Organizational Issues and Trends
Organizational Issues and Trends
Organizational Issues and Trends
Organizational issues and trends have been receiving a great deal of attention in recent years since the focus is on how people think based on communication and supportive leadership (Hayes, 2001). The influence identified as a position, reward, and coercive power stipulating amongst team members that can make or break an organization. Politics is a means of recognizing and ultimately, reconciling competing interests within the organization. Although these interests may result in stress, organizations need to compile a list of strategies in managing stress. This paper will compare and contrast these objections from different organizations.
Perception of power and politics
Speaking the words power and politics may bring a sense of empowerment to many. However, power and politics in the workplace can be a positive or a negative factor, and the overall success of the organization lies in the hands of those who wield control through power and politics. The organization’s power is the ability of individuals with given power to bring out the desired outcomes for the entire group. Power in an organization is also the basis needed to initiate and sustain action with the ability to convert intention into reality continuously. Politics in an organization is the reality for the individual to receive what they want, when they want it, and how they want it (Kotter, 2008). Power makes things happen while politics are strategies imposed to get things done. The organization needs an equal balance of power and politics to achieve goals and to be profitable. The upper management usually considers the power and politics of any organization. The upper officials have to know how to use the authority bestowed upon them or inherited when the upper management position is applied.
The perception of power at Eagles Peak Charter School (EPCS) consists of how the board members make precipitated decisions. This affects teachers and administrative staff without properly assessing and evaluating the possible impact that the changes might bring to the classroom or the overall morale of employees. The power of middle management, divided amongst five other regional leaders, is in charge of different EPCS along with the teachers and administrative staffs working in the designated locations. Regional leaders holding sufficient power to make decisions can benefit or prevent certain situations within their respective sites. They also have the power to terminate a teacher or administrative staff for a violation of the employee handbook.
The observed use of power in the industry of Lenscrafters revolves around the employee’s tenured status within the company, knowledge of the merchandise, and admirable skills. The individual must know the organizational vision and mission as well as how the company operates on daily basis. The individual must be knowledgeable of the merchandise and prescribed products to customers. The individual is also responsible for providing the best customer service. The tenured employees of the company have the right to authorize jobs and make the final decision. The tenured employees can train newly hired employees.
Whereas, Farmers Insurance focuses on keeping various departments and teams focused on the corporate objectives to meet departmental goals and maintain the organization as a profitable entity. The perception of power at Farmers Insurance is that the work group does what management expects of them. The goals for the organization focus primarily on financial aspirations, building relationships internally and externally, with customers, and employee retention.
According to Gabriel Nunez, a regional leader of personal communication, the political perceptions at EPCS are set to follow the California State’s guidelines in order to maintain the required accreditations. Besides following the set guidelines, the political perception of the environment focuses on how to act when certain issues arise and how the employee must report to the regional leader or notify the board during meetings held every fortnight.
The politics occurring within the organization of Lenscrafters exemplifies the old axiom “I’ll scratch your back if you’ll scratch mine” (2006). The working environment of the company demonstrates that associates moving up the company ladder had to overcome difficult obstacles laid out by the organization and higher-ranking employees. The exchange tactic often takes place between the associate and the manager. The company promotes individuals who are willing to follow the lead of the manager. The manager presents the associate the necessary guidelines needed before being qualified for a promotion.
Politics at times perceive one as whom one knows rather than what one knows. The perception of this type of