Organization put in simple terms is a collection of people
pursuing defined objectives. It has set functions for all who are a part of it.
Ideally this group of people perform different tasks assigned to them and work
as a single unit to achieve the final goal of the company. It is a goal-oriented process.
Organizational structure is critical to any business, big or
small. Businesses flourish or perish depending on the efficiency or fragility
of this system respectively. It is that vital. Hence it is very important to
understand its key drivers, ensuring it remains a well-oiled machine.
The key drivers for any organizational structure are the people who are at the helm of affairs at Mid Management Level. They form the essential link
in understanding the mission of the business from the Top Management’s point of
view and implementing the same; communicating it to their respective teams; the
Actual Workforce. Any weak link here would be detrimental to the system and
thereby to the business itself.
An Efficient manager identifies any red flags on time, takes effective
steps in addressing the issue. Coaching, Mentoring, Motivating and in some worst
cases Punitive action are the methods to correct the errant behavior. There is
no thumb rule in applying these methods, it may vary from person to
Workforce with such attitude display certain type of behavior. Here
are a few types of generally observed behaviors that need to be considered as
red flags and tips in diffusing them:
· Mr. Pessimistic: As the name suggests tries finding fault in each and every
thing, always complaining and results in a demotivating the team.
Tip: A one to one
discussion with a few instances of explaining the negative behavior and the
impact of it.
· Mr. Know All Guy; Acts overconfident even in time sensitive and critical
situations and takes wrong decisions resulting in loss of revenue or
Tip: A one to one
discussion on a serious note; citing examples of the wrong decisions taken and explaining
· I have different plans
for the future guy: Has a very casual approach to towards work, deadlines. This kind of
staff tends to be habitual offenders as they have a different plan for their
immediate life and this job just happens to be a stop gap arrangement.
Tip: A one to one discussion
on a serious note, delivering a strong message that this kind of behavior is
totally unacceptable. If the issue is not that serious, then methods like
Mentoring and Motivating may be adopted.
· Everything functioning here
depends on me guy: Insubordination is a
visible behavior with such people because they think that they are irreplaceable
and hence are doing a favor working there. They have no respect for rules.
Tip: This is a tricky one
if they really possess some specific set of skills as they presume. Managers
should waste no time in building a solid backup. (If the task is huge breaking it into smaller tasks could be helpful too). It is important to try and test
such a backup for time sensitive operations. A one-to-one discussion, assigning
a different role to the person in question will help eliminate the
The behaviors mentioned above are just a few among many other
examples. However, it is important to know that any discussions regarding
feedback, coaching and mentoring should be conducted strictly on a one-to-one basis and never discussed in a group. This will ensure that the person concerned does not feel offended or takes it personally. Similarly, any achievements,
success and laurels should always be announced in the group. It will make the
person feel special, appreciated and motivated.
Budding managers become seasoned ones and seasoned ones experts.
Once they are able to identify such behaviors in advance, address it
effectively and overcome the obstacles on time efficiently; they are that close
in establishing a strong organizational structure in place and thereby
Happy Learning! and Happy Sharing!