Analysis of Workplace Problems and Decision Making for Leadership

This report delves into the complexities of workplace problem-solving, with a specific focus on employee resistance to change. It begins by identifying the scope and impact of this issue, followed by an analysis of information crucial for effective decision-making. The report then explores various alternative solutions to address the problem, including overcoming opposition, effective communication, and employee engagement. It recommends the application of group discussion and rational decision-making techniques for selecting the most appropriate solution. A detailed implementation plan is presented, outlining objectives, team roles, and a timeline. The plan emphasizes the importance of communicating the change to stakeholders and implementing monitoring and review techniques, such as employee surveys and feedback sheets, to assess the effectiveness of the implemented solution and make necessary adjustments. The report concludes by highlighting the significance of addressing workplace challenges to improve organizational performance and employee satisfaction. This assignment is available on Desklib, a platform offering AI-based study tools for students.

Report - Problem Solving and
Decision Making

TABLE OF CONTENTS
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
Workplace problem and its scope and impact and analysing information for decision
making process.......................................................................................................................3
Identifying the alternative solutions to the problem..............................................................4
Application of decision-making technique............................................................................5
Developing plan for implementing the solution.....................................................................5
Communicating the plan to the stakeholders.........................................................................6
Implementation of monitoring and reviewing techniques.....................................................6
CONCLUSION..........................................................................................................................7
REFERENCES...........................................................................................................................8

INTRODUCTION
Every organization has some type of work place problem which it is facing and there
can be number of issues which can create trouble in a workplace. Therefore, it is important to
identify such problem and tackle with the same. This will assist the individual or the group in
enhancing and improving their problem-solving skills. By way of resolving such issues will
help in effectively managing the employees and further improving working environment.
This report throws light on the complex workplace problem, that is, responding to the change.
It will cover the possible solutions for this issue through the application of various techniques
and implementing it in the organization effectively.
MAIN BODY
Workplace problem and its scope and impact and analysing information for decision making
process
The most puzzling and obstinate of the matters which commercials or an organization
faces is employee’s resistance from change. Such resistance may take different structures—
industrious lessening in yield, increase in the amount of labour turnover and requests for
taking transfer, persevering conflicts, miserable hostility, strikes, and, clearly, the outpouring
of a lot of pseudological reasons for why the recommended change will not work out (Grama
and Todericiu, 2016). This workplace problem has a wide scope and will have a huge impact
over the business functioning. This might result into reduction in confidence and the
motivation level of the employees, lack of trust among the employees and the increase in the
fear of losing out the job.
It has been analysed that the major reason for the resistance to change is that of the
fear of job loss, for moving constantly with the changes which is required for working more
efficiency and the better turnaround time along with the need for working in a smarter way.
This comes with the chances of downsizing the existing jobs or reduction in the workforce
and this where fear comes (Shimoni, 2017). Poor communication system can be another
reason which makes the employees oppose the change. It is important decide how the change
will be communicated to the staff as based on this their reaction can be determined. The
employees are required to understand that the need for the change and how it will be
beneficial for them. Thus, this is a delicate part and requires attention. Other reasons are the
lack of trust and poor timing, which makes it important for the management to take into
account all these important factors which can positively influence their decision-making
process in a better and improved manner.

Identifying the alternative solutions to the problem
Many a times most workers won't respond to change with the rapture and joy that is
typical; associations need to be ready that there will be obstacle. It is important to face the
fact that people move toward strength and comfort as against the change in the own and
professional lives. Regardless of the way that it's significantly more straightforward to live
inside the comfort of standard regular daily existence, change happens and is ceaselessly
going to be something that should be dealt with. Throughout ongoing years, change has
gotten a norm in the business world. Associations that can regulate change easily will have
the high ground over their resistance.
There are few strategies which can be helpful in resolving the resistance to change
workplace issue in a better way. Some of them are stated below.
Overcome opposition: Despite how well associations manage a change, there is
constantly going to be block. Associations should attract the people who are against a change.
By doing this, they can adequately see what their inclinations are and possibly lighten the
issue in a superior manner (Tombiri, 2019). By allowing workers time to give their data, it
promises them that they are part of an organization and that truly considers the welfare its
staff. Communicating early and at different times which is necessary for conveying anything
to the workers. There is requirement of a continuous conversation between the organization
and the workers pertaining to the present activities and what comes in future. Organization-
wide email messages and intranets are the best apparatuses to use and this takes into
consideration workers to pose inquiries and remain educated about the changes.
Effectively engaging employees: Another suggestion that an association should take,
it's to get and respond to the criticism that is given by the employees. They are the ones
guaranteeing that all the clients are merry and that all the work finishes, so keeping them on
the circle and cheerful is significant (Aslam, Muqadas and Imran, 2018). Ask staffs looking
at inquiries: Is the change working? What might we have the option to improve? Do laborers
have any requests or concerns? These are all in all best inquiries to present, anyway if info
will be accumulated, it very needed to be perused and utilized. Using a staff's commitment
survey is an extraordinary beginning advance. These answers can be used to change the
course of action fittingly, and convey to the employees that their considerations and concerns
are being heard.
Implement change at several stages: Change doesn't happen simultaneously.
Associations ought to at first prepare for the change, by then take an action on the change and
make a plan for managing the change, and third, maintain the change and assurance that

everything is moving in the direction as planned. This is very essential as it will help in
observing the impact of change so in case any correction is required then it can be
undertaken.
Communicate change effectively: The best way that as a business can grant change is
to explicitly specify to staff what's going on. Using a blend of formal and easygoing
correspondence grants you to ensure that all staff get the report about the change to a great
extent or through some alternate way. With all the correspondence sources, for example,
email, organization intranets, city centres, and formal meetings and gatherings, the message
will get across the organization. By the way of making use some of the distinguishing
strategies for imparting the change will help in clarifying the goals and objectives along with
meeting the needs.
Application of decision-making technique
In order to make decision pertaining to the which alternative solution can be
implemented for meeting the with the problem, it groups discussion and the rational
decision-making process can be useful. Under the group discussion, a group or the
committee will be formed for this workplace issue in which various perspectives will be
taken into account for determining the pros and cons of the each of the alternative solution
available and the expected reaction of the employees on each of the solution (Wu and Abdul-
Nour, 2020). Therefore, in this, the group formulated will be evaluating each and every
solution and after carrying out the systematic and careful analysis of the problem and the
available solution a final decision is being made in respect to which alternative solution will
be more beneficial. This decision is based on the rational and the logical figures. The group
decision technique is the best way of determine the right solution and therefore, effectively
engaging and implementing the appropriate communication system can be considered as the
appropriate solution for solving the resistance to change workplace issue.
Developing plan for implementing the solution
A detailed plan which will be followed for implementing the solution is stated below.
Setting the objectives: The objectives will be defined which is implementing the solution for
meeting up with the workplace problem of resistance to change.
Team members: For implementing change the team members required as are the head of the
project, manager and senior subordinates (Smither, Houston and McIntire, 2016). Their role
is to ensure that every member of the group is well aware of their job role and responsibility
which will help in smooth flow of the plan.

Time scale: It is the schedule which is required to followed for completing the
implementation plan in the defined timeframe.
Activities Week 1 Week 2 Week 3 Week 4
Defining the
problem
Formulation of
the group
Assigning tasks
to the members
Conducting
meeting with
the board
members or the
top
management
Implementing
the plan
Monitoring and
review
Communicating the plan to the stakeholders
In this, the selected plan will be communicated to the stakeholders in the form of an
email or through the way of organising a meeting with them. in this, meeting the requirement
of the change will be communicated along with the benefits it will bring to the business and
to the individuals will be further added (Cabrales and et.al., 2018). The most important thing
is to identify the key stakeholders who will be affected with this plan or the solution and
along with that it is necessary to make sure that the stakeholders are satisfied with the plan.
The main stakeholders of the company are the top management, employees, managers and
the leaders who are required to be convinced with the proposed solution which will add value
to the organization in long run.
Implementation of monitoring and reviewing techniques
Decision making alludes to a cycle by which people select a specific game-plan among
a few choices to deliver an ideal outcome. The fundamental reason for decision making is to
coordinate the assets of an association towards a future objective and lessen the gap between
the genuine position and the ideal situation through viable critical thinking and exploiting the
organization opportunities. Below are the certain techniques which can be implemented by
the management for the purpose of effectively monitoring and reviewing the change plan
implemented.

Employee survey: Under this technique, the survey will be taken of the employees
before the change, during the change and after the change. Through this way, the
management will get an idea about the problem that the employees are facing and also about
their perception about the change (Rodionova and Utepbergenov, 2020). By conducting the
survey, at three different stages will help in evaluating whether there is any change in the
thinking and perception of the employees by getting use to the change. This will assist the
management in making continuous changes as when the needs arise so that the employees
feel ready to accept the change by the way of knowing that the organization is making an
effort to understand their review as well which add value to the company as well the
professional development of the people.
Feedback sheet: The feedback sheet is also useful by the management in effectively
measuring the interest level of the employees and their thinking towards the change (Oden
and et.al., 2020). These feedback sheets will be filled by the employees which will help in
drawing conclusion about the things like the way of working, impact of it on the employee’s
interest level, how it is influence the performance of the employees from the employee’s
perspective so that measures can be undertaken to mitigate the issues being faced by the
employees.
Setting benchmark to review their performance on before and after basis: Under
this technique, the benchmark will be set, at the initial stage the benchmark will be the past
performance level of the employees which will help in evaluating the positive or negative
variation in the performance of the employees before and after the implementation of the
plan. Through this technique, the management will get to understand about the implication of
the change on the employee’s performance and productivity. Therefore, the management will
get an insight into the result of the solution being implemented so that in case any change is
required it can be done on time in order to attain the desired results.
CONCLUSION
It can be inferred from the above that it is very important for an organization to
identify and understand the problem that is prevailing in the organization or the workplace
which is very essential for ensuring that right action is being undertaken for the mitigating
that issue. The organization or managerial change creates difficulties for the coordinators,
managers and the staff and in this way change on a large scale affects people within an
organization. Based on the theoretical perspectives which states that the people are ready to
accept the change and make adjust and is further prepared to execute change. Therefore, the

powerful supervision of change depends on clear knowledge and understanding of human
conduct in the business entity.

REFERENCES
Books and Journals
Aslam, U., Muqadas, F. and Imran, M. K., 2018. Exploring the sources and role of
knowledge sharing to overcome the challenges of organizational change
implementation. International Journal of Organizational Analysis.
Cabrales, A. and et.al., 2018. Do we need to listen to all stakeholders?: communicating in a
coordination game with private information.
Grama, B. and Todericiu, R., 2016. Change, resistance to change and organizational
cynicism. Studies in Business and Economics. 11(3). pp.47-54.
Oden, W. R. and et.al., 2020. Method and system for monitoring an issue. U.S. Patent
Application 16/866,835.
Rodionova, Z. and Utepbergenov, I., 2020. THE CONCEPT OF ADAPTIVE
INFORMATION SECURITY MANAGEMENT IN DIGITAL ORGANIZATIONS
BASED ON THE ANALYSIS AND MONITORING OF BUSINESS
PROCESSES. Economic and Social Development: Book of Proceedings. pp.409-
415.
Shimoni, B., 2017. What is resistance to change? A habitus-oriented approach. Academy of
Management Perspectives. 31(4). pp.257-270.
Smither, R., Houston, J. and McIntire, S., 2016. Organization development: Strategies for
changing environments. Routledge.
Tombiri, M. E., 2019. Strategies Small Business Leaders Use to Reduce Employees'
Resistance to Change.
Wu, Z. and Abdul-Nour, G., 2020. Comparison of multi-criteria group decision-making
methods for urban sewer network plan selection. CivilEng. 1(1). pp.26-48.