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MGT340 - Group Report

Organizational Behaviour (Universiti Teknologi MARA)

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IDENTIFY PROBLEMS

In the organization, almost everyone can tell you about the problems that arise and who is
to blame. However, in most cases, the employees will shut up when asked, and oftentimes, the
one who is always blamed is the leader. Issues in an organization stem from common problems
that revolve around engagement and implementation. Low -performing employees may produce
jobs that fail and don’t meet the company’s wishes and those around them are forced to accept
the shortages. It is when an employee’s behaviour or performance may be below required
standard.

There are some problems that are constantly heard and experienced by employees in an
organization. First is a poor attitude. It is when people who have bad behaviour and are easily
attracted to negative things in everything or job that they do. They usually show negative
attitudes or actions in all things whether it involves people, situations or behaviours. It may
include laziness, procrastination, rudeness, fights or other attitudes and activities that demean
them to perform assigned tasks and work. For example, making careless mistakes, being rude
to employers or senior management and not taking responsibility for their task or job. This may
cause them to work lazily and their work results are not as satisfactory as the company wants.
Employees with bad attitudes are very difficult to deal with and so hard to handle as it will cause
disruption to the environment and also pollute the ethics in the workplace.

Second problem is that it doesn't work well with others. In a group or organization, each
employee must always work together in doing a job for the good and success of the company.
They need to constantly communicate and share opinions with each other to improve job
performance and correct or solve problems faced by the company. It is because everyone has
their own experience in working in a group, whether from school, internship or work. Having
good and healthy conversations can help you avoid negative attitudes in the workplace. If there
are employees who disagree with others and it is difficult to work in groups, this will cause
problems and affect their work results. This will also make the employee feel dissatisfied and will
do something to oppress others. For example, there are a few employees who always try to
dominate the team or are not in line with the team’s opinion.

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Third problem is employees not being responsive to coaching. Employees refuse to listen to and
accept feedback from employers or people around them. They are not resistant to guidance or
criticism and do not want to correct attitudes or mistakes that were made. Suggestions given by
employers or people around them are also not accepted and simply ignored. They refuse to
accept rebuke from others because they think that they are always right and no one can rebuke
their wrongdoing. Every employee will receive criticism from their peers, seniors or employers. It
is natural to feel uncomfortable when receiving negative comments. But, we need to change
that attitude for the better and correct the mistakes that have been made. Showing an attitude or
replying to a negative comment is not a good way to show resistance.

Lastly the problem is lack of skills or knowledge. Knowledge is one’s understanding of a

subject and it is the knowledge that you learn through education or work experience. Skills refer
to the ability to apply knowledge to a certain situation and develop through training. It can be
developed and improved from time to time, by combining our abilities and knowledge. It is
because mistakes are among the best methods for achieving mastery of skills. But if an
employee does not have good knowledge and skills, they will not be able to produce satisfactory
work results and will always have problems in doing his job. For example, workers in a factory
who do not have good skills, will make some mistakes in using the machine and will likely
damage the machine, and then it will affect the production of goods in the factory. Therefore,
before hiring the employees, employers need to train their employees so that they are proficient
in doing the job and can manage it well.

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FACTOR OF THE PROBLEM

Employees' first disciplinary concern is Demotivation is a state in which a person feels

tired, wants to quit, loses spirit, and has a variety of other sentiments that drain one's
enthusiasm for work. These feelings can occur at any time; a mindset like this arises for a
variety of reasons and frequently from within.

The first issue is, in the workplace, there is a lack of a clear goal. Setting work goals is important
for employees. They must have specific goals to motivate themselves in order to be more
motivated at work. Well, they may now have a business and a position with a nice wage, but if
they do not have a defined goal in mind, their maximal work motivation will decrease and
disappear.They should not stop at this point, especially in the business world. When employees
set a goal and then fulfil it, the next step is to set a new goal with a higher aim.

Second issue is that their work motivation can be destroyed by laziness and there is no
denying that nearly everyone else is lazy. And, in many cases, this mindset is the future
destroyer of many people in the job. The lazy realm can emerge from both within the employee
and from their environment. Laziness causes people to sink deeper into the abyss of others in
both the job and family environments. If left unchecked, employees' laziness will take them and
they would find it difficult to get out of there. So all they must do is change it little by little even
though this is not an easy task.

Third issue is, the problem is filled with monotonous, unchallenged activities. Employees
must be aware of this; a monotonous situation with no challenge will cause them to become
bored at work. Saturation in this task is very possible and happens to employees all the time.
Boredom at a high level might cut off their work motivation at work, causing people to become
lazy to the point where they are not performing properly. If this happens to the employees, they
should look for more difficult work right away. Or, at the very least, they can replace some of
their daily tasks with lighter activities, allowing them to return to work refreshed and with
increased excitement and motivation.

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Last issue is dissatisfaction with the results. This frequently causes employees to lose
motivation to work or conduct business. Working people want to achieve the best results
possible, but if the statement turns out to be wrong, it may be devastating. Everyone who finds
themselves in a scenario like this will undoubtedly be disappointed. However, how the
employees react to this situation is what separates a successful person from a failure.
Disappointment is human, but it does not have to stop them; instead, use it as a learning
experience for the next voyage. Assume it is information for the employees to prepare for their
future job or business.

That is one of the many factors that can lead to a person's demotivation. Situations like this can
happen to anyone, including a successful entrepreneur who is no stranger to them.

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EFFECT OF THE PROBLEM

If the company is not efficient and productive in dealing with this situation, it may incur
losses, forcing the company to liquidate or go through a restructuring process. Salaries will be
evaluated; incentives will be deferred, and so on as part of the reorganisation process.
Employees will lose their jobs and sources of income if a company collapses.

First effect of the problem is late consequence costs. We do not have statistics in
Malaysia, but in the US, the costs incurred by employers as a result of workers' delays to work
are estimated at US $ 3 billion a year. [Reference: Never Be Late Again: 7 Cures for the
Punctually Challenged].

“Lateness costs American businesses more than $3 billion in lost productivity each year,
and the business managers I interviewed identified lateness as the most serious employee-
related issue. Lateness was identified as the most serious employee-related issue by those I
interviewed. They remarked that five minutes here and there adds up. According to one
management, an employee who is 10 minutes late to work every day has, In essence, by the
end of the year; I will have taken a full week of unscheduled paid vacation time. and lost
productivity is only a minor portion of the problem.”

Second effect is slacking off during work hours. Slacking off occurs when employees
ignore duties and obligations, postpone work, or abandon work entirely using various methods
and strategies. Some personnel carry out their tasks carelessly. If this practise of slacking off
continues, it will be immensely self-defeating, especially because work is a sort of worship. It
must be done with sincerity.

Third effect is arguments between co-workers and factions. Fights between co-workers
can have a negative impact on employee performance, especially if they are in the same
division. When employees fight, their mutual communication weakens, and this can lead to a
drop in the company's performance.

Fourth is sexual harassment at workplace Sexual harassment is one of the concerns that
might have a lasting impact on the victim. And the vast majority are female. Women who
experience sexual dysfunction are nearly three times more likely to develop depressive
symptoms. Furthermore, they suffer from debilitating stress reactions, sleep difficulties, high
blood pressure, low self-esteem, and nausea.

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Lastly employee productivity suffers as a result of sexual harassment. Employees'

performance degrades when they are subjected to sexual harassment incidents, or worse, a
persistent harassment campaign. According to studies, sexual harassment is associated with
job dissatisfaction and dismissal. Delays, absenteeism, project neglect, and other forms of
sexual harassment have an influence on the workplace as well.

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GOVERNMENT SOLUTION

In this era globalisation, many workers are not following the rules laid down by labour law.
Some employees take these rules lightly. Among them are those who arrive late, do not wear
proper clothes, postpone work and so on. This act is against the law. Besides that, discipline is
very important to produce responsible, excellent, and educated employees. What is the
responsibility of the government to curb this problem? Among the things that need to be done by
the government is to hold a campaign, give rewards and strengthen the law.

Firstly, the government should run a campaign about ethics in the workplace. Ethics in the
workplace can be defined as the moral codes that guide the behaviour of employees in respect
to what is right and wrong in managing and making decisions. Furthermore, ethical attitudes
don't only apply to individual employees, the organization itself should exemplify standards of
ethical conduct. Ethical behaviour does not only apply to individual employees, but the
organization itself must demonstrate standards of ethical behaviour to other employees. Ethics
in the workplace is very important because it can drive positive employee behaviour to the
growth of the organization, on the other hand just like unethical behaviour in the workplace can
damage the name and relationship of an organization.

Secondly, what the government can do to solve the discipline systems and termination
service is reward workers who have outstanding performance. Reward is the best and powerful
method to attract employees to work best in their work. Therefore, the government must ensure
that every employer in a company implements this act so that an organization can produce a
profitable job, job satisfaction and also can achieve their goals. Examples of reward are
monetary incentives such as bonuses, and cash reward, non-monetary incentives like training
opportunities, flexible work hours and ability to work independently.

Thirdly, strengthen the law is one of the government solutions in discipline system and
termination service. There are many types of procedures to discipline employees. Government
can use progressive discipline method. Progressive discipline can be defined as method to
improve employee performance and it’s for series of steps to remedy problems. If the problems
cant solved in the first step, the next step should continue until the problem is resolved or
employee need terminate.

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OWN SOLUTION

Based on my opinion, to solve this problem is to advise employees on how to improve

their work performance and how much attention they should devote to their job. Determine
whether there is a problem that is causing poor performance. These concerns aren't usually
apparent to managers. If at all possible, find a solution to this problem. An example of a problem
is when an employee does not grasp the purpose of his or her contribution.

Second is generally verbal counselling. Oral counselling sessions are used to bring an
issue to the notice of an employee before it becomes serious enough to warrant a written
warning and placement in the employee's file. This can be misunderstood and clarify
instructions for necessary and successful correction. A large number of disciplinary problems
can be solved at this stage if the matter is resolved constructively. This is usually effective
because people don’t want the disciplinary process to escalate.

Next is that employees that perform poorly should be reprimanded harshly. Inform the
employee that you will document the following stages in the progressive disciplinary process
and that layoffs can occur at any moment during the progressive discipline process if the
employer deems the employee is unable to change despite repeated warnings. In an effort to
enhance employee performance, provide formal written and verbal warnings to underperforming
employees. Continue incremental punishment as long as personnel are confident in their ability
to get back on track.

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ACKNOWLEDGEMENT

We would like to express our gratitude to our lecturer, Sir Nor Aidil Bin Abdul Aziz as well
as our Human Resource Management lecturer who gave the group assignment on the topic
Current Issues Related In Human Resource Management in Malaysia or/and outside Malaysia.
With his guidance, suggestion and also a lot of encouragement to the students, we were able to
complete this assignment.

We also like to thank our group members, Nur Amylia Natasha, Nayli Nasuha, Fatin
Hasmida, Tengku Nur Eleana and also Nik Nur Naziffa Balqis who have given effort and
cooperated in completing this assignment. With the cooperation given by them, we were able to
complete this assignment in the given time. We are very grateful to be able to complete this
work in the time allotted by our lecturer.

This project has given us a lot of knowledge about the problems and factors to the
problems on those issues. With this project we can also find out many solutions that the
government and we ourselves can do in resolving the issue.

Last but not least, we would like to express our gratitude to our classmates and friends
who give us information and ideas about this assignment.

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REFERENCE

M.Ronald Buckley, Danielle S.Beu, Dwight D.Frink, Jack L. Howard, Howard Berkson, Tommie
A. Mobbs & Gerald R.Ferris. (2001). Ethical Issues in Human Resources Systems. Human
Resource Management Review, 11(1-2), 11-29.

https://doi.org/10.1016/S1053-4822(00)00038-3

Apalia, E. A., & Okoche, M. (2016). Effects of Discipline Systems And Disciplinary Actions On
Employee Performance in An Organization: The Case of County Education Office Human
Resource Department, Turkana County. International Academic Journal of Human Resource
and Business Administration, 2(2), 223-232.

http://iajournals.org/articles/iajhrba_v2_i2_223_232.pdf

Jude Lowe. (May 2018). Top 5 Disciplinary Issues that Plague HR Departments.

https://www.laborsoft.com/blog/top-5-disciplinary-issues-that-plague-hr-departments-laborsoft

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