Dealing with insubordination within the workplace can be tricky. As a manager or anyone in a leadership position, it is important to understand that it will happen sooner or later. It is also important to have a policy in place to handle insubordination among employees. Insubordination is defined as the blatant disregard of authority or negligence of any set of regulations. Insubordination can be provoked by a feeble or “all bark, no bite” management approach. When a business or organization fails to reprimand its employees on the subject of insubordination, the work force often times takes advantage of that weakness and uses it against the management staff. This can cause total anarchy within an organization and drastically reduce morale and productivity. For these reasons, an employee insubordination or disciplinary plan is crucial to mission success. …show more content…
It is necessary for every leader or manager to become sensitized to diversity and fully understand how to effectively handle difficult and controversial situations. As a boss, one also needs to understand that they are calling the shots, not the employee. There are two types of disciplinary action plans, formal and informal. A formal disciplinary action plan benefits companies that exercise a centralized organizational structure, where decisions descend from one individual. The benefit of a formal disciplinary action plan is that all of the rules and regulations are evenly and consistently distributed among the employees. An informal disciplinary action plan benefits companies that exercise a decentralized organizational structure, where employee decisions are made by each individual department on a circumstantial
Occasionally, management strife and issues will occur because basic human nature instinct calls for disagreements and social interferences. However, it depends on the upper level of management to deal with problems that occur in a timely and effective manner that benefits all parties involved. There are a number of reasons that management discrepancies may occur, with the leading being various attitude problems. If team members feel underappreciated or taken advantage of they will show their disgruntled feelings, and it can cause serious issues if not handled immediately. The second are communication issues, ...
This article describes how rudeness and incivility causes great damage to everyone in the workplace even if it was only intended at a certain person. One professor at the McDonough School of Business at Georgetown University states, “Incivility is almost like trapping people inside a fog.” (Gurchiek, 2015, para. 4) In this quote, incivility is explained as something employees are all affected from and are not able to get away from. Moreover, many surveys are presented throughout the article to show how people either lose or quit their jobs because of the rude treatment that they experience in the workplace. Because of those survey results, many experts believe that rude behaviors in the workplace will begin to worsen in the coming years. However, steps to establish an atmosphere of respect and consideration for colleagues are presented at the end of the article to assist with changing that prediction.
Thereby, since we understand that organizational strategies are needed to eliminate on the job discrimination, we also must understand that defeating it can be very difficult and can cause conflict amongst everyone. We all have some form of bias, but within the DOJJ one would think that these bias whatever they maybe would remain off the job, but that can only happen in a perfect world. So, since our world in not perfect, we need to develop some form of strategy to avoid this type of conflict on the job. As we examine this issue we found out that “discrimination often occurs when one culture does not understand another, therefore, organizations need to spend time training staff in cultural diversity and strategies for effective communication” (“Best practice in”,
In the Army, it is far more serious. Here the lack of discipline in a soldier may not only cost him is life and the life of his comrades, but cause a military undertaking to fail and his team to be defeated. On the other hand, a team of a few well-disciplined soldiers is worth many times a much larger number of undisciplined individuals who are nothing more than an armed mob. My oldest son Graduate from a Military School "Lincoln’s Challenge". And Why do rifles have to be carried at just the same angle; why do you have to keep accurately in line; why must your bed be made in a certain way; why must your uniform and equipment be in a prescribed order at all times; why must all officers be saluted with snap and precision? These things are a part of your disciplinary training. Their purpose is to teach you obedience, loyalty, team play, personal pride, pride in your organization, respect for the rights of others, love of the flag, and the will to win. So you see that being disciplined does not mean that you are being punished. It means that you are learning to place the task of your unit your team above your personal welfare; that you are learning to obey promptly and cheerfully so that even when they are not present you will
To be successful in managing diversity in the workplace first one must understand it from a personal perspective. To be able to derive knowledge and strength from one’s lineage and differences shows deep facets in character. These traits show brilliantly when dealing with individuals of many cultures and backgrounds in the workplace. A leader with this ability can handle everyone uniquely and ethically and is in tune with what differentiates one associate from the next. Once one has a firm grasp on who they are then and only then can one expect to have the aptitude to lead a diverse team.
According to Larry J. Chavez, a hostage negotiator with the Sacramento Police Department, there are many factors that result in violent situations in the workplace. Lack of rules regarding conduct, lack of awareness about violence, and poor violence reporting procedures are all practices that contribute to violence in the workplace (Chavez, Organizational 1). A tyrannical or oppressive management approach is also very likely to cause harmful reactions among employees. Certain ...
Leaders can enhance employee motivation and development across a culturally diverse workforce by embracing diversity and capitalizing on diverse contributions and insight (Gardner, p.82). In this case, the organizations avoid tolerating obvious discrimination and using conventional leadership styles that may not be effective in the contemporary work environment. One of the major ways for enhancing employee motivation and development is through the use of inclusive, consensus-building management style. This leadership style helps in demonstrating mutual respect for employees and their contributions in the decision-making process in the organization. The inclusive, consensus-building management style ensures that all employee issues are effectively addressed in a non-discriminatory manner. Consensus-building management style is based on synergistic leadership style through which combined action occurs when diverse individuals collaborate for a common objective. Synergistic leadership enhances employee motivation and development by helping them to conserve and develop human and natural resources for the common and greater good (Moran, Harris & Moran, 2011,
Today’s modern workforce is made up of a diverse group of individuals. People of different nationality, race, creed, color, age, sex, and sexual orientation work side by side every day. This diversity has many advantages, but it also ads a level of complexity to management. The potential for discrimination is real, and needs to be managed so as not to incur lawsuits, loss of productivity, and unhealthy working conditions. Happy employees are productive employees, so it is in any organizations best interests to ensure that discrimination does not happen, but unfortunately, it does.
Two approaches have been used namely instructional approach and experiential approach training (Paluck 580). Under the instructional approach, the training involves giving information and raising both general and detailed awareness of the problems associated with diversity discrimination (Paluck 581). These problems mainly revolve around misunderstanding of diversity. This approach capitalizes on teaching the benefits of having a friendly diversity acceptance behavior and policies for the employees and the organization at large (Paluck 581). The instructions are given through lectures, videos and facts sheets. This approach also uses group discussions to convey the messages. However, the group discussions should be directed by a professional diversity trainer lest they turn out to be breeding grounds for diversity animosity. Some of the information shared touch on information intended to replace myths/stereotypes, equal opportunity regulations, demographic changes in a count...
Personnel problems often have a way of leaking into your employees’ work lives. People are often distracted by the things that affect them outside of the workplace. This causes the individual to lose focus on the important things such as getting the responsible assignments done. Difficult people in the workplace come in every conceivable variety. These coworkers would talk constantly, and never listen. Some just have to have the last word; they criticize and compete with you for power, privileges, and the spotlight. Disciplining employees is a necessary matter in each organization. Effective discipline can help to correct employee behavioral issues and can increase productivity.
Over the past 50 years, employers have seen a vast shift in the demographic of their employee's. Where once specific jobs were held by a specific type and group of people, today, at that same job, anyone from any ethnic background or gender could be expected to perform the tasks assigned. This shift has caused a significant and beneficial change in the way managers are expected to handle themselves and their charges within today’s working environment. Recognizing the ever evolving social norms while maintaining a balance of unbiased professionalism has become the primary challenge faced by today’s supervisor. Where once we expected organization and task management to be top priorities, today’s workplace leaders must be held to an equally high expectation of social acceptance while maintaining an unbiased supposition of responsibility. A sharp juxtaposition between empathy (for the personal needs of the individual) and responsibility (for the business needs of the company). Finding individuals that can accomplish this is an integral part of the hiring process. Unfortunately this is a task less easily performed.
Employers in the public sector are obliged to meet the requirements of equal opportunity laws and regulations that prohibit discrimination and harassment of employees, and encourage diversity within the workplace. Leaders within the field of public administration have approached the subject of diversity not only as a legal obligation, but as an appreciation of individual differences among employees. In order to explore the role that diversity plays in the field of public administration, this paper will firstly explain and evaluate the concept of diversity. Secondly, individual, cultural, and stakeholder diversity will be explored to determine their impact on what occurs in public agencies. Thirdly, the role of diversity in the administrative process will be discussed. Lastly, the role of diversity will also be examined in relation to Florida Department of Transportation (FDOT) in order to identify ways that FDOT’s leaders can apply principles of leadership to improve governance within the organization.
Within an organization, there are always people that think and behave differently, all dependent on their personal values and cultures. Efficient managing of the human resources is an art, and it is hard to find a perfect solution/combination. It is important that management recognize and understand that people work differently. This is why it is important to have strong cultural foundations that also guides how employees are expected to behave and work. Thereby it should be easier for management to utilize the work force diversity to something meaningful.
In reality, most employees pretend to be non-assertive, let others make decisions but remain resentful to a resolution reached. Despite allowing the top management makes a vital decision on the conflict most team members remain aggressive. They use their powers to pass a clear stand that the autocratic interventions are non-satisfactory.
People have many misconceptions about conflict in the workplace. Not all workplace conflicts are bad, some organization even implement changes just too slightly stir things up; as a result employees are more productive. Covey, (1992) mentions seven things that will destroy us; wealth without work, pleasure without conscience, knowledge without character, commerce without morality, science without humanity, religion without sacrifice, and politics without principle. We must stand for what is right and it is the leader’s obligation to manage in all seven of these arenas including workplace