Dysfunctional Department in the work place

Executive Summary Conflict in the workplace is a fact of life and creating a work environment that enables people to succeed is imperative for any organization to achieve their goals. Because people have different goals and needs, so is each department of an organization. Conflict unfortunately is inevitable because individuals interpret and respond differently to situations. The dissimilarities in people is not a bad thing, however It’s the arrogance/attitudes that arise that may make a situation a negative one.

In my work place I have been seeing a really bad connections between the apartments that supposedly working together to bring better solutions to our students. Having a competitive attitude In the workforce Is a good characteristic; this is the attitude that drives some individuals to do good and bad thing between ever wishes for problems at work. Our workplace would have been harmonious and peaceful, as everyone working to their full potential and feeling fulfilled in their careers. However, as with any circumstances that brings people together, problems can arise.

These issues that have been arise at my work place started with the managers in charge of the departments. Their personalities are so different; they don’t know how to approach each other. They are no harmony between the managers; it seems as if they are working against each other. They like to make each other look bad Just so their department can be in the spotlight as the great department. In reality the departments are not working together, the person end up suffering is the student that we need to service. They do not realize if they were working together, they could have done a better Job.

Introduction – Overview of Decision Problem Problem Statement Problems usually happen in the workplace and most of the time it happens when here is poor communications between employees and more importantly between departments. We understand that problems are a natural result of human interaction; therefore solutions can and should be found through them. In order to find the solution, one must be aware there is a problem and seek for solutions. In my work place the departments are not working for the same goal, though they think they are.

They are more competitions between the department and the managers than working together. They are working against each other, because they believe their departments are more important than the other. There is a lack of communication between each of the department; each department needs to realize they can’t do their Job without the other. They rather point fingers toward each other than solving a problem together. In order for the department to work together, the managers need to learn or willing to work together.

Managing conflict is indeed one of the most important skills a manager needs to possess. They have to understand that the environment you work in can have an impact on how well you do your Job. Having great communication within your department is one thing; not having a great immunization between other departments can also cause lots of discomfort. A pleasant workplace is essential for all parties involved, managers/ employees and departments. Understanding each other culture/personalities will help having a better communication.

People tend to be more creative and innovative when they can be themselves at work. It’s always a win-win situation when departments can work together. Compromising is another strategy team members can use to work together. It’s a way to combine what they want into a solution both parties can agree with. This s best when the issue is important to both team members and “not worth fighting over” (Brother, 1999, Para. 7). The main issue of this problem is the fact that managers are working against each other. The managers create too many competitions between the departments.

This triggered lots of discomfort between the members of each department. It creates lots of issues that sometimes feel like it’s on ever ending problem between the departments. No one is looking into looking solving the problem, they rather makes each other feels like they are the problem. Working as a team is not highly encouraged by any of the managers. The employees employee wants to do is not standing up for your managers. The pitiful thing is if you don’t stand up for your manager, the other manager will make sure he/she find out their employee don’t like them.

Managers are talking bad to employees about other managers, sometimes with someone on her/his team. Objectives There are many different methods available to help teams learn how to handle their differences. Donald Weiss suggests a four step approach where teams listen, acknowledge, respond, and resolve their remaining differences (Weiss, July 1997, Para. 1). This will work really well for the managers since the issues started with them. They really need to follow these four steps that Donald Weiss suggested. The lacks of communication started with the managers, and then follow the employees from each department.

Donald Weiss observes that nonverbal cues show 90 % of what someone is saying. To listen effectively, teammates must clear their minds and pay attention to these nonverbal gestures (Weiss, 1997 Para. 4). Paraphrasing the issue back to the other person can help to show that both individuals are getting closer to solving their differences. None of the department understands each other job. Responding takes both the acknowledgement piece and combines it with the individual’s thoughts (Weiss, 1997, Para. 9). This moves both team members toward resolving their differences.

When resolving differences they are both able to define the problem and look at what is causing the disagreement (Weiss, 1997, Para. 12). They are able to then come up with solutions and find an agreement (Weiss, 1997, Para. 12). Summary of Key Objectives: Fundamental Objectives Means Objectives Objective 1 Dealt with issues in a timely manner Respond promptly and thoroughly to seasonable requests and concerns Keep an open mind, listen to each other. Make sure each employee understand each department role on their Job. Means Objective Take time to communicate clearly as poor communication often causes disputes and misunderstandings.

Objective 2 More meeting between managers to find solutions at the problem at hand Raising concerns when they first arise can help stop them becoming bigger and much harder to resolve. Prepared to change opinion about a particular situation and behavior Alternatives The alternatives to makes things work between the departments needs to come from he managers themselves. The employees listen to their managers, so if they are any issues between the managers it will reflect on the employees. Managers should be in the same page that way employees would know that managers will not accept any back stabbing in the office.

Not all conflicts need to become negative; sometimes a good conflict can bring a brighter idea for everyone. A conflict can be positive when managed or resolved effectively (Capitol, 1995, Para. 5). These conflicts challenge co-workers and can lead to better results. They can lead to increased involvement, cohesion, innovation, and creativity from team members. They can also show positive Schneider, 2001 p. 244). Through positive conflicts, the “quality of decision making improves as opposing viewpoints and concerns are discussed (Englander, Wynn, 2006, p. 149).

Groups who are committed to positive conflicts share similar principles such as members being able to disagree and still respect each other (Englander, 2006, p. 149). I believe this is one of the major issues between the managers at my organization, they are afraid to share their opinion, and they like for their employees o keep to themselves. As Englander discussed “They are also not afraid to disagree with higher ranked group members, know that their disagreements will not be punished, and have an agreed-upon approach for resolving their conflicts and making decisions (Englander, 2006, p. 149).

Negative conflicts can lead to employees feeling as though they have lost sight of the team’s goal because of constant bickering or arguing among team members. This type of conflict also results when groups “engage in behaviors that create hostility and prevent achievement of the group’s goal” (Englander, Wynn, 2006, p. 48). Group goal can refer to as the organization goal, if the departments are not working together; it’s really a loss for the organization. For example if a customer leaves a company for bad customer service, it’s not Just about a department loss; it’s the whole organization loss.

As Dianna Brother (1999) explains, “conflict can be a burdensome sparring match leading to continued friction and even loss of friendship and business” (Brother, 1999, Para. 14). “The quality of group decision making deteriorates when members are inflexible and not open to other points of view. As Englander continues to explain Negative conflict has the potential to permanently disable a group” (Englander, 2006, p. 148). The managers should be able to give their employees many tools to solve their issues between themselves.

If they have the tools on how to handle their conflicts, many of those conflicts may become a learning experience where the team is able to grow and be more productive. Sometimes it’s k to use a mediator if you are not sure how to approach each other. It can be someone else coming from a different department or someone from the corporate office. This person will provide mom type of assistance to both parties, he or she will help aims to guide and serve as a facilitator between the departments.

That mediator must be neutral and impartial; it must have an interest in helping, be professional, be prepared and understand that every aspect should be discussed confidentially. This person will be responsible for preparing a scenario that encourages dialogue and organize ideas that may arise. Description of Alternatives: Alternative Description of Alternatives Alternative All Managers must listen to the employee’s comments with an open mind and consider all relevant information. Talk about conflict between the departments.

Not afraid of disagreement, sometime disagreement is what help open a real conversation. Alternative 2 Corporate office should provide more training for each manager. All Managers must listen to each other, and makes comments with an open mind. Alternative find a mediator that is with that type of issues Selection A huge gain for my organization is to show their employees the difference that generates profits for them when their departments are working together. Employees and managers should feel comfortable working on a safe environment that will help reinstate an increase in the productivity on a daily basis.

Other way for managers to help manage their employee is to bring the parties to dialogue, the earlier the situation is identified, the sooner it will benefits everyone involved. Recognize a conflict in early stage and take action is crucial. The managers at my Job have been aware of the conflict, but they have decided to stay silent or Just let things be the way they are and hoping things will change in the future. As if things will change on their own. They do not realize the problem did not create itself, the people’s personalities created the problem.

The ability to collaborate with others, and make effective decisions to meet business objectives is imperative. Therefore, personality has a significant impact on whether business objectives are met. Understanding the personalities of new and existing employees is important to help managers manage their work place better. They are certain people you Just don’t put together as group or team. Consequence Table with Original Values: Alternatives for common sense Alternatives Alternative A Alternative B Alternative C Alternative D All Managers must listen to each other, and makes comments with an open mind

Talk about conflict between the departments Even-handed treatment meaning the managers should generally treat similar situations in the same way Train managers to recognize conflict at early stage Objective 2 Corporate office should provide more training for each manager Recognize a conflict in early stage and take action is critical Eliminate meetings that are non- productive Be knowledgeable of your Job Objective 3 Take time to communicate clearly as poor communication often causes disputes and misunderstandings Managers working with managers to solve each other conflict within their apartment.

Open to suggestion from each other, be honest to each other Understand each other cultures Objective 4 Don’t be afraid to use a mediator Not afraid of disagreement works on the same goal Ranking Alternatives: Department issues Help employee Corporate office should provide more training for each manager Use a mediator when necessary Empowering others to resolve issues between themselves before involving managers Help team members do not become victims of their arguments. Such harder to resolve Training for employees on how to work as a team encourage team members to hare their differences and seek out solutions Creating a work environment that enables people to succeed All Managers must listen to the employee’s comments with an open mind and consider all relevant information.

Have team building exercise out of work between departments proper training and mentoring within the departments Understand each other cultures Eliminate meetings that are not productive Offer sessions on how to handle conflicts Understanding employees personalities Scoring Model: Department Issue Corporate office should provide more training for each manager Even-handed retirement meaning the managers should generally treat similar situations in the same way unless there is a good reason for treating them differently not productive Change focus from results to the tasks, recognizing the value of the task and the person performing the task Open communication to talk about the conflict between the departments Prepared to change opinion about a particular situation and behavior. Don’t be afraid to bring certain issues to the table. Increase morale; that helps motivates the employees from each department.

Understand each other cultures Creating a work environment that enables people o succeed Train employees on compromising Collect input from employees to get a understanding on what is causing the issues between the department Weighted Scoring Model: Department Issue Scoring Model (Include Legend) 1-5 scale with 5 being the best- (closest to original cost) Weight Alternative A Alternative B Alternative C Alternative D 5 Train managers to be better work with other managers Help employees understand other department Job descriptions Train employees on conflict UN-productive meetings Stop all 4 Understand each culture Understand each other personalities Help team embers do not become victims of their arguments Creating a work environment that enables people to succeed 2 Open communication to talk about the conflict between the departments Corporate office should provide more training for each manager Find ways for the employee to find a work-life balance that they can accept Change focus from results to the tasks, recognizing the value of the task and the person performing the task 1 Don’t be afraid to use a mediator encourage team members to share their differences and seek out solutions Celebrate achievements between departments Work on lack of trust on management TOTAL 100% Legend: Consequences If there is no collaboration between departments at any organization, there can be chaos within the organization, hence is what happening my company. There is a liaison to each department; however we are not working together. My department can’t do its Job without the help of all the other departments, we all need each other to be successful in what we do. We can’t work without each other, in order word we must work as a team to do our Job.

Managers have to create teamwork activities that focus on commitment that will bring staff members closer together with a greater sense of direction. Individual employees are able to see how their level of commitment affects their colleagues and that will bring success to the organization. The consequences of not working together can cause lot Risk Profile: Title Uncertainty: Uncertainty 1 Outcome: Chance Consequences: Great Possibility P When employees sees that managers are working together, no more back stabbing they will not have any other choice but to start working together as well. Uncertainty: Uncertainty 2 A group goal-setting Allows individual employees to work together to set objectives as a team.

This group will have one individual from each department to iveveach update of new materials to help us do our Job better Uncertainty: Uncertainty 3 Lack to trust on managers % Where there is no trust, there is no motivation and the employees’ morale is very low. They tend to look elsewhere for Job opportunity. Implementation, Monitoring and Control In order to implement this plan all managers have to be on board, and be willing to be part of the change. As we all know lots of time people are in denial about what is going on the work place, or they choose to ignore what is going on. They will rather blame others than seeing what is in front of them.

It will take sometimes before they can accept it, because they feel like they have a great professional relationship with their employees so they could care less about the other managers or other department’s needs. I will have to find out or identify the behaviors that would lead to better performance if people changes the way they do things around their departments. I will have to describe the gap between what people are currently This project will have to continue in the long run in order for the company to be profitable. I will have to write down the steps and turn it to each manager for future eferpreferences add to the list what can be beneficial for each department. Regardless if I leave the company, I will like for this tradition to stay to help future employers.

Timeline: Month/TimeTimesharelementation Plan 2 to 3 months Will start having productive meetings detailing the needs of the employees. Start with a survey between the employees of each department then do down to the managers. Create a team to discuss on a course of action for all members to follow. This team will have one member from each department. Since I have already the issue at hand I will need a team who will be willing to work with me on making these changes. It will be members that share my view from each department. Summary Working in such a large company sometimes, people tend to lose sense of team work. Everyone is looking for themselves; there is no sense of teamwork, except within each department.

The departments are not working together to accomplish the goal of the organization. No one understand each other personality, and what makes matters worse the managers are not working together either. The personalities individuals bring to the workplace can positively or negatively impact an organization’s effectiveness, which is why managers have to be able to pair employees to work ogetgathereryone has a personality, however the type of personality people have creates the distinction. Also, these distinctions determine how people interact with others in different situations and surroundings. Most of the managers at work have completely work style. Some are very bossy, lay back.

One thing I think the managers are forgetting is that it’s not necessary that the team members to like each other personally, but it is important that they all maintain focus on the organization’s goal. Same goes for all the managers of each department. As manager, it is important to elp alp team maintain that focus and keep the team working toward its objective. For a department to be effective there is information the department as a whole needs in order to be successful, and there is information they needs from other department in order to do their Job properly as well. I think it’s a great idea for managers to maintaining a training schedule that keeps team members up to date on the information they need to do their Job. Same will go with managers to have an update on other department needs to help do their Job.

Any advances in the industry that can help the department work more efficiently should be brought to the eam mean as possible. Managers also need to keep in mind that in an organization there is no such thing as small conflict. Issues usually start out small, and then develop into something that bigger that can causes major issues within the organization. As the manager, it should be their Job to address all potential conflicts small problems to become large issues. Works Cited BoohBrother (1999). Resolving Conflict. Executive Excellence, 16(5), 5. Retrieved Saturday, October 14, 2014 from the MastMasterfulmier database. DeJaDecreasewdDoddSchneider. (2001).