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Addressing Unbalanced Job Structures for Improved Workplace Harmony

Unbalanced and dysfunctional job structures can create stress and counterproductive outcomes for employees. Conflicts may arise from contrasting job skills, role conflicts, and inadequate training. Employees often juggle conflicting responsibilities, including managing client relationships and handling both empowering and controlling roles. This can lead to exploitative behaviors and dissatisfaction. Remedies include restructuring job roles for improved balance, seeking relevant training, and shifting from rigid job descriptions to more flexible contributions descriptions to better align with individual strengths and preferences.

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Addressing Unbalanced Job Structures for Improved Workplace Harmony

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  1. TOPIC UNBALANCED OR DYSFUNCTIONAL JOB STRUCTURE

  2. Unbalanced or dysfunctional work places stressful, counterproductive opposites on employees due to: • Contrasting or conflicting job skills Job duties or skills that clash with the employee’s personal temperament • Role-conflict jobs duties • Lack or proper job training or pro development

  3. Technical-judgmental responsibilities • Responsible for serving clients both inside & outside the org • Both empowering & controlling others • Formal leadership + informal influence

  4. Doing your own work + the duties of someone just laid-off in a cost-cutting org move • In order to keep your job, taking professional actions which you consider to be exploitative: Invading the privacy of others; Participating in unpopular org practices; Helping your org maximize massive unfair profits

  5. Managing people older, smarter, or more skilled than you • Working with competitors on joint venture projects • Introverted sales reps; extraverted desk-work analysts • Being the financial controller in an artistic org. • Idealists working in Social Darwinist orgs

  6. Technical-judgmental responsibilities • Responsible for serving clients both inside & outside the org • Both empowering & controlling others • Formal leadership + informal influence

  7. ORGDRAMA

  8. ERIC HANSON APPware software customer rep for software developers

  9. MIS client rep dealing with multiple APPwareCONs: proprietary software adaptations; troubleshooting beta version software with programmers; sales packages to design & negotiate = tech development + marketing

  10. “I like both programming & MIS, but not marketing that much.” “But most of the marketing requires tech savvy.” “I live in two different professional worlds which have different cultures and languages.”

  11. POSSIBLE REMEDIES • Virtual team members can shuffle some job responsibilities for a better personal-professional balance • Create a new, higher value-added job for yourself that is more P/P balanced • Volunteer for jobs & duties that fit your P/P balance better than the person currently performing them.

  12. Seek company training for new job duties you would like to perform • Switch from a job description to a contributions description • Perform dysfunctional job duties using a different approach more compatible to your P/P mix

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