Handling the Difficult Employee - Research Paper Example

? Lansing Community College MGMT 290 – Handling the Difficult Employee CRN Number E-mail Address Telephone Number Define Difficult Situations including Management’s Responsibility and Sources of Difficulties Difficult situations can arise within any organization and engulf the working domains of the people that are employed under its aegis. This happens when there is a great amount of work taking place and when employees hail from varied backgrounds. How these difficult situations are handled and what pre-emptive measures are taken to make sure that these remain at bay is something that will be the basis of this paper, and which shall cover the proactive and reactive mechanisms that are employed by both the management and the employees at large. Also the responsiveness of the management and the eventual sources of these difficult situations would also be taken into count here. This paper discusses how difficult situations are managed within organizations and what the role of management is to make sure that these are curtailed at all times. It is first and foremost very significant to define what comprise of these difficult situations. When these definitions are given a clear cut go ahead in terms of their understanding, then only one could find out the vital link between the diagnosis and the remedy that comes about in the wake of such difficult situations. Hence these difficult situations are circumstances when it is improbable that the employees are able to complete their jobs in an able way. Also the management discerns that this is indeed a quagmire that it has entered into, and thus there is no other way round which can be brought into the picture that shall solve the difficult situation once and for all (Beer, 2011). However, these difficult situations do crop up at the worst possible times and do not have any alternative solutions to rectify the gravity of the problem that has arisen. These could be tussles taking place within an organization amongst the employees or rifts that could mean severe repercussions for the entire organizational harmony. In addition, these could include the day to day cold war scenarios amongst the employees or even with their bosses, and the office related issues which have a great deal of bearing on the eventual allowances, bonuses and other financial aspects that deal with employees’ salaries in essence. In short, there are multitude of problems that need to be corrected and that too within a short amount of time, and there is no other way than to tackle these difficult situations once and for all. This will prove to be a hectic job but then again all Herculean work tasks need to be analyzed properly before they are corrected once and for all. The role of the management in finding out the exact ways and means to take care of such difficult situations is immensely significant. This is because the management is the sole caretaker of the organization and has to decide for its own good what is the best foot forward and how problems need to be proactively gauged and then solutions are determined for the same. If the management has a clear cut policy in hand as to how it will tackle these issues, then it means that the difficult situations would be kept at a safe distance and no problems would come about to give the people and more importantly the management a sort of surprise which they never expected. Then again, there needs to be proper understanding on the different aspects as to what could be remarked as a difficult situation and what is not such a circumstance at all (Brounstein, 1993). The employees are the best possible judges to remark a problem as a difficult one or to discard it altogether. A proactive approach would surely solve quite a few issues and this will be the basis of success within the management frameworks, all of which would take care of the organizational processes, activities, tasks and work flow areas. On the same token, the sources of these difficult situations are also important to make note of. This is because not every problem could be suggested as a difficult situation in entirety. There has to be a solid basis for finding out what a difficult situation is and what is not. Such is the magnanimity of a difficult situation that it can literally make or break a deal within an organization and let the people to remain in close company of one another or get away from them (Archer, 2011). This is so very essential in the time and age of today because employees need to be told that they have to follow the dictum of the organization no matter how difficult the situations and circumstances turn out to be in the real sense of the word. The need is to have a good enough measure of how things are being managed and how the management is playing its important role to keep away the negativities within the related folds. The management’s responsibility is always important to pinpoint here because it is the basis of success or failure for the sake of an organization in the long run. The management just cannot turn a blind eye towards the difficult situations and circumstances which arise from time to time within its realms. It has to hold the people responsible at the significant positions answerable for all their actions and behaviors. The emotional aspects must also be kept under the scanner because these can create more problems for the organizations and result into difficult situations in essence. When a singular basis of the difficult situations is found out, then only remedies can be elaborated upon. This has been apparent in the numerous examples that have been mentioned time and again, and which have played their due role within the related settings (Zehtabi, 2011). What is important here is how well the difficult situations are being crafted into easy solvable ideas and concepts and what the management is doing to make it happen. All said and done, the difficult situations should not be taken lightly at all by one and all, and within the cadre of the organizational umbrella, success must remain as a vital cog in its wheel because it is much desired and looked after. References Archer, S., 2011. Move performance from good to great to exceptional. Strategic HR Review, 10(5) Beer, M., 2011. Developing an Effective Organization: Intervention Method, Empirical Evidence, and Theory. Research in Organizational Change and Development, 19 Brounstein, M., 1993. Handling the Difficult Employee. Course Technology: Thomson Learning Zehtabi, M., 2011. 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