Factors that Promote Strong Cooperation between Managers and Workers - Coursework Example

FACTORS THAT PROMOTE STRONG COOPERATION BETWEEN MANAGES AND WORKERS {Insert student’s name} October 9, 2013 FACTORS THAT PROMOTE STRONG COOPERATION BETWEEN MANAGES AND WORKERS Introduction Cooperation issues is key to many of the challenges that organizations, groups and societies face. Therefore, the field of management, political sciences and law have sought ways of designing institutions that can secure cooperation within the groups. The efforts to address the mentioned issues are informed by findings of economic and psychological research. High work involvement system It is important for organizations to implement high involvement work practices. Furthermore, high-involvement system requires effective learning among front line employees and managers. If managers and workers participate in the process of not only investigating but also developing a system of change within the organization, they are likely to have the opportunity to absorb the information required to make changes. This will make them to develop skills and knowledge for successful organizational change. Pettinger (2004, p. 170), in his study points out that change can only be realized if there is a strong cooperation between managers and workers. Therefore, need for change is a promoting factor. This essay will discuss factors that promote strong cooperation between managers and workers. HRM has the role of creating structural and cultural conditions that encourage workers to not only cooperate but also have a positive interaction with their managers. It is important for managers to develop a strong relationship and psychological contract based on honesty, equity, trust and mutual respect between the employee, line managers, their peers and the senior management. Training Managers should ensure that there is a strong organizational culture which is knowledge intensive. A knowledge intensive culture in firms can assist managers to effectively address managerial dilemma of balancing between work autonomy, flexibility and control (Edwards and Wajcman, 1999, p. 20). However, creating such a culture can be challenging, because managers may not be willing to overturn existing cultures as well as working practices. Additionally, promoting knowledge sharing between employees and managers can promote strong relationship between the two. Additionally, the managers should pay attention to the needs of the employees for the purpose of development and growth. Oysterman (2008, p. 30) in his study emphasizes the importance of managers creating and facilitating knowledge sharing between teams. Education and training According to Edwards and Wajcman, (1999, p. 17), high percentage of workplaces issues and problems are due to unsatisfactory management. This is a limiting factor to cooperation between managers and workers. Additionally, lack of awareness on the part of workers on the workings, culture and structure of the organization. Therefore, well managed organizations perceive managers as critical to cooperation within the organization. This is because it is the mangers who interact with employees. Therefore, in order to promote strong cooperation between managers and workers, organizations should invest in educating and training employees. There should be career development opportunities for the workers. This should start with induction and orientation of new recruits. Training encourages cooperation between workers and managers because team work which is created becomes the norm. This makes the employees to freely seek support and work with the managers. According to Frennkei (2006, p. 11), it is important to ensure that manages and employees are involved in new initiatives in the organization. This will ensure they understand the organizations aims and objectives. Therefore, it is essential for the management to involve the employees in developing common understanding of the procedures and protocols of the organization. Consequently, employees who are not part of the core partnership need to have a better understanding of the eligibility in order for the organizational initiatives to succeed. Therefore, provision of effective training is one of the key factors of promoting a strong cooperation between managers and workers. Understanding roles and responsibilities Another factor is parties involved understanding their roles and responsibilities. This is because understanding of roles and responsibilities particularly at the operational level results into organizational success. Some of the responsibilities are administrative support, budget management and coordination of material resources (Pettinger, 2004, p. 169). Communication Consequently, effective communication within an organization promotes strong relationship between managers and workers. For instance, open and informal communication particularly within a multi-disciplinary team is essential in supporting newly established ventures within the organization which may require strong team work. Additionally, information sharing within the organization contributes to strong relationship between managers and workers. According to Frennkei (2006, p. 14), organizations should have effective mechanisms for the purpose of sharing information. It is important for organizations to adopt share information systems or compatible information technology systems so as to improve cooperation between managers and workers. The mentioned contributes to timely and speedy need assessment of the workers and managers. Consequently, effective communication contributes to prioritizing particularly of workers’ needs, an aspect that can contribute to increased productivity. However, there is no ideal communication and consultation model for organizations. This is because for an organizational model to be effective, it is important that it fits the cultural requirements, the purpose and the type of the organization. Furthermore, the manner in which an organization communicates with its employees affects organizational performance. Therefore, there is need for effective ways of exchanging information between workers and managers, and not a one way communication. Pettinger (2004, p. 166), points out that employees performance in the organization is conditioned by performance of others. Additionally, organizational changes can be realized if there is sufficient understanding between the workers and management (Frennkei, 2006, p. 12). Hence a two way communication tends to enhance cooperation and understanding as well as influence behavior towards desired direction. In order to have effective two way communication, it is important for managers and workers to have communication skills, communication structure and knowledge of communication. Hamel (2011, p. 8) in his study points out that effective communication is not only essential in relation to existing employees but also regarding new and potential ones. This will make the workers to understand their roles and responsibilities and thus prevent conflict. This is likely to enhance cooperation between the workers and the management. Consequently, for the purpose of effective communication, it is important to establish effective communication both at the micro level and macro level. Decision making and leadership relies on information flows and communication. Frennkei (2006, p. 12), the manner in which people respond, influences how they project and perceive themselves. Therefore, a projection of feeling of lack of confidence or inferiority is as a result of people not being receptive of what ones wish to communicate. If managers speak badly to the workers, they can create resentment and hostility, an aspect which is a hindrance to communication. Therefore, for managers to be effective, managers and leaders need to communicate positively to the workers. It is important for managers to be aware of various communication systems and use them to the advantage of ensuring strong cooperation with the workers (Frennkei, 2006, p. 12). Management and professional support Another factor is strong management and professional support. At the operational level, there is need for professional support and strong management in order to ensure that workers and managers cooperate easily. Strong leadership further makes the workers to feel confident and work towards realizing organizational goals and objectives. Edwards and Wajcman (1999, p. 21), emphasizes the importance of coordinated leadership in ensuring cooperation between managers and workers. This is because the workers can easily understand organizations initiatives. Similarly, Frennkei (2006, p. 6), in his study identified the importance of organizations having an integrated management structure and how it contributes to establish a strong cooperation between managers and workers. This will make the workers to feel that they are supported in their professional roles and hence cooperate with the management. Frennkei (2006, p. 12), workers being able to access a variety of professional expertise from the management team contributes towards organizational success. Furthermore, there is no debate on the necessity of communication and its relation to building a strong cooperation between workers and managers. Information sharing and effective communication are important to enterprise productivity, performance and employee motivation (Frennkei, 2006, p. 17). It is challenging for top management to make important organizational decisions without consulting the workers/employees. Power Frennkei (2006, p. 17). further points out power as one of the factors that promote strong cooperation between managers and workers. Power makes workers to have a right in the decision making process on issues that are essential to the quality of their working lives and performance. Power can be at low level of influence, for instance providing input into decision making process. It can also mean one having full authority and accountability for not only organizational decisions but also their outcome. It is important for managers to create forums for the workers so that they cannot only develop but also share ideas for the purpose of improving organizational performance. For instance, Edwards and Wajcman (1999, p. 19) in their study describes an employee’s suggestion system. This encourages cooperation between the workers and the management. Therefore, factors that most limit cooperation between managers and workers, is lack of communication and training and education. Additionally, lack of strong power and poor leadership are some of the factors. These are elaborated in the factors that promote cooperation. In conclusion, in regard to the mentioned factors in promoting strong cooperation between managers and workers, organizations have focused on changing their internal dynamics. For instance, researchers have encouraged managers to adopt relational contract model in their operations. It is evident that relational contracts provides advantages compared to formal ones. This is because relational contracts encourages flexibility which is associated to the realities of particular people and situations. References Edwards, P and Wajcman, J (1999).The politics of working life. Oxford scholarship online. Frennkei, S. (2006). Oxford handbook of work and organization. Oxford scholarship online Hamel, G. (2011). First let’s fire all the managers. Harvard business review. Oysterman, P. (2008). The truth about middle managers. Boston: Harvard business press. Pettinger, L (2004). Brand Culture and Branded Workers: Service Work and Aesthetic Labour in Fashion Retail, Consumption Markets & Culture, 7:2, 165-184. Read More