. Some companies place confidentiality clauses on their employee contracts in order to protect themselves from leaking information from ex-employees. Thus, technology created the possibility of the employer being at risk of being harmed, probably in terms of reputation or any other factor that could damage the firm as a whole, the moment even a single employee gets hold of any information. In terms of business, a major concern of the investigation is the fact that the marketing information of the company might have been compromised. The list of the possible clients and existing customers including the individual agreements that they have gone into are among the basic information that could be considered confidential and at the same time damaging for the company. The moment this information is transferred to the hands of other competitors, then the said competitors acquires an unfair leverage against the company.
Another issue is regarding the use of open source format of a considerable number of organizations. This means that after the product is completed, the work is accessible to everyone who uses the same application. ( 2002) This implies that after a project is done, then the project becomes public and free. Thus technology also brings in the threat of copyright and intellectual property infringements.
X. Memorandum
Date: 26 July 2006
To: Supervisor
From:
Subject: Suggestions for Better Working Conditions
1. The company should acquire computers with higher IT capabilities in order to accommodate a more open distribution of information. 2. The company should install an intranet for easier access of documents and quicker communication among the employees. 3. Establish a flexible working time program and offer it to employees who want to avail it. 4. Create a set of rules regarding use of e-mail, mobile, and internet in the office. It should be limited to work-related activities.
XI. References
Credit:ivythesis.typepad.com
0 comments:
Post a Comment