Block's analysis Essay Example | Topics and Well Written Essays - 750 words

Block's analysis - Essay Example Instead, as the service sector has come to contribute a large part of the global income, it has become important for organizations to choose the right structure and approach that can create the perfect working atmosphere for its employees. Most organizations that exist in the world today are yet to recognize the importance of organizational behavior and remain attached to a culture that centers over control and authority. Even with the increased emphasis on improving relationships, developing inter personal skills and communicative strengths, institutions still tend to rely on focusing their resources towards devising better and efficient strategies, control structures and technology that continue to be perceived as the visible parameters for organizational success. However, businesses fail to understand that the present working demands an approach that is rational and need not be tangible and measurable. Issues concerning standards, practices, rewards, empowerment and training are issues that assume greater significance in the new age of consulting that needs further enhancements and newer approaches as it is still nascent in terms of evolutionary analyses. In the present case, it seems that employees (consultees) have been asked to fill out a survey that is perceived as potentially exacerbating material by the top management in the company. as the name suggests, The role of the coordinator for Staff Development in the current scenario is to improve the professional and personal capabilities and efficiency of the employees. However, problems can arise when the role of a consultant is limited to a mere effort that involves analyzing the current situation and suggest a few recommendations that are believed to provide better results. Instead, employees expect to see action whenever any such attempts are made. When surveys aimed at finding out possible inefficiencies are too specific by virtue of concentrating on minute areas of detail, workers need to use extra effort and thought to fill them out. In many such instances, they are probably the best bet when it comes to highlighting very specific issues that exist within their work domains. Having made such an effort, respondents expect someone to pursue it responsibly and take the necessary action. When they begin to sense that nothing has been done to look into their issues, a general sense of distrust and distaste begins to develop. A staff coordinator is also responsible for ensuring transparency at all levels within the organization and ensuring that the management participates in the requisite roles with complete dedication. It is also expected that deliberate displays of power, authority and expertise are done away with in such scenarios. However, as is evident in most organizations today, differences crop up at all levels within a company. For instance, departments sometimes find it difficult to coordinate a task that requires collaboration between several such entities usually involving a distortion of communication and lack of understanding of the role of people in the other departments thereby leading to mutual criticism and lack of respect. In such cases, animosity develops between departments, which may surface