Working in an organization

Working in an organization on a large number of megaprojects. Success and failure are unavoidable. Coordination and communication channels among persons are critical to the achievement of common goals. Professionals from many professions comprised the desired team for the process’s smooth operation. Given the group’s technicality, section split was argued for in order for them to execute their tasks indefinitely. The various processes involved need rigorous time management and scheduling. At all times, tasks were prioritized based on their importance. The process’s effectiveness sometimes translated into working overtime and later than usual. Devotion to leadership acted as the guiding stick enhancing the smooth operation of the team and the technical glitches in the way. Healthy work culture on the management atoned for an increase in productivity and the quality of turnover over the ever-enabling working environments. Before the commencement of the projects, management enhancing participant’s skills through training programs and workshops were scheduled to append the project skill requirement to the latter.

The interactions and discussions enhanced evaluations of all anticipated circumstance arising from the project. An organisation culture reflects the ambitions and goals intuition regarding the performance and productivity of the employees. Therefore, the habits, norms and beliefs, aligned to cultural structure defined cluster of individuals in an organisation with regard to performance in their respective fields. The culture alignment of knowledgeable attitudes result to cog grounds shared and conveyed by the associates of a specific social order. The essence perspectives that distinguish individuals from another is its identity. Interactions during the seminars equally reflected the atmosphere of adequacy in the projects for information passed and discussed were genuine and relevant regarding field and level an individual is in. Evaluation of the conveyed information was worth scrutiny and full-scale analysis done on it. Being cordial when interacting and sharing of information is highly encouraged in the organisation valuing the outcome of interactive process and experience. However, few individuals ignore this provision during the interactive process in the workshop creating a negative ripple effect on a section of the team crippling and jeopardizing the ambience of the organization and the gradual progress of the project.

Constraints

The feeling of being undermined and undervalued for one’s skills and talents demoralize team members on their performance on tasks and duties. Team building is essential for improvement and the delivery of high-quality output in an organisation for it binds team members. The compositions of different individuals in a team of diverse social identity create a vast misconception in its operations. This can play out to be a downing factor in the whole process if not carefully monitored and steps taken towards curbing an organisation vice. Lack of respect for a few individuals inhibits the willingness of sharing information thus denying the team access to diverse knowledge and information prompting to mistakes. This, in turn, hampered the productivity of the team and the quality of output of the project in the stage hindering the completion of proceeding stages of the project on scheduled time. The perspective on racial and gender identity can be a turn off in the workplace. Based on appearance and power traversing to the privileges or domination over others can be a stumbling block in the commission of development. Participation decline was noticeable for members had been demoralized by their actions. A fraction of the team had tendered their resignation for the project.

Following the numerous complaints from members, Leaders had to act promptly on the grievances raised. This turn of events caused an organisation fortune in terms of finances and time. The leadership had to go back to the drawing board to ascertain the anticipated situation and find the solution on the same. Citing the specific complains the team members had, lack of room for creativity was top of the agenda. The individuals in question had terribly hindered the creativity aspect of the project. Pointing the value of creativity in the development of the project and its practicality on the intended purpose as essence and of importance. The issue of collaboration from the individuals shown light on the grievances list. The individuals purport superior to others aggravated the situation. The social identity took the turn on the whole process manifesting the unhealthy environment in the organisation. In organisation, individuals of distinct levels of social identity need to communicate with each other without prejudice to ensure the triumph of the project.

Racial and gender identities spiraled the situation. Team members felt that their colleagues were unfairly treated in relation to the development of the project. The hostility of the individuals toward fellow colleagues makes decision and policies formulation and enactment difficult. The absences of effective organization and individual communication brisk the downfall of well-intended projects. Demining and negative critics on the team raised eyebrows and question on the objectivity of the individuals especially when they are part and parcel of the team. Positive critics are applauded for the betterment and solution formulation of the underlying circumstance.

An intensified discussion on the grievances by the management finalized that the individuals be the sermon and the dialogue held on the same highlighting the management concern over them. Following the management recommendations, the allegations were pained against them for the change of their character and respecting team objective and purpose. Contrary to expectations, they were adamant and unwilling to compromise or accommodate others calling for their dismissal from the project and the organisation. Following the sabotage of the project, it was called off posing a failure.

Conclusions

The leveled eye opener shade light to the management of what had transpired enabling them to take imminent steps for the avoidance of the same in the future projects. Thorough scrutiny of personnel should be done to avoid unethical individuals prejudicing projects. For any project to have a distinctive quality from the previous, creativity much come into play. New ideas from individuals in different fields should encourage. Sourcing and contribution of expertise will be possible if the disparities in social, racial, and gender identities can be eliminated in a team’s culture. Partnering with team members who share the value and mission of an organisation can be appealing and fulfilling towards the completion of the scheduled project. Fostering a suitable communication avenue will instill the transmission of information among the team members and the management minimizing the glitches occurrence. Total participation will be encouraged for all the member to play their part enabling the smooth progress of the project. Teambuilding will be regarded to ensure the progression of the project and individual skill improvement.