Personal Workplace Analysis: Clerk III Claims Examiner

Personal Workplace Analysis

Introduction

I am currently a Clerk III Claims Examiner in the Eligibility and Enrollment Unit for one of the largest municipal labor unions in New York City. There are many issues that employees are faced with at their jobs that impact their behaviors and responses. One notable issue that I have experienced in my current job is the lack of motivation. I believe the lack of communication between individuals, departments and team effort are the main cause of the organizational issues within my company. Conflict is an interpersonal process that arises from disagreements over the goals to attain, the methods to be used to accomplish those goals or even the tone of voice used as people express their positions (Newstrom,

It is important to understand that the employees in a workplace come from different backgrounds with different culture (Eisenhardt & Bhatia, 2002). This implies that their perception to different issues varies and this can be a root cause of personality issues. Conflict among the employees can also be attributed to discrimination by the supervisors and the top management which lead to rebellion and internal conflict in the organization. It is important that organizations determine the root cause of the problems before deciding on the best approach to solving this

In short, employees are exhausted by the mandate, via company policy, that all employees must be constantly keep their counterparts, supervisors, and co-workers knowledgeable of their current work status. This practice is known as “lateral communication” (Newstrom, 2015) and has been adopted by the executives of the company long before I arrived. The belief is that if everyone is aware of what is occurring in all aspect of the company, then miscommunication and mistakes are unlikely to occur (Skovholt, 2006); it is an admirable ideology that is considerable easier stated than executed. Ironically, this particular business practice was initially meant to ease employee dealings and relations with one another, but in actuality, it has just overwhelmed everyone involved. I truly believe that the only means in correcting this is to amend the current policy in place and to begin only releasing information on a need-to-know basis; unfortunately, this proposed practice also yields several downfalls. It is arguable which of the two concepts yield the worst