Leadership and Managment Assignment Example | Topics and Well Written Essays - 1500 words

Leadership and Managment - Assignment Example pend largely on the acceptance and diffusion of policy ideas (p.502).† It is important to note that prior to our new reform, all the stakeholders have been used to the previous work arrangements. Supporting Doetter and Gotze’s insight, it will be ignorant of us to assume that the employees and other members of the staff will easily adapt in the new system. Our goals might be hindered in the process and it is a common understanding that those goals are the only reason the new reform is being launched. Compatibility issues may occur in form of difficulties in the working relationships (Daly, Speedy & Jackson, 2004). The new arrangement brings with it new tasks and specialization, plus, of course, greater higher levels of seriousness in what we do as an organization. In the meantime, the preexisting work relationships will certainly become destroyed. That might not rhyme so well with the workers. Adapting to virtually new masters and supervisions in the fields that did not carry much weight before will bring slowness in terms of implementation of the new working policy. In the meantime, workers will be demoralized and hence low productivity will ensue. The Department of Health (2013) and NHS Employers (2013) underpins the necessity of engaging employees in working as a team. However, in our case, such processes might prove to be tougher than we expect especially now that we behave new employees some of whom are from completely different disciplines. Diversity policy The fact that new policy comes with some shortcomings (Bassett, 2012) is one that we must live with. The introduction of new employees some of whom are from different disciplines can easily compromise governance into ensuring that all arms of management work to their best levels and towards fulfillment of... This paper approves that in terms of compatibility and coordination, new workers may find it difficult to adapt to the new environment while the old workers may find it hard to accommodate the new changes in the reform agenda. The result is slowed productivity of our organization, tainting of its name and fame due to unimproved services and loss of costs in terms of costs of hiring new employees. If not well managed, diversity may breed hate among workers which will sabotage coordination, productivity and thus the performance of the company altogether in that order. Insubordination is an already recognizable phenomenon in our organization. This is different from the conflict of personalities. It is the process of demeaning others because they are inexperience or are not learned as one. This paper makes a conclusion that there will be the need to sensitize the entire workforce and the key stakeholders of the new reform necessities. To this end, it will be vital to conduct major inclusive workshops to explain that the new changes are the most effective for the attainment of the goals of our organization. During such inclusive workshop, it will be necessary and possible to coin in the importance of diversity – we are there not to compete but to learn and complement each other. The problem of insubordination is sensitive and if addressed appropriately, it may be termed as rude. Therefore, it may be embedded in the issue of diversity. But first we must come up with a comprehensive employee behavior and policy as an in-between help.