BBM2 BBM Introduction The rules of management are expected to change when managers are carrying supervision of employees they irregularly meet face to face. Apparently, communicating over electronic means is not preferred. Messages over the electronic media may not be powerful as those impressed one on one since they don`t express feeling, facial expression and body language (Alexander et al.,2015,p. 13)At least for telephone calls, a person’s voice can be felt. The application of voice mail is outdated. And email is even poorer due to its impersonal nature. Even though it is fast enough, it is not a good way to bring people together and solve complicated organization problems of it its quick speed (Bovée and Thill, 2012). Craig`s main problem and possible remedy Craig's main problem is that he does not see the need to change his behaviour towards managing his team. In other words, Craig does not see the need to meet with his team physically. Instead, he relies on electronic means of communication so as to communicate with other team members. He did not realize that in an environment of that sort, organizational issues that may be easily solved in physical meeting end up escalating and go out of control. A mixed-up series of communication by voicemails, emails and in person has created confusion in the company. Craig`s casual approach in leading the team has created enmity in the team. The formation of formal organization management is essential in any flexible environment(Cascio 2018). Craig`s technique is focused to meet with and exchange information with the team member who is in the office most of the time. This is literally poor management, and it is wrong to have relied on email to respond (Certo, 2018).
BBM3 Unfortunately, Craig reverses the problem. He must now focus on the future to provide a solution to the problem. Prior to meeting with Penny and Allison in their scheduled meeting, it is important that he solicits information concerning the team members` situation. For example, he is supposed to inquire if the feeling by team members towards Allison is the same. During the meeting, he is should lead the meeting with a lot of openness, particularly uniting the team members to regain trust and loyalty of the two female members and the whole team in general. At the end of it all, he can decide to promise about appointing a new team leader in the following meeting. Even after the meeting, Craig is supposed with employees more often. It is because rarely meets the team regularly for interaction. Neither does he trust the team members themselves interact among themselves. He should meet with the team members at least once during the week so as to stop the problem of disconnection. Moreover, it is up to the team members to submit status report each time they make updates. That way, the meeting and the written reports are able to give information and give feedback. Also, he will be better placed in a position to identify any developing problem. Type of conflict evident in off-side team and action by Craig and Maggie. The type of conflict evident in the off side team is managerial conflict. Evidently, the company has no specific way of assessing its employees, which means it cannot tell if employees are fit for positions or not.The unhealthy tactics by management normally encourage employees to involve alternative programs to mix together with other personal benefits(Costas and Kärreman 2013, p.35). If anything the company does not offer elaborate guidelines that give direction about work and when they are allowed to carry on with other activities. Additionally, the program has no process to even spare time for physical interaction. The problem worsens when participants rely on electronic means of communication like emails and voicemails.
BBM4 Almost every company adheres to a set of rules that include both focus on the clients and employers (Daft et al, 1998, p. 123-139). In this incident, both parties, the clients and employees are irrelevant. The program dwells more on quantitative benefits; which imply shorter cycle time with bigger client loads. This is not possible since the program is getting undermined by other problems like communication breakdown and the workers are set up by a process that does not yield. Craig and Maggie should take particular actions to solve the conflict with the offsite team. First, they must investigate the strength and developmental needs of their telecommuters and then restructure the manner of their work delivery. Of course, there are alternative steps to grant employees with work-family balance as they wish by allowing them to deliver effectively in their mission. There could be sharing the job, working part-time and telecommunicating still remains a worthwhile technique if the organization take the appropriate corrective actions. By carrying out an interrogation of the employees' condition and comparing the outcomes, with work progress, then Maggie and Craig what is known us a process consultation. Such an activity is a significant factor in a successful alternative work program. Problem with the off-site team that makes it inactive. The problem with the off-side team is that telecommunication has completely gotten out of hand. This implies, in order to solve the problem both employee and managers are expected to take part in structured meeting that will carry out few activities. The meeting should put down the challenges of working in an outdated style. The meeting too should develop a detailed agreement on program management, touching particular issues like giving back reports. Finally, it should bring out a consensus that accountability is surely shared for the success of the
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BBM5 arrangement. These pints are not really complicated nor different in a special way but critical to the achievement of an alternative work arrangement plan. Conclusion In conclusion, the problem between Penny and Allison can still be corrected. Despite the fact that the program in the corporation seems disorganized, still, coming up with a better alternative work arrangement plan is apparently possible for the company. Much focus has to be put on the company principles and values to ascertain there is much proper alignment among workers and the work schedules. In addition, the initiation of stages to reshape it to its currently messed up program is all that the company requires making a positive progress. Whenever an organization has well-stipulated policies and guideless then, it establishes a firm training program in practice and definitely off-site work arrangements can lead to maximum production by the firm. (Koprowska 2014; Treem and Leonardi, 2013, p. 143-189).
BBM6 References Alexander, Valerie, Colleen Havercome, and Bahaudin G. Mujtaba. "Effectively managing employees to get results in a diverse workplace such as American Express."Journal of Business Studies Quarterly7(1) (2015): 13. Bovée, C.L. and Thill, J.V., 2012.Excellence in business communication. Pearson Higher Ed. Cascio, W., 2018.Managing human resources. McGraw-Hill Education. Certo, S.C., 2018.Supervision: Concepts and skill-building. McGraw-Hill Education. Costas, J., & Kärreman, D. (2013). Conscience as control–managing employees through CSR. Organization,20(3), 394-415. Daft, Richard L., Juhani Sormunen, and Don Parks. "Chief executive scanning, environmental characteristics, and company performance: An empirical study."Strategic management journal 9(2) (1988): 123-139. Koprowska, Juliet.Communication and interpersonal skills in social work. Learning Matters, 2014. Treem, J.W. and Leonardi, P.M., 2013. Social media use in organizations: Exploring the affordances of visibility, editability, persistence, and association.Annals of the International Communication Association,36(1), pp.143-189.