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Poor Management
Liberty University
BMAL 500-D12 LUO
Dr. King
Michael Owusu-Ansah
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Abstract
The topic of this paper is poor management. In my organization, the business itself is in
danger of failing due to poor communication skills, lack of organization, and resistance to
change. This paper will discuss the causes of poor management and how issues like this one can
be resolved with the support and application of Kinicki & Fugate’s Organizational Behavior: A
Practical, Problem-Solving Approach, and from my peer-reviewed article. I plan to explain the
purpose of my organization, and its failure using the chosen article titled “Investigating whether
a lack of marketing and managerial skills is the main cause of business failure in South Africa”. I
will be defining the core problem that the organization is faces using step one of the approaches.
Next, I will identify the underlying causes of the problem using concept and theories of
organizational behavior. Following I will provide the organization with recommendation to
solving issue of organizational design and poor management.
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Step 1
Organizational summary
Noel taxi LLC is a non-emergent medical transportation company for the ill, elderly, and
disable patients, so that they may attend doctor’s appointments in a timely manner. Noel taxi
LLC’s mission is to provide safe, fast, and friendly service to the Virginia Area. Founded in
2016, the goal of the organization has never changed “to become the number one trusted non-
emergent medical transportation in the state” The roles and responsibilities of each manager and
employee are one in the same. The organization has the intent to support patients and their needs
however, we are not without problems.
Organizational challenges
The major overriding issue that is affecting this organization is poor management this
issue has impacted multiple individuals within my organization and is now interfering with our
ability to provide convenient transport for our patients, employees, and their families. According
to NSCA there are 30 bad management behaviors, the main behaviors that exhibit poor
management in my organization are the following: not being responsive to questions or requests,
not listening or multitasking, holding back not sharing critical information and finally waffling.
Managers in the organization show at least one dimension and others exhibit all behaviors.
Not being responsive to questions or requests effects the low of communication. When an
employee asks a question or makes a request, management typically ignores it until they must
ask again other than being responsive with either a yes no or maybe. ("30 bad management
behaviors," 2015) Not listening or multitasking not only effects the employees but the daily goals
of the organization. It was made clear by the employees that the manager was not paying
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attention to details or concerns being brought to their attention which brought own morale and
motivation in their employees. Quotes from employees included feeling disrespected and not
heard. ("30 bad management behaviors," 2015) Holding back or not sharing critical information
made decisions harder to make not knowing all the facts after all knowledge is power. If
employees and other managers do not have the same information, then work cannot be done
properly to meet expectations and standards. Lastly waffling this section of the problem is due to
the manager's personality type are they ENFJ type person, but lacking managerial skills
counteracts those lovely qualities.
An example of poor management is the high turnover rate within the organization.
Typically, in the non- emergent medical transportation community most organizations have more
than 10 drivers to support the area the organization resides in. In the past three years more than
20 employees have quit on their own accord due to poor management. As you can see in the
article these managers lacked managerial skills therefore the business failed. The only difference
between my organization and the lack of managerial skills in South Africa, is that of the
economy. South Africa has an unemployment issue in stagnant economy, with small businesses
opening more and more each year they can hire. But because of poor managerial skills
businesses fail and employees quit because of bad managers. Another example a poor
management in his organization is decreased profits. Two years prior the company was valued at
$1,000,000, since then it has steadily reduced. As of today, the company is now valued at
$200,000. It is these examples that support the explanation of the problem. In the article it
revealed that 40% of new business ventures fail in their first year, 60% in their second year, and
90% in their first ten years of existence. My organization has been around for five years, as I feel
the business is soon to fail due to lack of managerial skills.
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Organizational structure
The organization is divided into three departments. First, we have the Owner/CEO, the
individual is responsible for procure new contracts whether it be governmental or private. Then
we have our operations managers/dispatchers , who uphold and maintain contracts, licenses,
certificate, so that we are following the law and able to operate as a business. Lastly, we have the
largest group, which are the employees. The employee’s roles are to transport non-emergent
patients to their appointment and back safely. For example, transport a wheelchair bound patient
to his/her dialysis appointment every day.
There are numerous challenges that are evidence of poor management. The first challenge
that are limited workspace. The employees of this organization do not have a safe space to work
take a break. Though drivers are mainly on the road 8 hours of the day at some point in time they
should be able to come back to base and take a break eat lunch fall conversate with managers
regarding their needs. Another challenge faced is lack of motivation, because of the jobs nature
to be driving consistently it can be boring. Another challenges that employees face everyday is
job dissatisfaction this refers to an employee not feeling content within their job usually this is
brought on by poor management lack of advancement and restricted work life balance.
The normal threats of poor management include high employee turnover decrease
productivity and reduced morale. As employees become less motivated to work, they will most
likely leave it in search of better. The decrease in productivity is evidently because of the lack of
awareness and knowledge. In figure 3.3 of the selected article labeled “Problems experienced by
small business owners” is stated “ Market related issues, such as marketing, locality, lack of
knowledge of the market, product demand in competition, which are associated with the industry
in which the enterprise operates” (Radipere & Van Scheers, 2014). Lastly, with the leadership
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style currently being used to run the organization ; its common to see a reduce in morale amongst
the managers and dispatcher, as they are the decision makers.
The opportunities that I recognize include an increase in pay. I would be able to make
sure that all employees can make a living. Offer “on the spot” overtime when tasks arrive after
work hours. Another opportunity I noticed, is allowing employees use of company services such
as free car washes, air pump, and vacuum for all employees to use on their personal vehicle.
“Leadership is a process whereby an individual influences a group of individuals to
achieve a common goal” (Kinicki & Fugate, 2020, p. 509). The leadership in my organization is
critical to stem the tide of poor management. The leadership is from a different era and a
different culture. Refusing to change its ways is the most severe internal problem we have.
managerial role and employee role have now merged because I manager will not let employees
help or do the job correctly, so they end up doing it themselves the trust is simply not their pride
is in the way and the business will continue to fail. The leadership role of my organization has
become all roles within the organization.
The environment that surrounds my organization is family oriented. This can be broken
down into two parts. First, the internal environment in my organization leans more toward family
and respect. Leadership treats employees as family but in my experience family and business
does not always prosper, they care about their employees only to a certain extent, but
“Enterprise-based issues, which are the business’s internal factors such as incompetent
management, lack of managerial skills and poor financial control” (Radipere & Van Scheers,
2014). Therefore, mistakes happen frequently ,and the excuse is chalked up to “its family”
mentality. Next, we have the external environment, which are all the factors the organization
from the outside such as our providers and state laws.
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Step 2: Organizational Design
Kinicki & Fugate describe the three steps to solving problems within an organization. I
will be using the chosen article to identify the causes as a basis for discussion. “Organizational
design sets the structure of accountability and responsibility used to develop and implement
strategies, and the human resource practices and information and business processes that activate
those structures”. (Kinicki & Fugate, 2020, p. 604) I believe that this theory is the best choice to
change how the organization is ran. It can be seen in the article that if small business in south
African had the required managerial skills to run their business and grow. My organization is
also a small business, with great potential to become a chain. The author’s view of organizational
design is very similar to that of my own organization. If the leadership of my organization were
to take that same survey “Figure 3. Marketing and Managerial skills that respondents feel they
lack” the data, most likely would identical.
The key indicators that the author applies from theory to the concept in organizational
behavior was the intent to improve managerial skills within small business in South Africa by
making them required to operate a business. “government involvement in managerial training
focuses on basic literacy, numeracy and communication skills with a developmental rather a
business focus.” (Radipere & Van Scheers, 2014). By taking such actions, the author hopes to
influence owners and managers to structure accountability by taking the time to learn how to be a
manager and be responsible enough to use what was learned to steer their business away from
failure. The organizational structure and design will come naturally one managerial skill are
established.
The most relevant portions of the article that tie the theory and concepts with your
organizational issue to create an explanation for the problem, was when the author mentioned “
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the small business owners tend to exhibit certain personality traits they are responsible for the
success or failure of their businesses. Owners with adequate managerial skills create
management problems in the small business sector. This deprives the country of healthy concerns
that can provide employment opportunities for the unemployed masses”. The section from the
article paints a big picture of Noel taxi LLC organizational issues. Without proper managerial
skills, the organizational design of the business becomes unestablished. So, consequences such as
high turnover, decreased productivity ,and loss of profits become business habits. Thus,
eventually, closing the business. The author wants us to take in consideration that the lack of
managerial skills effects the unemployment rate of that region.
Step 3
Due to the highly similar problem within my organization and the article in the final
process of the problem-solving framework I offer my recommendations to solve the problem and
create new habits within my organization. I hope this discussion to prove the notion that poor
management leads to business failure. My first recommendation is to retire the owners, who have
run this company to the best of their abilities. This will break the cycle of habits that cost
organizational issues such as design. My next recommendation is to employ a trusted chief
executive officer to oversee operations and manages those under him/her. Additionally, I would
prefer that the next candidate to take over the business have the personality attributes of an
ENFJ. According Keirsey Temperaments NFs are the concerned with developing human
potential ("Keirsey temperaments," 2019). Employing a leader who have strong values, good
communication skills ,and overall a leader who is people-focused will be able to bring an open
design structure to the organization will reduce cost and increase innovation. My
recommendation to the future CEO of Noel taxi LLC to find the courage to face adversity
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between the owners previous organizational design and poor management to find a new. It was
Otto Kroeger that said, “leadership, showing you how to be more effective on the job. Get the
most out of your employees and employers”(Kroeger et al, 2002). Lastly, I recommend that the
organization invest more of it profits to a human resources department. This includes, increase in
wages to promote retention and loyalty, services to meet employee needs, and standardized
trainings. The article supports my recommendation be because it states “training should be more
practical and less formal, and classroom based and should also include follow up practical
courses. Small business owners would then be better equipped to make better informed decisions
and steer their business away from known pitfalls”. (Radipere & Van Scheers, 2014”) It is
important for future leaders to have these components to manage people and operating a
business, there is always something that leaders lack. I believe that it takes faith to be that
individual everyone comes to for question , comments, and concerns.
Earlier in the course, I took the Myer-Briggs assessment. It determines that my
personality traits are an ENFJ. The Myer-Briggs assessment is a tool used for growth and
personal development. This personality style is fitting to the recommendation for the
organization to make the plan work. As an ENFJ type, we are labeled the idealist/teacher of
amongst our peers. The “E” stands for extroverted, which means I have the energy to build team
morale. The “N” represents Intuitive. I can understand other emotions and feeling faster. The “F”
signifies that I lean towards feeling more than sensing. I would be able to use my empathy to
better understand employee and managers. Finally, we have “J”, which stands for Judging. The
characteristics will allow managers to discern decision making.
As a Christian myself, I find it hard at times to bear the weight of an organization.
There will always be a time when trials and tribulation occur, but I turn to scripture to find peace.
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Isaiah 41:13 says, “For I am the Lord your God who takes hold of your right hand and says you
do not fear; I will help you”. This is an advantage of bringing faith into your organizational
design because my favorite moment of my career was when my manager sat me down and asked,
“Can I pray with you?” I believe the Lord will utilize my experience, personality, and leadership
type to implement these recommendations I have provided to Noel taxi LLC.
References
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30 bad management behaviors. (2015, August 1). NSCA. https://www.nsca.org/30-bad-
management-behaviors/
Keirsey temperaments. (2019, February 23). Personality
Club. https://www.personalityclub.com/blog/keirsey-temperaments/
Kinicki, A., & Fugate, M. (2020). Organizational behavior: A practical, problem-solving
approach (3rd ed.). McGraw-Hill.
Kroeger, O. (2002). Type talk at work: How 16 personality types determine your success on the
job (Revised and Updated ed.). New York, NY: Dell Publishing.
Radipere, S., & Van Scheers, L. (2014). Investigating whether a lack of marketing and
managerial skills is the main cause of business failure in South Africa. South African
Journal of Economic and Management Sciences, 8(4), 402-
411. https://doi.org/10.4102/sajems.v8i4.1171
