The primary problem at hand involves the Smiley Hospital performance level caused by inappropriate evaluation, leading to inaccurate employee responsibility measures. As a result, the employees feel neglected by the leadership hence decreasing their morale (Muhizi et al., 2017). Ideally, the best solution to the problem is actively involving the employees in the evaluation process to boost their morale. This strategy will ensure that the workers feel part and parcel of the organization, which is a critical tool that shall improve the situation. Additionally, this method is ideal since it gives room for self-evaluation, thereby allowing the employees to analyze the performance of the managers and team members. Actively involving the employees in the evaluation process will enable them to receive feedback which is an effective way of improving productivity and employee turnover (Aguinis, 2019).
As much as employee engagement in the evaluation process is an effective way of solving the issue at hand, managers should consider some potential negative factors that are likely to crop up. One of these factors includes the heavy responsibility bestowed upon the leaders as they should regularly give feedback to the employees (Aguinis, 2019). The strategy also creates room for laxity during emergency duties hence affecting the outcome of their work. Additionally, the method may also affect the relationship between the managers and the stakeholders. Therefore, to avoid such issues, the managers should display a leadership style that will ensure that they remain focused on the organizational goals and objectives. In this case, the transformational leadership style would work effectively since it focuses on its growth while motivating the employees to improve their performance (Al Khajeh, 2018). Managers who implement this leadership style also inspire workers to be innovative while fostering a work environment with clear priorities, standards, and values.
One of the primary roles of a leader in any organization is to manage conflicts that might arise in their workplace strategically. Scholars have illustrated that managers spend approximately 24 percent of their time solving disputes in their organizations (Wang, et al., 2019). For this reason, it is paramount for managers to bear conflict management skills that will help them smoothly sail through such moments. Managers must ensure that they offer guidance and direction that will effectively lead to a long-lasting solution to any problem that might affect their company. For instance, as a leader in Smiley Hospital, I would ensure that I come up with different strategies that would guarantee employees remain motivated (Mone, et al., 2018). Additionally, the company would establish an organizational culture where all employees maintain respect and the company’s policies (Wang, et al., 2019). Ideally, this would ensure that the productivity level does not deteriorate while everyone develops a perception of appreciation within the organization.
Leaders are responsible for ensuring that the strategy presented to solve a conflict within an organization produces positive results that will favor all the parties involved. One of the significant factors that a leader should consider informing cohesion within the company is developing consistent teamwork spirit among the workers. The employees need to learn to work together since they have a common goal and objective (Mone, et al., 2018). Basically, fostering teamwork withn an organization is also an effective way to ensure that workers respect and appreciates each other efforts (Wang, et al., 2019). Additionally, it also creates an avenue for self-evaluation where employees can freely offer feedback to each other without demotivating their efforts.
References
Aguinis, H. (2019). Performance management for dummies. John Wiley & Sons.
Al Khajeh, E. H. (2018). Impact of leadership styles on organizational performance. Journal of Human Resources Management Research, 2018, 1-10.
Mone, E. M., & London, M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.
Muhizi, S., Shamshin, G., Muthanna, A., Kirichek, R., Vladyko, A., & Koucheryavy, A. (2017, June). Analysis and performance evaluation of SDN queue model. In International Conference on Wired/Wireless Internet Communication (pp. 26-37). Springer, Cham.
Wang, Y., Zhang, K., & Deng, Y. (2019). Base belief function: an efficient method of conflict management. Journal of Ambient Intelligence and Humanized Computing, 10(9), 3427-3437.
