Organization issues and possible solution

Organization issues and possible solution

An organization is an entity that is composed of many parties, people, and objects, for example, and institution or an association developed for a particular purpose.  In this case, an education institution; a university can serve as a case. As the organization continues to expand and diversify, the chances of having a lot of organization problems increases.  It is accurate as it is experienced by small business owners who have one or few problems which are easily manageable, unlike the university. The reason remains the increase in all the factors, including people.  The primary cause of these organizational problems is lack of transparency and openness, barriers to communication, or the use of a wrong organizational structure in implementing their purpose and addressing the issues which are emerging day today.

Problems occur in the learning institution because of its players failing to use the correct chain of command path. They are many types of issues including; individual employee issues, team problems, and disconnect, organization-wide problems, absence of clear direction, difficulty blending multiple personalities into a cohesive and unified team, failure to develop critical competencies and behaviors, poor communication and feedback and lack of awareness (Douma, 2013). Individual employee problems in most circumstances are always about personal conflicts, history trauma, or the structure in the company. The institution management should find out the root course of the problem and who personally steers up the problem so they can know how better to curb the issue.

Goals in this institution are to provide quality organization to the student, and hence there must be teamwork, and the teams formed should aim at achieving their goals to the fullest. Team issues usually break down the organization due to a failure to communicate. Managers should find out the problem and correct it immediately to avoid more severe impacts. Employee and team issues can affect the whole organization at a rapid rate if corrective measures are not taken care of in time.  The leader who is the vice-chancellor, the heads of departments, and their teams need to set up strategies that will help in the coming days, make sure that the plan executed implement the effective running of the organization.

Hardworking people with good intentions are always present in every organization, and despite having the experience needed in the industry, the talent in the technical and also being experts in the field this university does not still produce high performance. The reason for this is the tendency of not developing competencies and behaviors. No one is perfect, and even those leaders working for the institutions have weaknesses, and sometimes they are behavioral shortcomings. Taking the leadership role to manage an organization is not easy. It often requires a mix of different skills and continuous improvement.

Situational leadership is a form of an adaptive leadership style. It puts the sense of knowing the group members, the teammates, and the institution at large (Knowles, 2017). Leaders also try to consider the leading style that will best enable them to reach their goals depending on the circumstance and their knowledge of the organization. The above system of leadership applies all around the world, as is the most preferred choice for many institutions. It is more about working as teams, creating groups, creating rapport and make sure that the people in the university become the best of what they can be, this can be achieved by expressing themselves and airing out their groups and lastly is using the same type of leadership in all the departments.

Situational leadership is flexible; hence, it is adaptable to any type of organization and can suit any needs of an organization. The above model only suggests that the leaders must always be ready to shift from one mode of practicing their role depending on the motive and the goals intended. According to Goleman’s theory of situational leadership, there are six ways of practicing situational leadership; these are coaching leaders. This occurs to people who understand their limitations and are ready to exceed abundantly above, thus open to change. This is based on an individual improvement and development basis.

Secondly, leaders have to be pacesetters. Leaders should set very high paces for their people. It will serve as motivation when they see their leaders behaving and carrying out themselves in the way they except the people to carry themselves out. It, however, should be used in limited amounts as it could lead to total disagreement for people who are not self-driven and tend to give up easily if they fail once (James & Herbert, 2018). Leaders should also be democrat and patriotic to their people. They are always bound to support the people who are under them. The implication here is that if democracy is practice, then it will be easy to delegate duties and work favorably even in groups. The shortcoming to justice is its time consuming as all people have to air their views out and must receive consideration.

Affiliate Leaders

These are the type of leaders who have their employees as the priority. Authoritative and coercive leaders can evaluate the performance of the institution and analyze our problems and seek the best solutions. They also have a very definite and clear vision and hence direct their people on what to do. It is also useful in organizations that have failed before and need rigorous leadership to pick up (Handy, 2017).  Generally, situational leadership is straightforward to use, simple, appealing, and flexible. Situation leadership ensures that an institution is a success.

Problem-solving and decision making is a very critical issue in the institution. It is an everyday experience at the workplace as anybody can attest to that. People tend to get afraid, uncomfortable, or lose a sense of belonging when they have problems at work or school (Roderics, 2015). But this should not be the case. Problems are just a way to remind us of our goals and what we set to achieve. A problem has to be solved, and it is always a good thing to find the best solution.

I would advocate for organizations’ problems to be solved via the following seven steps, and that would be effective. First, the issue has to surface. The question should be clear, and then a leader has to understand everyone’s views and interests by listening to what they have to say. The best solution has to be one that satisfies all the members’ needs. List possible solutions, examining the options, document the agreement, and lastly, agree on the shortcomings, how the problem will be solved, and implementing the agreed strategy. Practical problem solving takes a lot of time and critical and creative thinking.