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Life Skill

Barry is the head of an organization that has become disorganized and dispirited. The document suggests several reasons for this and steps Barry should take to rejuvenate the organization. He needs to communicate his vision to employees, listen to their needs, and ensure new hires are properly trained and mentored. Written job descriptions and procedures are lacking. Employees value interesting work and appreciation more than high pay. Barry first needs to reflect on his own leadership and communication skills before addressing issues with employees.

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Pratyush Goel
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70 views1 page

Life Skill

Barry is the head of an organization that has become disorganized and dispirited. The document suggests several reasons for this and steps Barry should take to rejuvenate the organization. He needs to communicate his vision to employees, listen to their needs, and ensure new hires are properly trained and mentored. Written job descriptions and procedures are lacking. Employees value interesting work and appreciation more than high pay. Barry first needs to reflect on his own leadership and communication skills before addressing issues with employees.

Uploaded by

Pratyush Goel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Pratyush Goel

9918103225
F8

Life Skill Tut 15

If the top is disorganized, frazzled, and dispirited, then so is the rest of the operation.
organizations tend to run down over time and need a periodic rejuvenation. And, like everything
else, such rejuvenation has to start at the top.
Barry first needs to ask himself some hard questions. When was the last time he got everyone
together to communicate his vision of the company, where it was going, and where it needed to
shift resources? Is he good at two-way communication, listening as well as talking? Or has he
become so wrapped up in day-to-day operations that he doesn't have time to pay close
attention to the needs of his staff?
When Barry hired the two new employees, did he hire them as assistants to the existing
personnel, or did he simply toss them into the frying pan to see if they could swim in the hot oil?
Did the way he hired them make the existing employees feel insecure about their place in the
organization? Does he have a mentoring program in place, where more-experienced employees
can assist the new hires and inculcate corporate values and acceptable office procedures?
Barry has not done a job of communicating to employees.He can't expect employees to read his
mind. He needs written job descriptions, a procedures manual, training, constant supervision,
and lots of praise for good work to get outstanding results from employees. Barry needs to learn
how to delegate responsibility, not simply assign tasks and then ride herd on everyone to
ensure it's done the way he would do it.
The managers responded as you might expect; they rated good wages as the most important
criterion, followed by job security. But the employees' responses were surprising. The most
important factor was “work that keeps you interested.” The second most important factor was
“appreciation of work done.” Good wages were rated eighth out of 10 factors.
if Barry's employees are less than enthusiastic, the first person Barry needs to work on is
himself. He needs to understand the role he plays in setting the agenda and attitudes of the
entire organization. Once he's dealt with his own role in creating this problem, then he can
address the attitudes and participation of others.

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