Managing People Ego in Workplace Influencesâ€Myasssignmenthelp.Com

Question: Discuss About The Managing People Ego In Workplace? Answer: Introducation Ego is a sense of self importance that influences employees behavior to act in a certain way (Currie et al., 2016). An individual ego requires ones presence to be felt and demand to be satisfied in every situation. People having high level of ego in a workplace can reduce productivity in the business as a result of reduced efficiently leading to decrease in return to investment. The following reflective write up contains a description of managing people ego in the workplace. The current situation in the workplace is characterized with behaviors that have reduced the efficiency of the employees. It is observable that some employees have become inflexible in the workplace making it hard to implement new tactics and change. The employees have also begun to compete in the organization instead of cooperating to achieve common goals. There is feeling of superiority and need for praise that has increased in the organization. Lastly there is mood swing among employees in the work place as a result of strive for self centered interests. The workplace has experienced several impacts as a result of increase peoples ego. First, the organizations employees have developed incapability to learn. The employees are unable to learn new processes, operations and other requirements in the elevated egos that cause individuals to pursue their own way of doing this and resist new ideas. Second, there is increased incapability to make decisions in the workplace. The employees a re unable to make right decisions in the workplace due to their self interest pursuit (Baldoni, 2009). Lastly, there has been reduced accommodation of other employees in the workplace. Employees with ego find it hard to accommodate other members. In this case, I am looking forward to achieving harmony and cooperation among employees to attain effectiveness in the organization. From the situation analysis of ego in the workplace, I am experiencing; false pride among employees. The employees are engaging in false pride that is centered to individual performance and not teamwork. Each employee wants to keep score rather that contributing to the outcome of the organization as a team. Secondly, there is self doubt that is occurring amongst the employees. I am experiencing a sense of self doubt that is leading to employees not cooperating. Lastly, I am experiencing distorted image of individual employee. Employees image does not reflect the own importance in the workplace. I have a feeling that the employees have become manipulative and there is anxiety in the workplace. The good thing about the experience from this situation is that I have been able to understanding the ego behavior and it implication in the workplace. The situation shows that individual ego is influencing employees behavior in the workplace. It shows that individuals in the workplace are pursuing their own status, gratifications, and agendas. This implies that employees have changed to be rigid, manipulative and are seeking superiority in the organization (Bernhard, 2009). This has led to reduction of effectiveness in the workplace. This situation requires changing and managing the ego among the employees to enhance harmony and cooperation in the workplace (Carnovale and Yeniyurt, 2015). This will enable teamwork in achieving workplace goals. As a leader in the workplace, I will implement the following tactics to improve the situation. First, I will listen more to ensure I get the facts about the performances to avoid distorted image. Second, I will reinforce positive behaviors exhibited in the situation to encourage and institutionalize positive behaviors. Third, I will encourage individuals with weak ego to get involved and participate. This will reduce overshadowing from employees who have high ego. Lastly, I will remind the individual that I am the leaders and therefore the chain of command and communication in the organization. This will ensure decisions are made from a central point and there is no room for manipulating. References Baldoni, J. (2009). Managing Big Egos So the Entire Team Wins. [online] Harvard Business Review. Available at: https://hbr.org/2009/02/managing-big-egos-so-the-entir [Accessed 8 May 2017]. Bernhard, K. (2009). Big Egos: Dealing with Legends in Their Own Minds. [online] Americanbar.org. Available at: https://www.americanbar.org/content/newsletter/publications/gp_solo_magazine_home/gp_solo_magazine_index/bigegos.html [Accessed 8 May 2017]. Carnovale, S. and Yeniyurt, S. (2015). The Role of Ego Network Structure in Facilitating Ego Network Innovations. Journal of Supply Chain Management, 51(2), pp.22-46. Currie, D., Gormley, T., Roche, B. and Teague, P. (2016). The Management of Workplace Conflict: Contrasting Pathways in the HRM Literature. International Journal of Management Reviews.