NAME- DHIKSHITHA.

S
USN- 19BCR00061
CLASS- 5 BCOM ‘F’
SUBJECT- MANAGEMENT ACCOUNTING
TOPIC- REPORT ON MANAGEMENT ISSUES
MEANING:
Management issues is an integral part of the project management
life cycle. As part of your project governance structure, it is
responsible for identifying, escalating and resolving issues that arise
during the situation. It is a leadership activity that requires
influencing and facilitation as there is seldom agreement on how to
deal with each issue.

 Non- availability of funds

Dealing with a shortage is no small task. While there is no “quick fix” for such a
large problem, there are many ways manufacturers can prevent them from
happening. Some methods for dealing with the non-availability of funds are
negotiated terms with your vendors, borrow from other projects borrow from
a bank look into online lending, business credit cards, alternative funding
options.
 Lack of communication
Another challenge managers face when overseeing teams is ensuring
effective communication. Because every team member has a different
personality, there is a chance for miscommunication from time to time.
Increase the frequency of communication to ensure employees know exactly
what you expect of them and when you need them to complete it. Redefine
standards that reinforce your team's goals and purposes. Consider
implementing a messaging platform for the workplace that allows everyone
to communicate quickly. Let them know if you prefer one form of contact
over another.

 Absence of structure
A common challenge that managers face in the workplace is the
absence of structure, especially when overseeing a new team.
Depending on the work environment, some teams may need to be
supervised more closely than others in order to maintain productivity
levels.
  Labour Strike
An employer faced with a work stoppage that violates a contractual no-
strike provision has several alternatives: the employer can seek an
injunction against the strike, discipline employees involved in the strike, or
attempt to recover damages for violations of the collective bargaining
agreement. Each of these remedies, however, presents practical problems in
terms of employeremployee relations as well as legal questions regarding
the extent of relief available.

 Administer policies
Fairly and consistently One of the most common challenges for managers is
treating employees fairly and consistently. A manager may allow policies
and rules to be disregarded by some employees and not others—or may
disregard employment policies altogether. “Stretching” the rules for some
employees can open up a range of potential liabilities and perceptions of
bias and favouritism that have negative far-reaching effects in the
workplace. Be sure to write clear policies and let managers know when
changes have been made. Set clear criteria for making employment
decisions, particularly where managers need to distinguish between
employees (recognition, reward, development, etc.). Also, clearly
differentiate between the policies in which managers have discretion to
implement and those in which they do not.

 Shortage of Raw material

There are many ways that can be used to prevent and reduce the risk of
shortage of raw materials like- Expediting parts, improve forecasting,
improve lead time accuracy, eliminate single-point failures, develop a short-
term attack team, improve supplier collaboration, ensure accurate inventory
data.

 Pressure to perform
Some managers, especially new managers, to feel like they are under
pressure to achieve greatness from the very start of their role. If you
frequently feel stressed about your leadership position, take time to
revisit the reasons why you were hired for the job. Recognize that leaders
learn from experience and mistakes. While planning helps, you will likely
face unexpected situations. The way that you choose to resolve conflicts and
react to challenges reflects your ability to lead.

 Managing conflicts within the team

They’re great collaborators, feel comfortable being creative together and get on
socially. And when a conflict arises between two colleagues, it can be felt
throughout the team. When conflicts aren’t resolved, they can quickly affect
productivity and morale – and even lead to top performers leaving the company.
Managers are tasked with nipping any conflicts in the bud early before they
become bigger concerns.

 Being understaffed
Managers must recognize when it's time to hire another team member to help
full fill responsibilities within their department. Because the hiring process is
time-consuming, it's helpful to get assistance from other managers and human
resources professionals when pursuing a new candidate. If needed, ask for help
when creating a job description, interviewing applicants and selecting the right
person for the desired role. Consider having applicants complete a sample work
test to help you determine the best fit for your team.

 Weak workplace culture

When teams feel like they're not connected with the rest of the workplace, they
could experience a decrease in motivation. Teams that feel they are part of a
larger group, experience more confidence and trust. One way to promote a
strong work culture is by planning lunch outings and rewarding employees
who exceed expectations.

 Manage Performance
Managers must balance meeting goals, managing workloads and motivating
employees. These issues, coupled with the fact that many managers are ill-
equipped to provide regular and constructive feedback and may not
understand the importance of documenting performance, can make managing
performance challenging. To support them, build ongoing performance
feedback into the performance management process to ensure accountability.
Create an easy method for managers to document performance like a
database, log, or diary.
  Poor teamwork

Sometimes, employees may lose focus on collaboration when they spend a lot
of time completing individual tasks. To re-establish teamwork, managers
should revisit the purpose of a project. Managers who take the time to
acknowledge their team's efforts and clarify the purpose of their work
commonly see increased levels of motivation.
Consider dividing your team members into partners so they have a chance
to work with someone for a specific project. Team-building exercises are
another great way to help everyone learn how to work better together. Base
the content of your exercises around the challenges your team faces. For
example, if they need to get to know each other better, focus on relationship
building.