Management in Organizations

Running Head: MANAGEMENT IN ORGANIZATIONS
October 5
2018

MANAGEMENT IN ORGANIZATIONS 1
The globalizing world is bringing people from different businesses together and makes them
work together for their own business purposes. Accounting organizations deal with different
business professionals for their accounting solutions. While working with business
professionals from different businesses, conflicts become part of their business. The
occurrence of such conflicts in organizations while dealing with a variety of people is
common. But at times such conflicts may cause a far-reaching negative impact on the
organization and its business ethics as well. To manage such conflicts, an organization needs
skilled and communicating managers to deal with such people having conflicts among
themselves. Managers provided with a team of members having conflicts, have to deal with
them very carefully (Le Fevre, and Robinson, 2015). In such cases, managers are responsible
to resolve their conflicts and motivate them for the productive output from their efforts. This
discussion is made to discuss a similar case of workplace conflicts in ABC services. Also, the
discussion will discuss the academic solutions for the same and will make it easy for the
organization to understand their problem along with providing efficient solutions as well.
In this case, the finance and accounting department of ABC service is consisting of six people
who are working efficiently and meeting the company expectation into their work. Still, they
have some morale problems as well as their personal conflicts among themselves. While
dealing with such situation, managers play a critical role in dealing with the scenario and
resolve the conflicts effectively to make their department work efficiently or in a more
productive way. In the scenario, there are problems like low morale, higher than normal
turnover and reluctant behavior with each other. In short, they are suffering from poor
teamwork. Although they are working on different companies, they need to work as a team
for the organization. This will be beneficial for the company as well as for themselves. Such a
situation may be created due to a lack of effective leadership or poor management of
managers while dealing with their team members. CEO of the company has addressed me
about the leadership style of the previous manager who was not well respected or liked by the
team members. Also, he told me that the managers had a directive but an impersonal
leadership style. This approach didn’t work out and the conflicts remain the same for a long
time. He wants me to deal with a different and more strategic approach to engage and
motivate team members in a productive way as a team.
In the literature work on management, managers are recognized as the center of an
organization’s achievements consequently, they must be effective in their job roles. However,
the academic work has a lack of certainty prevails about what is essential for a manager to be

MANAGEMENT IN ORGANIZATIONS 2
effective. Management has been defined as involving a particular type of responsibilities
focused on achieving the organizational objectives efficiently with the available resource in
the form of a materialistic and human resource to the company (Ololube, 2013). Management
styles are culturally contingent as these are perceptions of their respective effectiveness.
Handrickson (2016), states that managers disregarding while intercultural interactions are
more liable to affect their managerial effectiveness adversely. Leading a team with several
conflicts and a low morale makes the management much more complex and challenging. The
origin of employees’ conflicts is low morale and competition for scarce resources. Conflicts
of competence may have positive outcomes as well but low morale conflicts among the
employees always make them feel low and make a negative impact on their individual
performance as well as the organization’s overall performance. This is because the moral is
defined as an elusive quality that involves feelings, attitude, emotions, and individual’s
perception of the organization and its objective goals. A low morale of people working in an
organization may affect the other employees and create a negative energy at the workplace.
Low morale can attribute to several factors like job insecurity, uncertain business conditions,
lack of fair compensation, and sometimes results in excessive outsourcing (Meng, Yu, Ma, &
Yang, 2018). Managerial behaviour is one of the root causes of low morale where managers
communicate with their employees from a top-down command instead of a direct
communication with employees. Such kind of communication avoiding an effective as well
as motivating communication, direct with the employees results in a low morale of
organization people (Chungsup, et al., 2012). This kind of communication creating low
morale results in a huge gap between managers and employees which leads to employee
disrespect, distrust, low morale, and decreased motivation as well as. Low morale may also
cause employees to lose their interest in teamwork and effective work especially when
managers don’t communicate and appreciate effectively. Such impacts of low morale cause a
high turnover that is disconcerting as it has the great implication of both the financial as well
as productivity level (Rahim, 2017). Financial is in terms of hiring new employees, either
with high recruitments expenses or with higher payments of salary. Along with this, at
production level employees leaving the organization will take with them the knowledge,
experience, and skills (Shaban, Al-Zubi, Ali, and Alqotaish, 2017).
In order to resolve these conflicts, motivation is the key element to retain and keep employees
engaged with the organization (Shaban, Al-Zubi, Ali, and Alqotaish, 2017). At the beginning
of 20th century, researchers like Buchanan and Hueznski (2004), stated the definition of