Introduction
The most common issues affecting leaders and managers today include not having enough authority to carry out responsibilities. Leadership is the prominent growth over and above mechanical compliance with the custom directives of the organization (Hellmann, 1997). It’s also a process where an individual controls a group of individuals to attain a common goal (Michel & Jacuis, 1975.due to lack of enough authority leaders in Singaporean association face problems of deficiency in mandate to implement their objectives in their leadership.
Main body
Pursuit of conflicting goals is also challenge to most leaders and managers. A good leader is shaped by his /her principles values and ambition. Leaders of Singapore Student association have diverse ambitions in their leadership hence diverse goals. There is ultimate friction of goals when everybody focuses what they believe is right. This leads to delay in planning and implementation, absenteeism in the meetings and eventual reduced productivity. It’s imperative that leaders learn how to cooperate so as to come up with harmonized goals which are measurable, realistic and also time bound. Incorporation and achievement of the targets is only possible when leaders speak with one voice.
Leaders are also subjected to too much uncompensated overtime. Juggling leadership with educational commitment require one to work extra hours. When leaders are not compensated, they work with little motivation and yet they are expected to deliver. Leaders and managers suffer from too many headaches related to busy schedule. With the meetings to attend, books to read and organization projects among other things forms a very busy schedule for them. In most cases leaders find themselves alone hence suffering from loneliness.
One example of a workplace issue that I identify which require urgent management intervention in Singaporeans university association is the lack of commitment amongst the leaders. Most leaders are not seriously committed to their responsibilities and are absent during important meetings and committee functions. Such functions are either postponed or delayed due to in attendance of important members. This leads to eventual delays in decision and policy making. Absenteeism is an issue mostly with senior managers who are expected to set the pace to their junior counterpart.
Laziness is another issue which is mostly with the junior managers and leaders in Singaporean university association. Idleness in workplace, lack of morale and general tiredness makes leaders not to answer calls from their senior, deferred assignment and postponement of crucial committee summit. During paintballs for example committee members tasked to head and organize the event only give lip service leaving most of the work undone.
These issues have led to ineffective planning and implementation due to poor management in Singaporeans university. Our administration in frontline management will ensure that those given responsibilities deliver to their respective areas. Absenteeism and laziness will not be tolerated among leaders. We will also ensure development of realistic policies which are goal driven. Skilled personnel will then be deployed in the implementation, monitoring and evaluation phases.
Change management strategies are priority.it is essential for any organization that needs to grow. Although change is inevitable, resistance to change is a human condition. Everybody has always wanted to remain in the current status quo. Bringing new ideas, skills and knowledge in an organization is not easy. It is always encountered with resistance.
As a front manager within my work place, I will put in several strategies in respect to dealing with complex staffing situation such as conflict.Staffs form the vital human resource needed by any organization. The frontline manager dealing with the staffs is also referred to as human resource manager. His responsibility includes recruitment and planning. Effective planning by a human resource manager brings accurate results that a company wants.Conflict can arise due to complex staffing which a root in planning (Zimmermann, 2008).
Under staffing result to the drop of the industries economies of scale and field of specialization. In such situations low profit is realized. Overstaffing is extravagant and expensive, if continual, and it is costly to get rid of because of contemporary legislation in respect of joblessness payments, consultation and minimum periods of notice. Significantly, overstaffing reduces the competitive effectiveness of the business.
Our planners will and should always ensure that the institution has the right combination of personnel deployed in the right places. This should vary from long-range planning for large and stable department to short-range departments. Effective planning by a human resource manager clearly brings accurate results that an institution wants.I will ensure that adequate staffing is done.
An assessment of current and future needs of the student association has to be evaluated with present and future predicted resources when considering staffing. When proper steps are used in planning, it brings demand and supply into balance (Fleetwood & Hesketh, 2008).The future demands of the university are influenced by the predictions of the personnel manager, who examine and adjust the simple delivery of the other managerial staff and also recruitments.
Recruitment of staff is crucial in dealing with conflicts due to complex staffing. Our human resource manager will be involved in identifying people who could fill positions within the association and then securing them as applicants. He has to plan a good job picture for the position and also specify the talent and aptitude the entrant ought to have. A potential applicants list is developed from various sources, depending on how the supervisor settle on to promote the work available (Clegg & Sparrow,2007) Note that most of the front office managers are elected politically therefore lacking the direct scrutiny of the human resource manager.
Change management in the university Singaporean institutions can be understood to mean empowering individuals and the student organization as whole for taking new responsibility that may arise in future. Each year the university association experience great inter and intra changes which can not be handled by a leader or an association that maintain the same status quo. Change management is therefore an approach for transforming individuals, clubs or association from the present state to the desired state (Brewster & Vernon, 2007).
One strategy has been to develop a vision and mission for our organization. The vision represents what the institution need to achieve in a specified period of time frame. The mission statements have been developed based on the premise that the world is changing and our institutions should keep on the tracks of change too. Each institution in the Singaporean university association has its own mission vision statement. Departments like the library have also developed theirs as chain goes down. Long term vision is subdivided to short term goals which are measurer able.
The next strategy has been to build a strong manpower which will be responsible for implementing our plan (Fleetwood & Hesketh 2008). Contribution from all including students is needed hence the reason to first sensitize people on our course of action. Training personnel is also necessary especially when the goal involves technical personnel. For the university to embrace information communication and technology training of staff on the same is mandatory. Reviewing the current institution curriculum to suit the current world job market is another strategy developed in the university Singapore institutions in response to change management. Information communication and technology courses and actuarial sciences are highly demanded in the modern world than before.
Bibliography
Brewster, C., & Vernon, G. (2007) global Management by the managers, 2nd Edition, London licenced foundation of workers and expansion. 218 pp.
Clegg, C Sparrow, P.R. (2007) predicting future proficiency supplies: a three-phase tactic, Personnel Review, 36 (1): 65-90.
Fleetwood, S. & Hesketh, (2008) A perceptive on the piece of Human Resources, Cambridge: Cambridge University Press., in press 270 pp.
Zimmermann, A. (2008) combined alteration course in worldwide teams: course for the learning of extradition. global managing and society. 37 (3): 67-80.