How to Create the Perfect Working Atmosphere for Its Employees - Essay Example

Consulting is no longer concentrated on identifying the right strategy or the right changes that could bring about an improvement in the supply chain of a business enterprise. Instead, as the service sector has come to contribute a large part of the global income, it has become important for organizations to choose the right structure and approach that can create the perfect working atmosphere for their employees.

Most organizations that exist in the world today are yet to recognize the importance of organizational behavior and remain attached to a culture that centers on control and authority. Even with the increased emphasis on improving relationships, and developing interpersonal skills and communicative strengths, institutions still tend to rely on focusing their resources on devising better and more efficient strategies, control structures, and technology that continue to be perceived as the visible parameters for organizational success. However, businesses fail to understand that the present working demands an approach that is rational and need not be tangible and measurable. Issues concerning standards, practices, rewards, empowerment, and training are issues that assume greater significance in the new age of consulting that needs further enhancements and newer approaches as it is still nascent in terms of evolutionary analyses.

In the present case, it seems that employees (consultees) have been asked to fill out a survey that is perceived as potentially exacerbating material by the top management in the company. As the name suggests, The role of the coordinator for Staff Development in the current scenario is to improve the professional and personal capabilities and efficiency of the employees. However, problems can arise when the role of a consultant is limited to a mere effort that involves analyzing the current situation and suggesting a few recommendations that are believed to provide better results. Instead, employees expect to see action whenever any such attempts are made. When surveys aimed at finding out possible inefficiencies are too specific by concentrating on minute areas of detail, workers need to use extra effort and thought to fill them out. In many such instances, they are probably the best bet when it comes to highlighting very specific issues that exist within their work domains. Having made such an effort, respondents expect someone to pursue it responsibly and take the necessary action. When they begin to sense that nothing has been done to look into their issues, a general sense of distrust and distaste begins to develop.

A staff coordinator is also responsible for ensuring transparency at all levels within the organization and ensuring that the management participates in the requisite roles with complete dedication. It is also expected that deliberate displays of power, authority, and expertise are done away with in such scenarios. However, as is evident in most organizations today, differences crop up at all levels within a company. For instance, departments sometimes find it difficult to coordinate a task that requires collaboration between several such entities usually involving a distortion of communication and lack of understanding of the role of people in the other departments thereby leading to mutual criticism and lack of respect. In such cases, animosity develops between departments, which may surface during such detailed surveys.

There may be friction between managers and the employees under them owing to a lack of synchronism and a flat working structure. It may sometimes be difficult for an employee to communicate grievances to a superior due to the existence of a communication gap between the two levels. Employees may find themselves in a situation where they are overtly criticized for inconsistencies in their work that may as well reflect during such surveys. As such, such surveys become easy mediums through which employees manage to vent their anger and frustration against superiors and colleagues. Unless the details of the surveys are not discussed publicly, they serve as easy excuses that may widen the gap among employees in a company. The consultant assumes the most prominent role in this situation which needs to shed the image of an expert and assume a relatively learning role. In any case, conceiving self-management in the future should be the ultimate goal for everyone involved. Additionally, surveys may not be the ideal solution to studying employee patterns as individual engagement and dialogue are better methods for revealing crucial details that may provide real beneficial changes. Read More