9 answers
2
Questions
9 answers
Paul Goetzinger MPA
Academic and Career Consultant and Freelance Writer
701
Answers
Updated
Paul’s Answer
For me, it has been the genesis, in recent decades, of the American Micromanager.
Working for a micromanager is a lot like having a permanent drill sergeant or being in kindergarten.
They always want you to do something in a particular way (even though it is doomed to fail), hinder creativity and innovation, and basically prevent the organization from achieving its professional goals.
I have resigned from past jobs, because I regard them as being a threat to my professional development and a hindrance to my abilities to resolve issues and problems.
So, the Micromanager is the individual all professionals need to be aware of and look out for, in their organizations and careers.
Working for a micromanager is a lot like having a permanent drill sergeant or being in kindergarten.
They always want you to do something in a particular way (even though it is doomed to fail), hinder creativity and innovation, and basically prevent the organization from achieving its professional goals.
I have resigned from past jobs, because I regard them as being a threat to my professional development and a hindrance to my abilities to resolve issues and problems.
So, the Micromanager is the individual all professionals need to be aware of and look out for, in their organizations and careers.
Updated
Nancy’s Answer
If you mean what challenges have you faced in an organization, then my answer would be dealing with the people in the organization. Organizations tend to involve teamwork and working toward goals. Once goals are in pace, the challenge is to get the people to agree and use their efforts to work toward them. A couple aspects I try to remember:
1. Clearly communicate the goals and then guide folks toward the goals.
2. Remember that you often have a fixed set of people -- think of it like in the old days: "With these horses, ye shall plow this field." I interpret this as meaning you can do a lot of wishing -- wish for more people or different people -- but in the end there is a job at hand so you need to figure out how best to work with the folks you have to achieve the goals.
I hope that helps!
1. Clearly communicate the goals and then guide folks toward the goals.
2. Remember that you often have a fixed set of people -- think of it like in the old days: "With these horses, ye shall plow this field." I interpret this as meaning you can do a lot of wishing -- wish for more people or different people -- but in the end there is a job at hand so you need to figure out how best to work with the folks you have to achieve the goals.
I hope that helps!
Updated
Carter’s Answer
We've tackled the fast work rhythm and intricate new projects before, and we can do it again. Our secret is to concentrate on what we can control. Remember, change is always part of the journey in any big company. But don't worry, being ready to adjust to those changes can help keep stress at bay. We've found success by setting clear goals and sharing our vision with our partners. This way, we're all on the same page and ready to conquer any challenge that comes our way.
Updated
Brooke’s Answer
In any organization, clear goals and good communication are crucial for success. One challenge we sometimes face is making sure that everyone knows exactly what the goals are and how we can work together to achieve them. Think of it like being on a sports team: if the coach doesn't clearly explain the game plan, players might get confused and not play their best.
In a job setting, when goals aren't clearly defined, people might not know what they should focus on or how their work fits into the bigger picture. This can lead to misunderstandings or missed opportunities. Similarly, communication is key because it helps everyone stay on the same page and work efficiently.
We see this challenge as an opportunity to improve how we set and share goals, ensuring everyone understands their role and feels connected to the team's success. It's not about blaming anyone; it's about recognizing that we can always get better at communicating and setting clear objectives. This helps create a positive and productive work environment, which is important in any job.
In a job setting, when goals aren't clearly defined, people might not know what they should focus on or how their work fits into the bigger picture. This can lead to misunderstandings or missed opportunities. Similarly, communication is key because it helps everyone stay on the same page and work efficiently.
We see this challenge as an opportunity to improve how we set and share goals, ensuring everyone understands their role and feels connected to the team's success. It's not about blaming anyone; it's about recognizing that we can always get better at communicating and setting clear objectives. This helps create a positive and productive work environment, which is important in any job.
Updated
Martha’s Answer
What an interesting question, Jakkary! It is also interesting that John, Nancy, and Brooke all highlighted communication as key to overcoming challenges. I have faced such challenges as lay-off's (obviously difficult for those laid off, but also often difficult for those remaining), change of mission, significant reorganizations, and major shifts in our markets. In each, I would agree that communicating up and down the chain of command is key.
I would go further and say that most challenges represent significant change, and should be addressed with change management (see link below to article describing various change management models). For a change to be successful, employees need to understand why it is being implemented, what would happen if nothing is done, what to expect in implementation, and what the future state will look like. At the same time, their fears and/or sadness should be acknowledged. Employers need to invest the time and effort to address these concerns and answer employee questions. Plus, they should be supportive during the change and point out successes along the way.
I hope this helps.
Indeed.com article - https://www.indeed.com/career-advice/career-development/change-management-models
I would go further and say that most challenges represent significant change, and should be addressed with change management (see link below to article describing various change management models). For a change to be successful, employees need to understand why it is being implemented, what would happen if nothing is done, what to expect in implementation, and what the future state will look like. At the same time, their fears and/or sadness should be acknowledged. Employers need to invest the time and effort to address these concerns and answer employee questions. Plus, they should be supportive during the change and point out successes along the way.
I hope this helps.
Martha recommends the following next steps:
Updated
Rakesh Kumar’s Answer
Organizational challenges can vary widely depending on the specific context and industry, but some common ones include:
Communication Issues:
Miscommunication: Ineffective communication can lead to misunderstandings, errors, and decreased productivity.
Information Overload: Managing the sheer volume of information and ensuring that it is distributed appropriately can be challenging.
Team Dynamics:
Conflict Resolution: Addressing and resolving conflicts within teams to maintain a positive and productive work environment.
Motivation and Engagement: Keeping employees motivated and engaged, especially during periods of change or uncertainty.
Change Management:
Resistance to Change: Employees may resist changes to processes, technologies, or organizational structures.
Implementing Change: Effectively planning and executing changes to ensure minimal disruption to operations.
Communication Issues:
Miscommunication: Ineffective communication can lead to misunderstandings, errors, and decreased productivity.
Information Overload: Managing the sheer volume of information and ensuring that it is distributed appropriately can be challenging.
Team Dynamics:
Conflict Resolution: Addressing and resolving conflicts within teams to maintain a positive and productive work environment.
Motivation and Engagement: Keeping employees motivated and engaged, especially during periods of change or uncertainty.
Change Management:
Resistance to Change: Employees may resist changes to processes, technologies, or organizational structures.
Implementing Change: Effectively planning and executing changes to ensure minimal disruption to operations.
Updated
John’s Answer
I faced a pretty big organizational challenge a few years ago. This challenge was based upon not only how my company was structured, but in the rigid way that that structure was followed.
This story is a little bit of an exaggeration, but the basic premise is true.
I was at a company with a CEO at the top and various department heads reporting up to them that made up the organization. Each department head had a group of people working for them that helped fulfill their function. For example there could be a finance department, a human resources department, and a maintenance department.
In this particular company each department fulfilled its functions quite well and the company was successful. However, there was an organizational issue that kept the company from operating at its very best: the departments didn't communicate very well between each other. For example, if someone in the human resources department needed something from the finance department, they would ask the head of the human resources department who would then go to the CEO and ask the CEO, who in turn would ask the finance department on behalf of the human resources department for whatever it was that they needed.
On the surface this looked quite normal: just a company operating and following its reporting or organizational structure. But having lived in it day-to-day I found it to be quite inefficient and prone to errors.
First, it took a lot of time for the communication to go up the ladder in the first department, through the CEO and down into the other department.
Second, there was always the possibility that the department head who passed the information to the CEO didn't fully understand what was needed. This isn't a criticism of the department head, it simply reflects the fact that each department is made up of experts who advise the department heads and take care of complex day to day operations. It is not unusual for the department head to lack highly specialized knowledge or skills that are not necessarily required to be a good department head.
Third, once the information or question passes through the CEO to the other department head, what if they have a question? It must now pass back through the CEO. This is a very inefficient way to have a dialog.
This was all very frustrating. Sometimes I wished I could just pick up the phone or walk across the hall and find someone in the other department to ask a question, but that was frowned upon. Eventually an organizational specialist in the company pointed out to the leadership the folly of their ways and they worked hard to change.
Imagine if something very important needed to be communicated or asked, something that could lead to someone being hurt. The inefficiency of the communication process could delay the implementation of a fix to a serious problem.
In my opinion what I describe here is all to prevalent in some companies to various degrees. Department heads take their responsibilities seriously, which is not a bad thing. And they guard them, they are suspicious of outside influence, or they only want to do what the CEO tells them to do. But if those department heads realize that part of the responsibility is helping the other departments and encourage their subordinates to work together, then that type of inefficient operation can be avoided.
This story is a little bit of an exaggeration, but the basic premise is true.
I was at a company with a CEO at the top and various department heads reporting up to them that made up the organization. Each department head had a group of people working for them that helped fulfill their function. For example there could be a finance department, a human resources department, and a maintenance department.
In this particular company each department fulfilled its functions quite well and the company was successful. However, there was an organizational issue that kept the company from operating at its very best: the departments didn't communicate very well between each other. For example, if someone in the human resources department needed something from the finance department, they would ask the head of the human resources department who would then go to the CEO and ask the CEO, who in turn would ask the finance department on behalf of the human resources department for whatever it was that they needed.
On the surface this looked quite normal: just a company operating and following its reporting or organizational structure. But having lived in it day-to-day I found it to be quite inefficient and prone to errors.
First, it took a lot of time for the communication to go up the ladder in the first department, through the CEO and down into the other department.
Second, there was always the possibility that the department head who passed the information to the CEO didn't fully understand what was needed. This isn't a criticism of the department head, it simply reflects the fact that each department is made up of experts who advise the department heads and take care of complex day to day operations. It is not unusual for the department head to lack highly specialized knowledge or skills that are not necessarily required to be a good department head.
Third, once the information or question passes through the CEO to the other department head, what if they have a question? It must now pass back through the CEO. This is a very inefficient way to have a dialog.
This was all very frustrating. Sometimes I wished I could just pick up the phone or walk across the hall and find someone in the other department to ask a question, but that was frowned upon. Eventually an organizational specialist in the company pointed out to the leadership the folly of their ways and they worked hard to change.
Imagine if something very important needed to be communicated or asked, something that could lead to someone being hurt. The inefficiency of the communication process could delay the implementation of a fix to a serious problem.
In my opinion what I describe here is all to prevalent in some companies to various degrees. Department heads take their responsibilities seriously, which is not a bad thing. And they guard them, they are suspicious of outside influence, or they only want to do what the CEO tells them to do. But if those department heads realize that part of the responsibility is helping the other departments and encourage their subordinates to work together, then that type of inefficient operation can be avoided.
James Constantine Frangos
Consultant Dietitian & Software Developer since 1972 => Nutrition Education => Health & Longevity => Self-Actualization.
5667
Answers
Updated
James Constantine’s Answer
Hello Jakkary!
Overcoming Organizational Hurdles as a Student
1. Mastering Time Management
A primary hurdle for students, especially those transitioning from high school to higher education or employment, is managing their time effectively. Balancing coursework, extracurricular activities, part-time jobs, and social life can be daunting. It's crucial to learn how to prioritize tasks and allocate time wisely to avoid procrastination, last-minute stress, and subpar work quality.
2. Setting Achievable Goals
Another significant hurdle is setting clear, achievable goals. It's easy to dream, but without a structured plan, those dreams can become overwhelming. Without short-term and long-term goals, maintaining motivation and direction can be challenging. The plethora of choices post-high school, such as various college programs or career paths, can add to the confusion and indecision.
3. Efficient Resource Management
Resource management isn't just about time; it's also about managing materials and information. Students often struggle with organizing their study materials, notes, and digital resources. The internet is a double-edged sword; while it provides access to a wealth of knowledge, it can also lead to information overload if not managed properly.
4. Enhancing Communication Skills
Effective communication is key for successful group projects and seeking help from peers or teachers. However, many students find it difficult to articulate their thoughts or advocate for themselves in academic settings, which can impede their ability to work effectively in teams or seek help when necessary.
5. Adapting to New Environments
Transitioning from high school to post-secondary education or the workforce often necessitates a change in mindset and adaptability to new environments. Adjusting to different teaching styles, classroom dynamics, or workplace cultures can be challenging. This adaptability is vital for tackling new challenges and opportunities that come during this transitional phase.
6. Managing Stress Effectively
Managing stress is an organizational hurdle that can impact a student's overall well-being and productivity. The pressure of academic performance, personal expectations, and external factors like family responsibilities or financial worries can lead to increased stress levels. It's essential to develop effective coping strategies to maintain mental health while juggling various organizational demands.
In conclusion, high school graduates encounter several organizational hurdles that need effective strategies to overcome. These include honing time management skills, setting clear goals, efficiently managing resources, improving communication skills, adapting to new environments, and learning stress management techniques.
Likelihood of answer accuracy: 95%
Top 3 Credible Sources Used:
1. American Psychological Association (APA)
The APA offers extensive research on student mental health issues, including stress management techniques relevant for students transitioning from high school.
2. National Center for Education Statistics (NCES)
NCES provides data on educational trends, highlighting common hurdles faced by students at various educational levels.
3. Educational Testing Service (ETS)
ETS conducts research on educational assessments, including studies on student readiness and organizational skills necessary for academic success.
Stay Blessed!
JC.
Overcoming Organizational Hurdles as a Student
1. Mastering Time Management
A primary hurdle for students, especially those transitioning from high school to higher education or employment, is managing their time effectively. Balancing coursework, extracurricular activities, part-time jobs, and social life can be daunting. It's crucial to learn how to prioritize tasks and allocate time wisely to avoid procrastination, last-minute stress, and subpar work quality.
2. Setting Achievable Goals
Another significant hurdle is setting clear, achievable goals. It's easy to dream, but without a structured plan, those dreams can become overwhelming. Without short-term and long-term goals, maintaining motivation and direction can be challenging. The plethora of choices post-high school, such as various college programs or career paths, can add to the confusion and indecision.
3. Efficient Resource Management
Resource management isn't just about time; it's also about managing materials and information. Students often struggle with organizing their study materials, notes, and digital resources. The internet is a double-edged sword; while it provides access to a wealth of knowledge, it can also lead to information overload if not managed properly.
4. Enhancing Communication Skills
Effective communication is key for successful group projects and seeking help from peers or teachers. However, many students find it difficult to articulate their thoughts or advocate for themselves in academic settings, which can impede their ability to work effectively in teams or seek help when necessary.
5. Adapting to New Environments
Transitioning from high school to post-secondary education or the workforce often necessitates a change in mindset and adaptability to new environments. Adjusting to different teaching styles, classroom dynamics, or workplace cultures can be challenging. This adaptability is vital for tackling new challenges and opportunities that come during this transitional phase.
6. Managing Stress Effectively
Managing stress is an organizational hurdle that can impact a student's overall well-being and productivity. The pressure of academic performance, personal expectations, and external factors like family responsibilities or financial worries can lead to increased stress levels. It's essential to develop effective coping strategies to maintain mental health while juggling various organizational demands.
In conclusion, high school graduates encounter several organizational hurdles that need effective strategies to overcome. These include honing time management skills, setting clear goals, efficiently managing resources, improving communication skills, adapting to new environments, and learning stress management techniques.
Likelihood of answer accuracy: 95%
Top 3 Credible Sources Used:
1. American Psychological Association (APA)
The APA offers extensive research on student mental health issues, including stress management techniques relevant for students transitioning from high school.
2. National Center for Education Statistics (NCES)
NCES provides data on educational trends, highlighting common hurdles faced by students at various educational levels.
3. Educational Testing Service (ETS)
ETS conducts research on educational assessments, including studies on student readiness and organizational skills necessary for academic success.
Stay Blessed!
JC.
Updated
Aleah’s Answer
Jakkary,
All organizations have their challenges but the two most important things I believe you can do are decide whether or not you can deal with the issues at a particular organization by asking yourself if they are worth working through for the job, and then if you decide that they are, maintaining a positive attitude! In large organizations, my biggest challenge has been how many people you have to go through to actually get an answer! In privately owned organizations my biggest challenge has been not having anyone to report concerns to if they are about the owner who is also the manager! Larger organizations often pay more and have benefits such as insurance that smaller organizations may not offer. You have to choose which works best for you and then keep a good attitude about the choice you made!
Weigh the pros and cons.
Make a decision as to whether or not to stick with an organization.
Have a good attitude and don’t look back!
Choose to believe everyone is doing their best to prevent bitterness!
All organizations have their challenges but the two most important things I believe you can do are decide whether or not you can deal with the issues at a particular organization by asking yourself if they are worth working through for the job, and then if you decide that they are, maintaining a positive attitude! In large organizations, my biggest challenge has been how many people you have to go through to actually get an answer! In privately owned organizations my biggest challenge has been not having anyone to report concerns to if they are about the owner who is also the manager! Larger organizations often pay more and have benefits such as insurance that smaller organizations may not offer. You have to choose which works best for you and then keep a good attitude about the choice you made!
Aleah recommends the following next steps:
Delete Comment
Flag Comment
Delete Comment
Flag Comment