School of Business Administration Branch: New Cairo

Department of Business Course Name: Administrative problem

Administration solving
Semester: Fall 2021/2022 Course Code: BADM 320 / BADM 303
Research Project Total Marks:
Instructor Name: Dr. Sarah No. of Pages: page(s)

Members:

Student Names ID’s

1) Nermeen Mohamed Fathy 20190525
2) Malak Mahmoud Gomaa 20190828
3) Sohila Refaat Ahmed 20190585
4) Sherif Emad Abdeltwab 20190706
5) Yousef Ahmed tharwat 20190091
6) Kareem Mohamed zaky 20190041
7) Abdulaziz Walid 20190066

Team Leader: Nermeen Mohamed Fathy ‘‘20190525’’

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 Step no.4) Root-causes analysis:

*Causes of poor management:

Poor management might be the result of business culture rather than individual
managers. If top management does not provide the resources to reward,
recognize, and assist employees, a manager is unlikely to bring out their best.
Even though the company is plainly profitable, management can only do so
much to persuade chronically underpaid employees to provide high-quality
work. Even though employees are well rewarded, if the organization does not
appreciate their labor and requirements, a manager will find it difficult to
manage efficiently.
Firing without enough feedback or procedure, as well as designing a timetable
that disregards employee personal time, are examples of business practices that
lay the foundation for terrible management. The personality of a boss can also
cause management challenges. Even a single bad co-worker may have a
detrimental influence on a whole company's work experience, particularly if the
team is small and employees collaborate closely. Morale suffers more when a
management is indecisive. A boss who always criticizes and never appreciates
his or her employees is unlikely to encourage them. When a manager is
untrustworthy, employees feel protective and reluctant to offer their all so it
leads to:
• Poor Communication Skills
Communication is the process of giving and conveying meaning in the goal of
reaching mutual understanding among participants. Only when the listener
understands the intended message does communication become effective.
• Decline in Motivation
Internal factors within an individual that motivate him to accomplish his duties
and commitments without being forced to do so are referred to as motivation to
work. Employers should constantly select excellent managers to motivate and
motivate their employees.
• Increased Stress Levels
Ineffective managers are always under stress due to late, inability to complete
deadlines, and many complaints from superiors who are unsatisfied with their
job put ineffective managers under constant stress. Such managers' high stress
levels prevent them from concentrating on their work.

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* Effects of Poor Management:
Inefficiency permeates throughout an organization when it is inadequately
handled. Employee morale suffers as a result, resulting in mediocre work from
workers who would prefer to be engaged and productive but lack the incentive
to do so because their efforts will not be recognized or rewarded. Customers
will notice that your staff aren't engaged in their job or excited about your
products or services if their morale is poor owing to ineffective or discouraging
supervisors. Customers may sense insincerity and phone optimism, therefore
feigning employee contentment is impossible. Employees that are dissatisfied
project a poor picture of your firm as a whole, showing it as an unpleasant place
to work, as well as failing to promote your products in ways that are appealing
to buyers. Ineffective management increases employee turnover by alienating
the people you want to maintain the most - those who are passionate about their
employment and may easily find work elsewhere because of their experience
and work ethics. Poor managers, on the other hand, waste possibilities by
allocating the wrong job duties to the wrong workers, suffocating production
and creating bottlenecks.
*Symptoms of bad management:
• Micro-manages: good managers set clear goals, deadlines, and
objectives for their employees, then leave them to get on with the job.
Managers that become involved in every little detail lose their employees
of the chance to learn and grow.
• Gives zero guidance or constructive feedback: Employees look to their
supervisor or management for direction in order to reach a common goal.
Bad managers, on the other hand, expect their employees to read their
thoughts or figure things out for themselves, only to be disappointed
when the results aren't what they expected.
• Doesn’t own up to their mistake: Even the most senior managers make
mistakes. Good managers will constantly recognize their errors and
apologies when needed. Bad managers find a means to avoid taking
responsibility for their own mistakes
• Plans poorly: Planning ahead is the best way to correctly and equitably
distribute duties while still meeting objectives and deadlines. Bad
supervisors will throw a week's worth of work on your desk and expect
you to do it the following day. Working in this manner isn't ideal.
Employees are forced to 'fight fires,' rushing through tasks without fully
concentrating on them. As a result, both quality and morale begin to
deteriorate progressively.

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 The Fishbone Analysis Approach to Show the Bad Management with
Its Causes & Effects

Micromanaging Abusing Indecisiveness

power

Don’t own up of Not open to

Increase stress new ideas
their mistakes
level

Reduce job Boss Mistreating Waste of

satisfaction employees time

Discourage independent Bad Lack of

decision making communication professionalism & trust
Bad
management

Customer Demoralized Limited feed

dissatisfaction employees back

Lowering hiring Employees turn Missed

rate over opportunities

Unnecessary Lower Existence of

turn over productivity relevant
information

Damaged Decaling in
Poor
reputation motivation
communication
skills

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