Walter Okpala: What level of conflict can organizations tolerate ...

Walter Okpala: What level of conflict can organizations tolerate ...: In my last post, I asked a question about the level of conflict tolerable in an organization. Specialists have different opinion about the ...

What level of conflict can organizations tolerate 2?

In my last post, I asked a question about the level of conflict tolerable in an organization. Specialists have different opinion about the issue. Some say that having different opinions should be tolerated because it is beneficial to organizations. Others argue that everybody should be given opportunity to give their opinion during meeting. However, some specialists think that conflict should not be permitted because it can bring hostility in the team. Those who accept some sort of conflict says that the stated conflict is nothing but argument. The conflict is not physical because this type of conflict can never be tolerated. Whatever has to be discussed has to be done in the meeting room. As soon as the meeting is over, the decision of the majority should be followed.

     The take home from the discussion is that leaders should transform what is usually considered conflict into an argument in the meeting room. In this way, the person is given the chance to explain himself instead of being isolated. Think about this!    

Walter Okpala: What level of conflict may be tolerable in an orga...

Walter Okpala: What level of conflict may be tolerable in an orga...: It is understandable that wherever there are people there must be a kind of conflict. It is also understandable that organizations cannot f...

What level of conflict may be tolerable in an organization?

It is understandable that wherever there are people there must be a kind of conflict. It is also understandable that organizations cannot function adequately if there is always conflict in them. Since conflict is inherent within group of people and at the same time, prejudicial, how then should organizations deal with conflict? What level of conflict should organizations tolerate?

     In the next posts, we should look at what specialists say about this issue. So, check out!

  

Walter Okpala: Stop procrastinating, take action!

Walter Okpala: Stop procrastinating, take action!: We are getting towards the end of the year, a period in which many people generally leave everything they wanted to do until the following ...

Stop procrastinating, take action!

We are getting towards the end of the year, a period in which many people generally leave everything they wanted to do until the following year. People who want to lose weight will say "I will start my diet only after Christmas and New Year Day celebrations". People who want to change their jobs will say "I will do so next year". The same goes to people who want to start new businesses. The list goes on and on and on. Putting up what you can do today to a future date is called procrastination. Procrastination is a killer to whatever your plans may be.

     When we procrastinate, we postpone actions which could have turned us into success. Success does not come to people who know what to do, rather, it comes to those who execute. No matter how intelligent or articulated or strategic you are, there is no success unless there is execution. Secondly, there is no formula you can apply that can lead you success. Success requires a lot of trial and error until you get there. Therefore, you cannot assume you know what to do and any time you start doing it, you will reach success. 

     Some people procrastinate because of fear of facing the reality. Others do it as a result of the natural equilibrium process which hold a lot of people back. Others still do it because of lack of a strong vision. In order to overcome procrastination, think about being at a place where you want to be. What would it be like if you are there? How would your life change? How would the people around you see you? After asking yourself these questions, you should stop procrastinating and take action immediately!

         

Walter Okpala: What happens if you discover that some workers do ...

Walter Okpala: What happens if you discover that some workers do ...: In the last post, I asked a question regarding your reaction if you discover that some of your subordinates do not like working in teams. T...

What happens if you discover that some workers do not like working in teams 2?

In the last post, I asked a question regarding your reaction if you discover that some of your subordinates do not like working in teams. This is a problem many companies face. In many cases, the leaders of the teams take the wrong action. Examples of the decisions taken are demition, punishment of the disobedient, or picking them for revenge. But, what are the right proceedures to follow in this case?  

     According to specialists, a leader should firstly identify those individuals who do not like working in teams. Jack Welch, the famous former CEO of GE, recommends verifying the ability of those who do not like working in teams. He says that these individual contributors with exceptional skills should not be wasted. Instead, he recommends keeping them outside the teams in as much as they bring the required results. Other specialists even recommend having meeting with them to find out why they do not like working in teams. However, these recommend giving the group supervised autonomy so they do not become disaggregator in the organization. They can be trained through coaching in order to reduce resistance to teamwork.

      

  

Walter Okpala: What happens if you discover that some workers do ...

Walter Okpala: What happens if you discover that some workers do ...: It is known that every organization spends a lot of money on training its staff about teamwork. However, some people do not like working in...

What happens if you discover that some workers do not like working in teams?

It is known that every organization spends a lot of money on training its staff about teamwork. However, some people do not like working in groups or teams. The question is therefore: what should a leader do if he or she discovers that some of the subordinates do not like working in teams? How should he or she proceed about this? Should a leader fire those who cannot work in teams or should he tolerate them? What happens to those who obey working in teams? 

     If you are a leader, think about this question and make a comment on how you should deal with the problem.