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ENG13 Problems at the Workplace

ENG13 Problems at the Workplace

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Published by Paolo Gochingco

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Published by: Paolo Gochingco on Aug 23, 2012
Copyright:Attribution Non-commercial


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Problems at the Workplace
Problems at the workplace, as in life, are inevitable. But, the solutions are often, not too easy to find.Understanding a problem in the workplace is very important in order to solve it. So, let us get down tobusiness, and start understanding the problem and solving it!A displeasing environment at your workplace is a cause of major stress and unhappiness for employees.Added to that, the thought of Monday creeping closer after the weekend only adds to the displeasure,and there is nothing that gives employees a chance to be happy about. Imagine what inspiration theywould draw to continue working in the same workplace. Hence, understanding some common issuesand setting them right can improve the atmosphere at the workplace.Many people feel that the problems are one-sided or of one single type. That is not the case. Theproblems are mostly bigger than what they may seem. However, they have to be dealt with, with tactand understanding. Here are a few examples of workplace problems and their suggested solutions.
Common Problems at Work
The Effect
The Solution
One of the firstproblems occurringin the workplacecould be withpeople who fail togive the expectedperformance,repeatedly. It canbe a major problem,because one personnot achieving thetarget, can putpressure on theother teammembers as well.More so, it can, attimes, render theother teammember's workuseless, if you knowwhat I mean.
»Make sure that the target is mutually agreed upon. If a target is forced upon an employee, it is onlyunderstandable if they don't achieve it.»Have regular milestone checks done. This is reallygood to avoid any kind of procrastination on the partof the employee. You can also couple that withfeedback. This ensures that the employee gets all therequired support during the project.»Make sure that all the employees are aware of theperformance bonuses. Give them gifts, recognitionlunches, etc., for achieving their targets.»If a person fails to achieve the target, you canimplement these penalties for the same. You can:
Make working overtime mandatory till thework is completed
Cut back on incentives
Display (on the noticeboard) the names of those who don't achieve their targets, etc.These will serve as an example for employees to makesure that they refrain from repeating such behavior.These solutions are the same for every hierarchicallevel. No matter which strata of the hierarchy theemployee fits in, the rules need to be the same for all.
The Effect
The Problem
The Solution
Meetings areimportant nodoubt. However,calling a meetingfor discussingsmall matters canprove to be awaste of valuableresources andtime. Hence, makesure that you plan
»Make sure that you make it a practice in theworkplace for everyone to know that meetings onlyneed to be held for important matters. If possible, twoto three matters can be dealt within one meeting.»Keep timings for the meetings fixed. Like, make surethat the meeting starts on time and ends on time aswell. However, there are times when certain matterscause the meeting to elongate. That being anoccasional event, can be allowed.»Make sure there are meeting runners, not takers,minute keepers etc., and other such job roles assigned
out a meetingproperly.
to people. This will help streamline the meeting.»Call only required people for the meeting. Make surethat only people who are associated with the pointsdiscussed in the meeting, attend it. The others canreceive updates of the meeting with the help of internal workplace communication.»Make sure that there are monthly off-site meetingsorganized. This helps discuss major matters in thesemeetings. More so, there is more time at hand, in theoff-site meetings, as compared to in-house ones.
The Effect
The Solution
Another majorproblem in theworkplace pertainsto people nothaving the requiredauthority to takedecisions. This iscommon at theworkplace whereinindividuals arepower struck anddon't believe indelegation of authority.
»Make sure that everyone has written acknowledgmentfor their respective responsibilities and authorities.Another thing to ensure is that if someone is responsiblefor a certain project or a task, one needs to have certainamount of authority for the same, as well.»Make sure that there are clear-cut defined boundaries.People should not override others who are responsible.»Make sure there is an agreement about the authorityand responsibility; for example, when you are planning topromote a certain employee to a leadership position andgive him authority over the team. Discuss it with the restof the team, to ensure that it is agreed upon. Get allagreements in writing.»Authorities and responsibilities need to be discussedand defined in writing. It is also always better toannounce it in front of other employees, to avoiddiscrepancies.
The Effect
The Problem
The Solution

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