Problem Solving in Management: Analyzing Improper Working Culture and Human Resource Exploitation

This study sheds light on the issue of improper working culture and human resource exploitation in the workplace. It analyzes the problem, generates options, evaluates options, and makes a decision to implement effective organizational culture.

Running head: MANAGEMENT
Problem solving
Name of the student
Name of the university
Author note

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Table of contents
Introduction......................................................................................................................................2
Define the problem..........................................................................................................................2
Analyze the problem........................................................................................................................2
Generate options..............................................................................................................................3
Evaluate options...............................................................................................................................4
Make your decision..........................................................................................................................5
Implement and reflect......................................................................................................................6
Conclusion.......................................................................................................................................6
Reference list and bibliography.......................................................................................................7

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Introduction
Management plays an important role for driving the strong organizational culture for
increasing the efficiency of employees towards achieving the organizational goals and objectives
(Alvesson, 2016). The purpose of this study is to shed light on the issue of the given case study,
depending on the experience faced by the employees. By highlighting the issue, the study has
generated different options, which can be beneficial in terms of dealing with the cases.
Define the problem
Analyzing the situation in the workplace, it has been identified that improper working
culture and human resource exploitation are the major issues in the organization. In order to
maintain the employment standard in Egypt, as per the employment policies, the selected
working hours for full time employees are 8 hours per day and 5 working days. In case of this
organization, it has been assumed that in order to prove themselves as the best performer, the
employees are doing overtime so that they can get the chance to flatter with the boss for getting
the performance rewards (Barsoum, 2015). In this situation, it can be said that due to improper
working culture as well as lack of activeness for maintaining the standard of employment have
become the major concern in the workplace. As a result, service standard as well as efficiency of
the employees are getting affected. Due to unequal preferences by the management, the
dissatisfactory environment has been aroused, which can impact on the employee dedication
towards achieving the organizational goals and objectives.
Analyze the problem
Maintaining the effective organizational culture has become an important concern for
managing the employee satisfaction in the workplace. The scenario has shed light on the

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experience of an employees, who assumes that without maintaining the working standard few of
the employees do overtime for entertaining the boss so that they can get unethical advantages in
the workplace. As per the Egyptian labor law, in order to avoid the excessive workload and
maintaining the work life balance, the labor law has set the working hours for fulltime
employees, which is 8 hours per day (Tepper et al., 2016). In case of over timing, the employees
should be compensated depending on the extra time they work. On the other hand, in the
Egyptian employment regulation, the principles of equality has been introduced. However, due
to not providing the equal opportunities to the employees, the dissatisfaction among the
employees have been increased. On the other hand, it cannot be denied that due to lack of
transparency regarding the production report as well as individuals’ performance report, such
kinds of situations are arousing in the workplace. In this case, the unhealthy working
environment as well as ethical issues are impacts on the business performance.
Generate options
Analyzing the current scenario, it can be said that the management needs to focus on
introducing the effective organizational culture (Tepper et al., 22015). In case of improving the
organizational culture, the management needs to focus on implementing the proper employment
regulations in the workplace. Training and development process can be introduced for sharing
the knowledge regarding the workplace ethics as well as employment principles (Driskill, 2018).
On the other hand, overtime has become the major concern in the workplace, in that case,
management can focus on developing strict regulations in which the employees will not be
allowed to stay at office after the shifting hours. In the special cases, the permission will be taken
by the management. Introducing effective monitoring tools, the company will be able to track
the location of the employees, which can help to analyze how many times they are visiting office

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instead of doing their actual job (Tepper et al., 2018). On the other hand, avoiding flattering,
friendly organizational culture can be developed. By developing the friendly working
environment, it will be easier for the management to understand the issues and challenges, which
are being faced by the employees while performing their job. In most of the cases, employees
prefer flattering in workplace, when they try to avoid the job responsibilities. In that case,
analyzing the ability of individuals, they should be provided different job responsibilities. In
case of increasing employee engagement in the workplace as well as increasing their working
efficiency, Maslow motivational theory can be implemented in the workplace.
Evaluate options
Effective organizational culture needs to be developed in the workplace so that the
internal situation as well as productivity of individuals can be increased (Weeden & Kurzban,
2017). In case of the organization, employees are expected to begin and end the working hours at
the office. However, few of the employees are not fulfilling their responsibilities properly and
spending more time for flattering the boss. In this situation effective organizational culture will
help to avoid such kind of practices in the office. On the other hand, through the training and
development process, individuals will be aware of their responsibilities and ethical guidelines,
which needs to be followed in the workplace. It can be assumed that through the training and
development process, if the company will share the knowledge regarding employment policies, it
not only help the employees but also the management will get benefited. In this process,
individuals’ efficiency will be analyzed, which can help to maintain the creativity in the
workplace. Developing the proper employment regulations, the working hours will be clearly
mentioned in the office (Taha, 2016). It can help to avoid the extra time related issue. By
introducing effective monitoring strategy, it will be easier for the management to track the

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location of the employees, which will help to understand if the employees are properly working
or not.
Make your decision
As per my understanding, effective organizational culture can be beneficial for dealing
with such situations. Through the introduction of proper organizational culture the values and
beliefs if the organization will be clarified to the employees (Tepper et al., 2016). On the other
hand, it is also true that depending on the current situation in the workplace, it has become
necessary for the individuals to understand the ethical values of the company. I believe, the
flattering issue, which has been aroused in the workplace, has not only developed because of the
employees, but also the management is equal responsible for such situations. As per my
understanding if the management will not allow the employees to stay in office by exceeding
their working hours, in that case none of the employees will get the change to repeat such things.
On the other hand, I also believe, lack of monitoring is another important issue, which has
reflected through such incidents. As per my understanding, if the organizational culture can be
properly developed, it will help the company to provide healthy working environment to the
employees, which can be beneficial for identifying the ability of individuals.
I believe, flattering is a serious issue that can be developed depending on different
behavioral characteristics of the employees in the workplace. I strongly feel, the employees, who
are afraid of taking the responsibilities are mostly choose such path for surviving in the
competitive environment. In order to deal with the situation, the management needs to focus on
adopting effective initiative so that individuals can focus the issue and challenges, which are
creating barriers for fulfilling their responsibilities (Banks et al., 2016). By discussing with the
management, the abilities of the employees can be analyzed, which will help the organization to

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introduce different training strategies, which can improve the skills of the employees. This
strategy can also be helpful for identifying different perspectives of the employees. In case of
developing the effective organizational culture, strict regulations in the workplace can be
developed, which can create pressure on employees for fulfilling their responsibilities.
Implement and reflect
In order to implement the effective organizational culture in the workplace, it is very
important for choosing the effective leadership style (Driskill 2018). By choosing effective
leadership strategy, it will be easier for the organization to encourage its employees towards
achieving the goals and objectives. I believe, in this organization transformational leadership can
be beneficial for the ability of individuals’ for accepting the challenges can be increased. On the
other hand, in case of transformational leadership strategy, the individuals will get the chance to
involve in the decision making process that can help to improve the interaction between the
management and employees. A training plan can also be developed for implementing the
organizational culture development strategy, so that the cultural values and beliefs can be
clarified to the participants.
Conclusion
In this study, it can be concluded that improper organizational culture can play an
influential role for driving the unethical activities in the workplace. In that case, individuals
should be aware of their responsibilities towards achieving the goals and objectives. Due to
improper organizational culture, dissatisfaction among the employees has been increased, in that
case, it can be suggested that implementing the transformational leadership practices it will be
easier for the organization to deal with such situations.

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Reference list and bibliography
Alvesson, M. (Ed.). (2016). Organizational culture. Sage.
Avolio, B. J., Keng-Highberger, F. T., Schaubroeck, J., Trevino, L. K., & Kozlowski, S. W.
(2016). How Follower Attributes Affect Ratings of Ethical and Transformational
Leadership. In Academy of Management Proceedings (Vol. 2016, No. 1, p. 16854).
Briarcliff Manor, NY 10510: Academy of Management.
Badawi, A., Harders, C., Ezzat, A., Nazier, H., Ramadan, R., Elshyab, N., ... & Bensalem, B.
(2017). INSTITUTIONS AND LABOUR MARKETS IN THE SOUTHERN
MEDITERRANEAN COUNTRIES. A survey of Egypt, Jordan, Morocco and Tunisia.
EMNES Studies, (1).
Banks, G. C., McCauley, K. D., Gardner, W. L., & Guler, C. E. (2016). A meta-analytic review
of authentic and transformational leadership: A test for redundancy. The Leadership
Quarterly, 27(4), 634-652.
Barsoum, G. (2015). Striving for job security: The lived experience of employment informality
among educated youth in Egypt. International Journal of Sociology and Social
Policy, 35(5/6), 340-358.
Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook.
Routledge.
Helmreich, R. L., & Merritt, A. C. (2017). Culture at work in aviation and medicine: National,
organizational and professional influences. Routledge.

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Taha, M. (2016). Reading ‘Class’ in International Law: The Labor Question in Interwar
Egypt. Social & Legal Studies, 25(5), 567-589.
Tepper, B. J., Dimotakis, N., Lambert, L. S., Koopman, J., Matta, F. K., Man Park, H., & Goo,
W. (2018). Examining Follower Responses to Transformational Leadership from a
Dynamic, Person–Environment Fit Perspective. Academy of Management Journal, 61(4),
1343-1368.
Weeden, J., & Kurzban, R. (2017). Self‐interest is often a major determinant of issue
attitudes. Political Psychology, 38, 67-90.