Leadership Problems and Recommendations for HRI Company - Case Study Example

Business Affiliation Student name 1. Communication Problems Communication troubles in commerce naturally spring out from misapprehension. These cause antagonism and indictment. Distinguishing circumstances instigated by communication matters in the place of work frequently entails assisting workers resolve harms with no blame on anybody (Kersner et al., 2006). In HRI Company, there are cases where communication became an issue. The change of security of employment among employees done with no involvement of any sort. This became a surprise to most employees especially at the time when the company was undergoing reshuffling. On top of this, the grapevine that spread through the company demoralized employees leaving them to worry on what will happen to their jobs. This means of communication when not employed properly result in problems (Murphy, 2013). Communication troubles show the way to doubt and low self-esteem. Culture conflicts take place when individuals from diverse settings fall short of recognizing and value dissimilarity in the place of work. Inadequate communication interrupts production and the consequences are inferior product features and client contentment. These issues usually take place through the communication process if the sender provides incomplete and complex information that normally cause confusion. High-quality communication necessitates everybody to take part wholly (Kersner et al., 2006). Recommendations To avoid communication troubles, workers ought to evaluate their communication approach, which explain how self-confident and communicative they act when they converse. In addition, they ought to decide the transmission approach of the clients they are attempting to contact. Employing inquisitive and unrestricted inquiry allows enhanced dialog. Employing reflecting proclamation assist develop a relationship and confidence. Rephrasing assist to stay away from disagreement and needless disagreement in the place of work by easing comprehension. Verbal communication, paying attention, writing and comprehending issues efficiently doesn’t turn up straightforwardly simply since everyone understands doing these obsessions. It necessitates exercise and thoroughness. Executives often have trouble letting individuals to take possession for their own exchange of ideas troubles but enlightening workforce on the payback of communicating without a doubt can lessen office pressure or anxiety and encourage enhanced relations. Good quality communication must not be restricted to a particular instrument, like email, since of price savings or effectiveness. For instance, giving destructive response or terrible news by means of email characteristically generate poor outcome. Communication troubles take place when carefulness not adhered to craft an attempt to offer lucid and coherent information, via means suitable for the employees. Cognitive Dissonance Theory The theory disputes that the familiarity of mismatched philosophy and deeds is aversive , and individuals are extremely motivated to take avoiding action it. In their struggle to evade feelings of dissension, individuals will shun form heeding opinions that fight their own, alter their philosophy to complement their deeds, and look for assurance after formulating complicated choices. 2. Leadership Problems Leadership inclinations in HRI Company focus more on a singular principal who assemble the company to succeed the struggle. There is no preparation or guides that show the approach and give confidence employees and assist to take forward the corporation (Goldman, 2013). Further than expertise sets, the approach a manager carry to the employment arena impact on team output. Mind-set troubles comprise out-of-control sentiment, being too positive or too depressed to complement the real experience or laying off resolution and regularly hiding behind too much scrutiny and scheduling. In HRI Company, the supervisor at the complaint department normally avoided directing employees on doing the right things. He was always dosing shying away from responsibilities leaving juniors to carry the whole load (Goldman, 2013). The frequent alteration of top managers is an issue since employees at the bottom will also be destructed. This is because every person coming will alter the way of doing things and this might impact either positively or negatively. In HRI Company, this was the issue at the complaint department and had an impact on employees’ morale (Goldman, 2013). Recommendation Leadership inclination in HRI Company have to concentrate less on a singular principal who assemble the company to succeed the struggle, and further on a trainer or adviser that lead by example and give confidence to employees and assist move forward the corporation to achieving greater success. The top management ought to remain firm and stand in the mind of unpredictable moments where challenges are tough and encourage employees to continue working hard. The issue of retrenchment of employees with no cause or because of reducing employees must not be the tangible evidence. Calmness in the middle of chaos is the best solution while looking for possible break-through. New approaches of maximizing output must be sought. This will assist employees perform with greater simplicity and intelligibility. Mentoring employees is the best way in that the best talented and productive employees are gives the chance to develop their talents more. This is possible when leadership of the company present opportunities for employees to take up vital and crucial roles in the company. Contingency Theory Contingency theories of headship concentrate on specific variables connected to the atmosphere that may decide which specific style of control is the most excellent for the circumstances. Based on the theory, no headship style is most excellent in all circumstances. Accomplishment rely on a number of variables, comprising the headship style, characters of the group and characteristic of the circumstances. 3. Motivation Problems Despite the fact that HRI might see teamwork as a means to increase work execution, workers might refuse to accept the transformation. Although some workers might be contented working in teams, the new group atmosphere causes motivation troubles as workers see it as a danger to their cosiness level and capability to accomplish. Some independence disoriented when the organization command group work, tearing up the normal collective groups formed when individuals of like concerns and experience work jointly. Instead of functioning with colleagues, employee given a group made of a diversity of sections, divisions or even essential group associates. The member of staff who known for being the joker in his group might not be esteemed the same manner in teamwork, initiating a shortfall of inspiration and interest (Garson, 2006). Teamwork makes use of the strong points and dexterity of particular associates, but they also need new proficiency sets. There is mistrust in the executives. This lowers the employees work morale (Garson, 2006). Recommendation By changing employees point of view and the way of thinking, one can change the organization performance and productivity. To keep employees self motivated, on point, and moving ahead, there is the need to avoid stagnation and break away from what bar the firm from attaining the next level. Trust relationship among employee must be set. This is possible through putting things right, having facts correct, distinction between wrong and right. This is the first thing to accomplish before putting the product ahead. In the HRI Company, the Customer service department must align their priorities between themselves for best services to clients. There is the need to assigning responsibility to groups for carrying out task and a gauge of permission to decide. The next point is to present all the tools, and support for the job. In the end, the group outcome ought to be appreciated so as to build trust and motivation. Trust is a two way process. The administration has to have confidence in the joint expertise of the group and show their confidence by taking into consideration and working on the group’s inferences. Incentive Theory of Motivation The incentive theory proposes that individuals motivated to act as a result of outside rewards. For instance, one is be motivated to go for work every day for the financial remuneration. Behavioral learning thoughts like relationship and corroboration take part in an imperative position in this theory of inspiration. Human beings like to work best when remunerated well. 4. Problem in Decision Making In the HRI Corporation, individuals are not comprehensible concerning their point of decision-making mandate concerning the resolution. This leaves employees hesitant as to how dedicated they have to be in the decision-making procedure. The incorrect or unsuitable persons are leading in front. There is lack of the right facts to take on in thoroughgoing dialogue of the resolution choices. Individuals walk into the decision-making gathering already inclined on a standing individual list of items (Goldman, 2013). There is no involvement in decision making among all the sections. Decisions made on the individual basis. For instance, when job security policy altered, there was no involvement of any particular section but only the human resources department (Goldman, 2013). Recommendation Establish and communicate up front level of decision-making authorization. They require recognizing where they fall on the range of empowerment. There is a need of feedback from employees at the lower level so as to accommodate everybody on board. In the process of making decision, involvement of all employees or head of the department so as to collect all the views of the entire group is mandatory. This ensures that collective views put in place. Description Theory People make alternatives when there are a lot of characteristics to evaluate most of the time. When there are easy alternatives, they will employ compensatory approaches, operating diverse characteristic. Custom characteristics are often of comparable to the main concern. Another line of attack is to concentrate on dissimilarities. With multifaceted alternatives not compensatory usually employed. The conjunctive regulation employed to do away with preferences that are external restrictions. The disjunctive regulation employed to assess every option in the most excellent characteristics 5.Employee Motivation The HRI organizations lack guidelines and regulations to generate a lawful, moral, and efficient place of work. The policies in place forbid or address the actions of a small number of human resources (Garson, 2006). There is no provision of unprejudiced feedback. Employees make mistakes for the most part of the instances , and there is no correction. The job does not fit the workers expertise and competence. This arises when employees does not have the necessary skill for the job (Garson, 2006). There is a tendency of dwelling only on trouble section. This devastates the human resource’s self-assurance and sense of worth. It makes the workforce more prone to more errors and makes the organization inefficient. These have a long lasting impact in the company’s productivity (Garson, 2006). Recommendation There is the need to focus on errors and faults no matter how unimportant they are in contrast with accomplishment. This is particularly a setback at meetings and in the course of regular working assessment. Managers have to give impartial response. If a member of staff is creating errors most of the occasions, then discipline before firing the worker. Do not reside only on difficulty areas as it demolishes the workers’ self-confidence and sense of worth. There is the need to offer staff training programs so as to allow employees have the necessary skills for the job. This will enhance productivity in the company. On top of these, on the job training must be provided to new staff members. Put into operation guidelines fairly and equitably. There is a reason why the manager requires similar regulations, prospect, and corrective measures to every individual on the team. When guiding principles set and applied uniformly employees motivated in the sense that there is impartiality. Theory of Workers Motivation Maslow developed a hierarchy of needs. These hierarchy of needs drive the behavior and actions of a human being. Employees motivated to work so as to climb the ladder in the Maslow’s hierarchy of needs. One will go from one ladder to the other only after satisfying the needs in the ladder below. Read More