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Book/movie review
22/08/2022
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Chapter 11 is all about the approach to the organizational process. Primarily, the focus of this chapter is the confrontation meeting, which was developed by Richard Beckhard. The confrontation meeting was an intervention designed for all management teams to meet in one location to discuss major problems, analyzing the causes, and developing an action plan to correct the problems at hand. In a confrontation meeting, superiors and subordinates should not be in the same group. “The point is stressed that the groups are to be open and honest and to work hard at identifying problems they see in the organization,” (Cummings & Worley, 2015). When superiors and subordinates are in the same meeting, there are a lot of conflict that can arise, which can cause a negative vibe within the organization. One of the problems that can occur is the lack of communication. The use of communication is to increase efficiency within the organization. Communication can “include body language, facial expressions, fidgeting, posture, and hand gestures,” (Cummings and Worley, 2015). When a subordinate is having a conversation with their boss on an idea that can be beneficial for the organization, superiors will then overlook the ideas and become more demanding when it came down to giving instructions. Superiors will completely disregard the subordinate’s opinions. In addition, having too much instructions from the superior can become a strain on subordinates while they are working. Another issue that can arise is the misperception of the groups in the same meeting. If subordinates and superiors are not willing to confront one another in an open and honest manner, then it is impossible for them to move forward to success in the organization. To make sure that conflicts are resolved in the organization, top management teams are required to meet on the dot after the confrontation meeting is completed. Last week, we discussed on the topic of developing an action plan and it is imperative that top managers set out to establish an action plan to correct these problems at hand. If the company that hired me insisted on having superiors and subordinates in the same meeting, then I would call out any problem and attempt to get to the bottom of it. Let’ say for instance I saw my employee Jeremiah having a close relationship with another employee Miriam. Jeremiah approaches her and makes jokes about her flaws in her working environment during the meeting, which I find as inappropriate. I call Jeremiah out by asking him what is going on and why does he have an issue with Miriam. Whether I am the boss or an employee, it is important that I directly call out his behavior and acknowledge it. The next thing that I can do is to take my concerns to someone in a much higher position. For instance, if I was working at a chain grocery market and I am having issues with the superiors, then I can take my concerns to people in the corporate office. It is imperative that both superiors and subordinates communicate well because it will mark the genesis of a successful organization and thus will be successful in the long run.
The writer is very fast, professional and responded to the review request fast also. Thank you.
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