Workers and their Role in the Organization...

Workers and their Role in the Organization Workers are non- executive employees of the organization. Percent wise, they constitute largest number of employees in the organization. In the pyramid of the organization structure, the workers occupy the bottom most place which is below the supervisor level. Workers are so called since they are those of the organizational employees who physically carry out the work in the organization and who implements the plans made by the organizational management. For doing it, workers work with various tools, equipments, instruments, implements and processes.  The performance of the organization depends on how efficiently the workers perform their work. In nutshell the workers are the back bone of the organization and healthy, well trained, knowledgeable, disciplined, motivated, safe, alert, honest, and hardworking team of workers help the organization to prosper and grow. The traits, which the workers need to personify, include teamwork, integrity, commitment, and work ethic. Fig 1 Place of workers in the organizational structure In different countries, the definition of a worker varies depending upon the culture of the country. However, generally a worker can be defined as a person employed in the organization to carry out manual, unskilled, skilled, technical, operational, clerical, or certain category of supervisory work in lieu of a compensation package. It excludes employees who are employed in the organization in the managerial and supervisory levels. Defining of work is not an easy task as it appears to be. Work is what the workers do to earn a livelihood. Work is best described as sustained activity whose purpose is the accomplishment of goals. Developments at the technological front in the recent past have necessitated rising levels of education of the workers and now greater challenges and skill requirements are expected from them. The...

Problem Solving Culture in the organization...

Problem Solving Culture in the organization A problem exists when there is a gap between what is expected to happen and what actually happens. Problems need to be resolved for the organization to function properly. Employees in the organization are to be aware of the current situations to recognize whether a problem exists and are to have skills for the solving of the problems The process of problem solving is systematic. It involves defining a problem and creating the solutions for it. It consists of using generic or ad hoc methods, in an orderly manner, for finding solutions to problems. It employs the abilities of the employees to use their knowledge, facts and data effectively for solving of the problems. Problem solving is an integral part of organizational life. Every time management directs employees for the production of a product or service, problems are being faced and solved and also decisions are being made. Every time an employee of the organization thinks of a new way to reduce costs, invents a new product or service, or determines how to help the organization function better in some way, problem solving is taking place. Today, problem solving is no longer an exclusive responsibility of the management. As the organization faces new and complex challenges in their effective functioning, employees in the organization are to undertake the duty and responsibility of solving workplace problems. For management, the development of creative problem-solving skills in employees is a necessity, not a luxury. The organization with innovative employees is most likely to survive and prosper. In the present day environment, all employees of the organization need to be prepared and equipped to meet the problem-solving challenges.  In turn, organizations are to make substantial investments in developing the problem-solving skills of the employees....

Managing Change in the Workplace...

Managing Change in the Workplace Workplace changes take place in every organization because of several reasons. Some of them are (i) administrative, (ii) upgradation of technologies, (iii) additions of new departments, units or branches because of expansion, and (iv) restructuring/reorganization within the organization etc. Whatever be the reason for the workplace changes, it throws certain challenges for the management. If the process of change is not managed properly, then it has adverse impact on the working of the organization. There are two major categories of change initiatives which the management adopts for the workplace changes. These initiatives result into either strategic changes or operational changes.  Example of the strategic workplace changes are those changes which take place due to the succession planning by the management. Operational workplace changes take place to meet the demand crated by technological upgradation, the additions of new departments, units, or branches because of expansion, or if a need arises in some departments due to the leaving of the present employees. During the strategic change initiative of the workplace change, the purpose of the initiative is changing the mind-set of the employee so that he can take higher responsibilities in future. In case of operational change initiative of the workplace usually management tries to pick up those employees who can pick up the processes of the new workplace quicker. However, the employees normally need some sort of introduction to the new processes and systems. During the workplace changes employees are introduced to the systems and processes of the new workplace. They need to learn them and adopt them quickly and swiftly. Further they may get non co-operation from some of the present employees of the new workplace since these present employees feel threatened in achieving their personal goals. Employees normally...

Managing the Safety and Health at Workplace...

Managing the Safety and Health at Workplace  An organization’s performance depends on the performance of its employees and the employees’ performance show vast improvement if the work is carried out by them in a workplace which is safe and has a healthy environment. Safe and healthy workplaces are always the most efficient. In fact the two go hand in hand. Also, a bad accident due to the lack of safety and healthy environment at the workplace can bring a serious damage to the organization. Safety and health at the workplace is part of the organizational management, just like production and quality. Safety and health affects production, quality, and the financial results. So it is required to be managed in the same way as other aspects such as product development, distribution, marketing, sales targets or any other management issue in the organization. It is important that management plans for it, invests in it, manages it and regulates it. In short, safety and health at workplace is an intrinsic part of the organizational management. Safety and health at the workplace is essential for preventing injury and illness to the employees at the workplace. Therefore, it is about protecting the organization’s most valuable asset which is its workers. By making available safe and healthy working environment at the workplace, the organization reduces the lost work hours and hence the cost which is associated with it. It also eliminates the interruption to the operations with resultant increase in productivity and quality. A safe and healthy workplace raises employees’ morale and thus is one of the keys to organizational success. Safe and healthy workplaces have more satisfied and productive employees (i) who produce higher quality products or/and services, (ii) return to work more quickly after an injury or illness,...

Management of Workplace Conflicts...

Management of Workplace Conflicts The differences of the employees of an organization define their uniqueness. These differences can be due to their backgrounds, culture, gender, beliefs, values, and behaviours. Different employees may have differences with their co-employees in the peer groups. They may have different abilities, talents, and levels of attractiveness or interest. These differences though help in the progress and contribute to the dynamics of the organization yet they also contribute to workplace conflicts in the organization. Each of the employees of the organization is likely to experience some degree of conflict, be it personal, professional, or organizational. Employees of the organization are human beings and the very essence of being human contributes directly to the varying degrees of unhappiness, distress and destruction. Every employee has his own unique background and his own needs defined by his values and beliefs. When these needs are not met, or are denied, then the employee is in the state of conflict. All the employees of the organization are different from each other. They have different needs, tastes, opinions, beliefs, preferences and values. There is a need to cope with these differences. The differences are not to be allowed to get in the way and be the source of workplace conflict. On the contrary the differences are to be exploited for the employees’ creativities. Workplace conflicts are of four types (Fig 1). They are (i) conflicts over facts and data, (ii) conflicts over process or methods, (iii) conflicts over purpose, and (iv) conflicts over values. Further, the workplace conflicts can be simple or complex. These are always the underlying causes for various conflicts at the workplace. Conflicts over facts and data – The two sides involved in the conflict have two sets of facts or two different...