workplace issue example essay

Issues in the Workplace Analytical Essay

Human behavior is considered to be one of the most difficult things to comprehend: various places require various types of behavior; a person should behave one way with a certain group of people and should not use the same manners with another company. Of course, such issue like human behavior cannot be completely investigated; and all answers cannot be given simultaneously.

This is why it is better to start from some concrete situations and analyze them properly, taking into consideration reliable examples and own points of view.

Human behavior in the workplace deserves our attention, as people spend so much time at work, communicating with different people; lots of conflicts take place in the workplace, and people should be ready to find out the reasons of their misunderstandings, solve problems, and improve their work and communication day by day.

People should always think about workplace behavior ethics in order to be aware of how to do this or that thing, react, and speak, and not to break the settled rules and social norms. “There is a system of industrial, or workplace, justice that exists for dealing with violations of employee obligations.” (Wheeler 1992) This is why human behavior plays a very important role in the life of every person and his/her career growth.

People come to one and the same place during a certain period of time; they communicate and develop professional relations; make new friends and check their skills and abilities. So, “how they conduct themselves during these interactions is important to the smooth operation – indeed, to the success.” (Guerin & DelPo 2007)

It is necessary to admit that human perception of other people may cause certain tension within the workplace. People get used to make observations day by day: these observations turn out to be both positive and negative outcomes. When people start sharing their personal points of view concerning certain people, events, and places, gossips may appear. People become more and more involved into other people’s lives, introduce their own opinions, create certain accusations, which may lead to conflict in the workplace.

This is why it turns out to be rather difficult to cooperation with people and not to create conflicts. “Conflict and cooperation are not neutral processes, good or bad in themselves. Both can have destructive as well as creative consequences.” (Cheldelin et al. 2003) People have unbelievable power to spread rumors and do not think about the consequences and possible hurt that may affect other people.

Human behavior is an integral part for those people, who want to build good career and achieve the desirable success in this life. Perception and conflicts are the things, any workplace consists of. People like to observe and gather information about someone else in order to share this information with other people and create a kind of story. Sometimes, such information may hurt and cause negative outcomes, this is why it is better to be careful with own perception in order not to create extra conflicts and work properly.

Reference List

Cheldelin, S., Druckman, D. & Fast, L. A. (2003). Conflict: From Analysis to Intervention . Continuum International Publishing Group.

Guerin, L. & DelPo, A. (2007). Create Your Own Employee Handbook: A Legal and Practical Guide . Nolo.

Wheeler, H. N. & Rojot, J. (1992). Workplace Justice: Employment Obligations in International Perspective . University of South Carolina Press.

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Today’s Most Critical Workplace Challenges Are About Systems

• Ludmila N. Praslova

So why do leaders tend to focus on individual-level solutions?

Critical workplace issues — e.g., the problematic quality of leadership within organizations, the threats to employee mental health and well-being, and the lack of belonging and inclusion — are primarily attributable to systemic factors embedded in organizational cultures and processes. And yet, many of these and other issues are still mainly addressed on the individual level. Why do organizations keep investing in remedies that don’t work and have little chance of working? An automatic bias in how we perceive and explain the world is a likely culprit. The author explains how that “superbias” manifests — and what leaders can do to combat it in their organizations.

W. Edwards Deming , a forward-thinking American who  helped engineer the Japanese economic miracle and was the father of the continuous quality improvement philosophy,  wrote that 94% of issues in the workplace are systemic. Only 6% are attributable to individual-level, idiosyncratic factors. Improvements, therefore, should also focus on systems — not individuals.

• Ludmila N. Praslova , PhD, SHRM-SCP, uses her extensive experience with neurodiversity and global and cultural inclusion to help create talent-rich workplaces. The author of The Canary Code , she is a professor of graduate industrial-organizational psychology and the accreditation liaison officer at Vanguard University of Southern California. Follow Ludmila on LinkedIn .

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Workplace problem-solving examples: real scenarios, practical solutions.

• March 11, 2024

In today’s fast-paced and ever-changing work environment, problems are inevitable. From conflicts among employees to high levels of stress, workplace problems can significantly impact productivity and overall well-being. However, by developing the art of problem-solving and implementing practical solutions, organizations can effectively tackle these challenges and foster a positive work culture. In this article, we will delve into various workplace problem scenarios and explore strategies for resolution. By understanding common workplace problems and acquiring essential problem-solving skills, individuals and organizations can navigate these challenges with confidence and success.

Understanding Workplace Problems

Before we can effectively solve workplace problems , it is essential to gain a clear understanding of the issues at hand. Identifying common workplace problems is the first step toward finding practical solutions. By recognizing these challenges, organizations can develop targeted strategies and initiatives to address them.

Identifying Common Workplace Problems

One of the most common workplace problems is conflict. Whether it stems from differences in opinions, miscommunication, or personality clashes, conflict can disrupt collaboration and hinder productivity. It is important to note that conflict is a natural part of any workplace, as individuals with different backgrounds and perspectives come together to work towards a common goal. However, when conflict is not managed effectively, it can escalate and create a toxic work environment.

In addition to conflict, workplace stress and burnout pose significant challenges. High workloads, tight deadlines, and a lack of work-life balance can all contribute to employee stress and dissatisfaction. When employees are overwhelmed and exhausted, their performance and overall well-being are compromised. This not only affects the individuals directly, but it also has a ripple effect on the entire organization.

Another common workplace problem is poor communication. Ineffective communication can lead to misunderstandings, delays, and errors. It can also create a sense of confusion and frustration among employees. Clear and open communication is vital for successful collaboration and the smooth functioning of any organization.

The Impact of Workplace Problems on Productivity

Workplace problems can have a detrimental effect on productivity levels. When conflicts are left unresolved, they can create a tense work environment, leading to decreased employee motivation and engagement. The negative energy generated by unresolved conflicts can spread throughout the organization, affecting team dynamics and overall performance.

Similarly, high levels of stress and burnout can result in decreased productivity, as individuals may struggle to focus and perform optimally. When employees are constantly under pressure and overwhelmed, their ability to think creatively and problem-solve diminishes. This can lead to a decline in the quality of work produced and an increase in errors and inefficiencies.

Poor communication also hampers productivity. When information is not effectively shared or understood, it can lead to misunderstandings, delays, and rework. This not only wastes time and resources but also creates frustration and demotivation among employees.

Furthermore, workplace problems can negatively impact employee morale and job satisfaction. When individuals are constantly dealing with conflicts, stress, and poor communication, their overall job satisfaction and engagement suffer. This can result in higher turnover rates, as employees seek a healthier and more supportive work environment.

In conclusion, workplace problems such as conflict, stress, burnout, and poor communication can significantly hinder productivity and employee well-being. Organizations must address these issues promptly and proactively to create a positive and productive work atmosphere. By fostering open communication, providing support for stress management, and promoting conflict resolution strategies, organizations can create a work environment that encourages collaboration, innovation, and employee satisfaction.

The Art of Problem Solving in the Workplace

Now that we have a clear understanding of workplace problems, let’s explore the essential skills necessary for effective problem-solving in the workplace. By developing these skills and adopting a proactive approach, individuals can tackle problems head-on and find practical solutions.

Problem-solving in the workplace is a complex and multifaceted skill that requires a combination of analytical thinking, creativity, and effective communication. It goes beyond simply identifying problems and extends to finding innovative solutions that address the root causes.

Essential Problem-Solving Skills for the Workplace

To effectively solve workplace problems, individuals should possess a range of skills. These include strong analytical and critical thinking abilities, excellent communication and interpersonal skills, the ability to collaborate and work well in a team, and the capacity to adapt to change. By honing these skills, individuals can approach workplace problems with confidence and creativity.

Analytical and critical thinking skills are essential for problem-solving in the workplace. They involve the ability to gather and analyze relevant information, identify patterns and trends, and make logical connections. These skills enable individuals to break down complex problems into manageable components and develop effective strategies to solve them.

Effective communication and interpersonal skills are also crucial for problem-solving in the workplace. These skills enable individuals to clearly articulate their thoughts and ideas, actively listen to others, and collaborate effectively with colleagues. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions.

Collaboration and teamwork are essential for problem-solving in the workplace. By working together, individuals can leverage their diverse skills, knowledge, and perspectives to generate innovative solutions. Collaboration fosters a supportive and inclusive environment where everyone’s ideas are valued, leading to more effective problem-solving outcomes.

The ability to adapt to change is another important skill for problem-solving in the workplace. In today’s fast-paced and dynamic work environment, problems often arise due to changes in technology, processes, or market conditions. Individuals who can embrace change and adapt quickly are better equipped to find solutions that address the evolving needs of the organization.

The Role of Communication in Problem Solving

Communication is a key component of effective problem-solving in the workplace. By fostering open and honest communication channels, individuals can better understand the root causes of problems and work towards finding practical solutions. Active listening, clear and concise articulation of thoughts and ideas, and the ability to empathize are all valuable communication skills that facilitate problem-solving.

Active listening involves fully engaging with the speaker, paying attention to both verbal and non-verbal cues, and seeking clarification when necessary. By actively listening, individuals can gain a deeper understanding of the problem at hand and the perspectives of others involved. This understanding is crucial for developing comprehensive and effective solutions.

Clear and concise articulation of thoughts and ideas is essential for effective problem-solving communication. By expressing oneself clearly, individuals can ensure that their ideas are understood by others. This clarity helps to avoid misunderstandings and promotes effective collaboration.

Empathy is a valuable communication skill that plays a significant role in problem-solving. By putting oneself in the shoes of others and understanding their emotions and perspectives, individuals can build trust and rapport. This empathetic connection fosters a supportive and collaborative environment where everyone feels valued and motivated to contribute to finding solutions.

In conclusion, problem-solving in the workplace requires a combination of essential skills such as analytical thinking, effective communication, collaboration, and adaptability. By honing these skills and fostering open communication channels, individuals can approach workplace problems with confidence and creativity, leading to practical and innovative solutions.

Real Scenarios of Workplace Problems

Now, let’s explore some real scenarios of workplace problems and delve into strategies for resolution. By examining these practical examples, individuals can develop a deeper understanding of how to approach and solve workplace problems.

Conflict Resolution in the Workplace

Imagine a scenario where two team members have conflicting ideas on how to approach a project. The disagreement becomes heated, leading to a tense work environment. To resolve this conflict, it is crucial to encourage open dialogue between the team members. Facilitating a calm and respectful conversation can help uncover underlying concerns and find common ground. Collaboration and compromise are key in reaching a resolution that satisfies all parties involved.

In this particular scenario, let’s dive deeper into the dynamics between the team members. One team member, let’s call her Sarah, strongly believes that a more conservative and traditional approach is necessary for the project’s success. On the other hand, her colleague, John, advocates for a more innovative and out-of-the-box strategy. The clash between their perspectives arises from their different backgrounds and experiences.

As the conflict escalates, it is essential for a neutral party, such as a team leader or a mediator, to step in and facilitate the conversation. This person should create a safe space for both Sarah and John to express their ideas and concerns without fear of judgment or retribution. By actively listening to each other, they can gain a better understanding of the underlying motivations behind their respective approaches.

During the conversation, it may become apparent that Sarah’s conservative approach stems from a fear of taking risks and a desire for stability. On the other hand, John’s innovative mindset is driven by a passion for pushing boundaries and finding creative solutions. Recognizing these underlying motivations can help foster empathy and create a foundation for collaboration.

As the dialogue progresses, Sarah and John can begin to identify areas of overlap and potential compromise. They may realize that while Sarah’s conservative approach provides stability, John’s innovative ideas can inject fresh perspectives into the project. By combining their strengths and finding a middle ground, they can develop a hybrid strategy that incorporates both stability and innovation.

Ultimately, conflict resolution in the workplace requires effective communication, active listening, empathy, and a willingness to find common ground. By addressing conflicts head-on and fostering a collaborative environment, teams can overcome challenges and achieve their goals.

Dealing with Workplace Stress and Burnout

Workplace stress and burnout can be debilitating for individuals and organizations alike. In this scenario, an employee is consistently overwhelmed by their workload and experiencing signs of burnout. To address this issue, organizations should promote a healthy work-life balance and provide resources to manage stress effectively. Encouraging employees to take breaks, providing access to mental health support, and fostering a supportive work culture are all practical solutions to alleviate workplace stress.

In this particular scenario, let’s imagine that the employee facing stress and burnout is named Alex. Alex has been working long hours, often sacrificing personal time and rest to meet tight deadlines and demanding expectations. As a result, Alex is experiencing physical and mental exhaustion, reduced productivity, and a sense of detachment from work.

Recognizing the signs of burnout, Alex’s organization takes proactive measures to address the issue. They understand that employee well-being is crucial for maintaining a healthy and productive workforce. To promote a healthy work-life balance, the organization encourages employees to take regular breaks and prioritize self-care. They emphasize the importance of disconnecting from work during non-working hours and encourage employees to engage in activities that promote relaxation and rejuvenation.

Additionally, the organization provides access to mental health support services, such as counseling or therapy sessions. They recognize that stress and burnout can have a significant impact on an individual’s mental well-being and offer resources to help employees manage their stress effectively. By destigmatizing mental health and providing confidential support, the organization creates an environment where employees feel comfortable seeking help when needed.

Furthermore, the organization fosters a supportive work culture by promoting open communication and empathy. They encourage managers and colleagues to check in with each other regularly, offering support and understanding. Team members are encouraged to collaborate and share the workload, ensuring that no one person is overwhelmed with excessive responsibilities.

By implementing these strategies, Alex’s organization aims to alleviate workplace stress and prevent burnout. They understand that a healthy and balanced workforce is more likely to be engaged, productive, and satisfied. Through a combination of promoting work-life balance, providing mental health support, and fostering a supportive work culture, organizations can effectively address workplace stress and create an environment conducive to employee well-being.

Practical Solutions to Workplace Problems

Now that we have explored real scenarios, let’s discuss practical solutions that organizations can implement to address workplace problems. By adopting proactive strategies and establishing effective policies, organizations can create a positive work environment conducive to problem-solving and productivity.

Implementing Effective Policies for Problem Resolution

Organizations should have clear and well-defined policies in place to address workplace problems. These policies should outline procedures for conflict resolution, channels for reporting problems, and accountability measures. By ensuring that employees are aware of these policies and have easy access to them, organizations can facilitate problem-solving and prevent issues from escalating.

Promoting a Positive Workplace Culture

A positive workplace culture is vital for problem-solving. By fostering an environment of respect, collaboration, and open communication, organizations can create a space where individuals feel empowered to address and solve problems. Encouraging teamwork, recognizing and appreciating employees’ contributions, and promoting a healthy work-life balance are all ways to cultivate a positive workplace culture.

The Role of Leadership in Problem Solving

Leadership plays a crucial role in facilitating effective problem-solving within organizations. Different leadership styles can impact how problems are approached and resolved.

Leadership Styles and Their Impact on Problem-Solving

Leaders who adopt an autocratic leadership style may make decisions independently, potentially leaving their team members feeling excluded and undervalued. On the other hand, leaders who adopt a democratic leadership style involve their team members in the problem-solving process, fostering a sense of ownership and empowerment. By encouraging employee participation, organizations can leverage the diverse perspectives and expertise of their workforce to find innovative solutions to workplace problems.

Encouraging Employee Participation in Problem Solving

To harness the collective problem-solving abilities of an organization, it is crucial to encourage employee participation. Leaders can create opportunities for employees to contribute their ideas and perspectives through brainstorming sessions, team meetings, and collaborative projects. By valuing employee input and involving them in decision-making processes, organizations can foster a culture of inclusivity and drive innovative problem-solving efforts.

In today’s dynamic work environment, workplace problems are unavoidable. However, by understanding common workplace problems, developing essential problem-solving skills, and implementing practical solutions, individuals and organizations can navigate these challenges effectively. By fostering a positive work culture, implementing effective policies, and encouraging employee participation, organizations can create an environment conducive to problem-solving and productivity. With proactive problem-solving strategies in place, organizations can thrive and overcome obstacles, ensuring long-term success and growth.

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Essays About Work: 7 Examples and 8 Prompts

If you want to write well-researched essays about work, check out our guide of helpful essay examples and writing prompts for this topic.

Whether employed or self-employed, we all need to work to earn a living. Work could provide a source of purpose for some but also stress for many. The causes of stress could be an unmanageable workload, low pay, slow career development, an incompetent boss, and companies that do not care about your well-being.  Essays about work  can help us understand how to achieve a work/life balance for long-term happiness.

Work can still be a happy place to develop essential skills such as leadership and teamwork. If we adopt the right mindset, we can focus on situations we can improve and avoid stressing ourselves over situations we have no control over. We should also be free to speak up against workplace issues and abuses to defend our labor rights. Check out our  essay writing topics  for more.

5 Examples of Essays About Work

1.  when the future of work means always looking for your next job by bruce horovitz, 2. ‘quiet quitting’ isn’t the solution for burnout by rebecca vidra, 3. the science of why we burn out and don’t have to by joe robinson , 4. how to manage your career in a vuca world by murali murthy, 5. the challenges of regulating the labor market in developing countries by gordon betcherman, 6. creating the best workplace on earth by rob goffee and gareth jones, 7. employees seek personal value and purpose at work. be prepared to deliver by jordan turner, 8 writing prompts on essays about work, 1. a dream work environment, 2. how is school preparing you for work, 3. the importance of teamwork at work, 4. a guide to find work for new graduates, 5. finding happiness at work, 6. motivating people at work, 7. advantages and disadvantages of working from home, 8. critical qualities you need to thrive at work.

“For a host of reasons—some for a higher salary, others for improved benefits, and many in search of better company culture—America’s workforce is constantly looking for its next gig.”

A perennial search for a job that fulfills your sense of purpose has been an emerging trend in the work landscape in recent years. Yet, as human resource managers scramble to minimize employee turnover, some still believe there will still be workers who can exit a company through a happy retirement. You might also be interested in these  essays about unemployment .

“…[L]et’s creatively collaborate on ways to re-establish our own sense of value in our institutions while saying yes only to invitations that nourish us instead of sucking up more of our energy.”

Quiet quitting signals more profound issues underlying work, such as burnout or the bosses themselves. It is undesirable in any workplace, but to have it in school, among faculty members, spells doom as the future of the next generation is put at stake. In this essay, a teacher learns how to keep from burnout and rebuild a sense of community that drew her into the job in the first place.

“We don’t think about managing the demands that are pushing our buttons, we just keep reacting to them on autopilot on a route I call the burnout treadmill. Just keep going until the paramedics arrive.”

Studies have shown the detrimental health effects of stress on our mind, emotions and body. Yet we still willingly take on the treadmill to stress, forgetting our boundaries and wellness. It is time to normalize seeking help from our superiors to resolve burnout and refuse overtime and heavy workloads.

“As we start to emerge from the pandemic, today’s workplace demands a different kind of VUCA career growth. One that’s Versatile, Uplifting, Choice-filled and Active.”

The only thing constant in work is change. However, recent decades have witnessed greater work volatility where tech-oriented people and creative minds flourish the most. The essay provides tips for applying at work daily to survive and even thrive in the VUCA world. You might also be interested in these  essays about motivation .

“Ultimately, the biggest challenge in regulating labor markets in developing countries is what to do about the hundreds of millions of workers (or even more) who are beyond the reach of formal labor market rules and social protections.”

The challenge in regulating work is balancing the interest of employees to have dignified work conditions and for employers to operate at the most reasonable cost. But in developing countries, the difficulties loom larger, with issues going beyond equal pay to universal social protection coverage and monitoring employers’ compliance.

“Suppose you want to design the best company on earth to work for. What would it be like? For three years, we’ve been investigating this question by asking hundreds of executives in surveys and in seminars all over the world to describe their ideal organization.”

If you’ve ever wondered what would make the best workplace, you’re not alone. In this essay, Jones looks at how employers can create a better workplace for employees by using surveys and interviews. The writer found that individuality and a sense of support are key to creating positive workplace environments where employees are comfortable.

“Bottom line: People seek purpose in their lives — and that includes work. The more an employer limits those things that create this sense of purpose, the less likely employees will stay at their positions.”

In this essay, Turner looks at how employees seek value in the workplace. This essay dives into how, as humans, we all need a purpose. If we can find purpose in our work, our overall happiness increases. So, a value and purpose-driven job role can create a positive and fruitful work environment for both workers and employers.

In this essay, talk about how you envision yourself as a professional in the future. You can be as creative as to describe your workplace, your position, and your colleagues’ perception of you. Next, explain why this is the line of work you dream of and what you can contribute to society through this work. Finally, add what learning programs you’ve signed up for to prepare your skills for your dream job. For more, check out our list of simple essays topics for intermediate writers .

For your essay, look deeply into how your school prepares the young generation to be competitive in the future workforce. If you want to go the extra mile, you can interview students who have graduated from your school and are now professionals. Ask them about the programs or practices in your school that they believe have helped mold them better at their current jobs.

In a workplace where colleagues compete against each other, leaders could find it challenging to cultivate a sense of cooperation and teamwork. So, find out what creative activities companies can undertake to encourage teamwork across teams and divisions. For example, regular team-building activities help strengthen professional bonds while assisting workers to recharge their minds.

Finding a job after receiving your undergraduate diploma can be full of stress, pressure, and hard work. Write an essay that handholds graduate students in drafting their resumes and preparing for an interview. You may also recommend the top job market platforms that match them with their dream work. You may also ask recruitment experts for tips on how graduates can make a positive impression in job interviews.

Creating a fun and happy workplace may seem impossible. But there has been a flurry of efforts in the corporate world to keep workers happy. Why? To make them more productive. So, for your essay, gather research on what practices companies and policy-makers should adopt to help workers find meaning in their jobs. For example, how often should salary increases occur? You may also focus on what drives people to quit jobs that raise money. If it’s not the financial package that makes them satisfied, what does? Discuss these questions with your readers for a compelling essay.

Motivation could scale up workers’ productivity, efficiency, and ambition for higher positions and a longer tenure in your company. Knowing which method of motivation best suits your employees requires direct managers to know their people and find their potential source of intrinsic motivation. For example, managers should be able to tell whether employees are having difficulties with their tasks to the point of discouragement or find the task too easy to boredom.

A handful of managers have been worried about working from home for fears of lowering productivity and discouraging collaborative work. Meanwhile, those who embrace work-from-home arrangements are beginning to see the greater value and benefits of giving employees greater flexibility on when and where to work. So first, draw up the pros and cons of working from home. You can also interview professionals working or currently working at home. Finally, provide a conclusion on whether working from home can harm work output or boost it.

Identifying critical skills at work could depend on the work applied. However, there are inherent values and behavioral competencies that recruiters demand highly from employees. List the top five qualities a professional should possess to contribute significantly to the workplace. For example, being proactive is a valuable skill because workers have the initiative to produce without waiting for the boss to prod them.

If you need help with grammar, our guide to  grammar and syntax  is a good start to learning more. We also recommend taking the time to  improve the readability score  of your essays before publishing or submitting them.

Meet Rachael, the editor at Become a Writer Today. With years of experience in the field, she is passionate about language and dedicated to producing high-quality content that engages and informs readers. When she's not editing or writing, you can find her exploring the great outdoors, finding inspiration for her next project.

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JD enjoys teaching people how to use ZoomShift to save time spent on scheduling. He’s curious, likes learning new things everyday and playing the guitar (although it’s a work in progress).

• Feb 02, 2024

12 Common Workplace Challenges and Solutions

There are many challenges that come with working in an office. From the sometimes overwhelming feeling of being overworked to the hidden stressors such as having to be “on” all day, it’s not always easy for employees. However, there are ways to overcome these obstacles and get more out of your workday.

In this article, we’ll explore some common workplace challenges and share ideas for how you can turn them into solutions.

12 Workplace Challenges and Solutions

If you look at most challenges in the workplace, they’re not unique to any one business. This is good news because it means there’s plenty of advice out there to help you find a solution!

1. Insufficient Training

A lack of training leads to a number of workplace issues. The most obvious one is that employees aren’t able to do their jobs as well as they would like, but it goes deeper than this.

Poor training is a leadership challenge in the workplace that can also lead to increased frustration because employees don’t know what it takes to improve their performance or excel in their roles. If left unchecked, this can lead to employee burnout, which can be very damaging for the employee and the business. Eventually, this may turn into the biggest challenge at work.

It’s important to see training as an investment. When you make training a big part of your culture, it will come back to you in improved efficiency and productivity.

Make sure it’s an open process by involving your employees in the conversation. Ask them what skills they think they need to work on.

2. Schedule Inflexibility

People lead complicated lives that don’t always fit with the Monday to Friday, 9-5 work schedule. While some businesses need their employees to work a fixed schedule, there are many that don’t.

Scheduling inflexibility can lead to higher stress levels, and affect your workers’ ability to do their best work.

Flexible schedules might seem complicated, but with the right scheduling software, they’re actually easy to manage. You can still keep track of your employees’ time (if you feel it’s necessary), and you can give your staff greater responsibility for their schedules.

The easiest way to do this is with employee scheduling software from ZoomShift. This will allow you to effortlessly create schedules (including rotating shifts and split shifts ) and track your employees’ time, but most importantly, it provides flexibility.

Employees can easily request time off, trade shifts, and track their PTO, all of which gives them a great sense of flexibility.

3. Poor Work-Life Balance

If you have a work-life balance problem, it is the biggest challenge at work. We all know balancing work-life balance is tricky. From the CEO down to the new entry-level employee, we can all find it tricky to get this right.

As a business owner and manager, important thing to remember is that more time spent at work doesn’t necessarily mean you get more work done, and it certainly doesn’t guarantee quality. If you’re expecting your employees to spend all their hours at work and rarely grant time off, then it’s going to start to affect their health and their performance.

Work-life balance starts with culture. If you’re conveying a message that the way to success is to spend as much time as possible in the office, then it’s not surprising that people are going to lack a proper work-life balance (even if your scheduling is flexible).

Celebrate time off and the idea that rest and relaxation are essential to peak performance. Invest in employee wellbeing , and encourage people to switch off when they leave the office (don’t expect people to constantly reply to emails and messages outside of office hours).

4. Lack of Motivation

Motivation isn’t something you can just magic up. There will always be some days where your employees feel motivated and others where they don’t.

What is a problem when there’s a persistent lack of motivation across your entire workforce?

Motivation is a common workplace challenge, and thankfully there are lots of solutions to it.

Communicate with your staff! A great place to start is by asking what factors they find most motivating. Create a list of factors such as pay, time off, goals, and bonuses, and ask them to rank them in order of importance.

This will help you understand what gets the most out of your employees, allowing you to implement new motivation techniques .

5. Lack of Communication

A lack of communication is a common problem in the workplace. But without communication, it’s difficult for employees to know what’s expected of them. It also means that other problems go unreported, rather than getting fixed, they begin to stack up.

Poor communication will hurt productivity and lead to more errors, so it’s important that businesses find ways to improve in this area.

… Or you can try using a platform like ZoomShift. It offers a centralized space for announcements, shift swaps, and sharing files. You also get both group and private messaging, which makes it easy to address various team communication needs efficiently.

6. Trust Issues

When it comes to workplace challenges and solutions, trust issues can be one of the most difficult to solve. This is because trust is generally eroded over a period of time, and it takes time to win it back.

If employees feel like their employers can’t be trusted, or that they’re not trusted to do their job, then it’s a recipe for unhappiness.

One of the easiest ways for trust to break down is through a lack of communication. People can’t read minds, so when they’re not getting the information they need, they start to fill in the blanks themselves, and often not in a good way.

Sometimes businesses have to deliver bad news, but if you’re open and honest about it, it’s going to help build trust.

One way to get people to communicate and trust each other again is to encourage team-building activities .

7. Little Recognition

It’s natural that people want to be recognized for the hard work they do. It’s easy to get into the mindset that an employee’s pay is their recognition, but often it’s the small details that really matter.

When someone does great work, it’s an excellent opportunity to boost morale and build trust, so don’t miss out on it.

Create employee rewards like employee of the month , and keep track of milestones like birthdays and work anniversaries. Demonstrate that your employees are valuable to your company, and recognition shouldn’t be a problem at work.

8. Staff Conflict/ Bullying

Staff conflicts happen, it’s a part of life, and it’s a part of the business. People have different opinions, and that’s a great thing, but it’s how communication is handled that matters.

When differences of opinion spill over into outright conflict, and even bullying, it can be terrible for employee morale, performance, productivity, mood, and everything else.

You can overcome this common workplace challenge by creating an open environment where employees can express themselves in a structured way. By promoting teamwork, encouraging feedback, addressing negative attitudes, and asking about the biggest challenges at work, you can create a more harmonious environment.

9. No Potential Growth

Everybody has goals. As much as your employees might enjoy their jobs, they also want to progress their careers and take on new challenges in the workplace. If your business doesn’t appear to offer these opportunities, then it’s going to be a top issues in the workplace.

Set a career progression map that shows your employees the opportunities that are available. Discuss what criteria need to be met for raises, and help your staff plan their career trajectory .

The other important aspect is to follow through with what you talk about. Show that you promote from within and offer raises to high-performing employees.

10. Lack of Technology

It can be endlessly frustrating when you don’t have the right tools to do your job.

Choosing the right technology can be difficult, particularly for small business owners who have limited resources. However, there’s some technology that pays for itself in the long run, and without it, you just can’t keep up with the competition.

One of the best things you can do is create a technology plan. This looks at your current and future needs to decide which technology is a priority and which can wait.

Make sure to get feedback from your employees, as they’re the ones that will be working with the technology on a daily basis. Ask them what problems have you faced during the work and what technology can help resolve that.

You’ll find that technology like ZoomShift can save employees precious time, freeing them up to spend more time on the most important tasks.

ZoomShift can help you streamline your employee scheduling and keep a track of who is working when and where .  Track your employee’s time and attendance with ease, eliminate costly time tracking errors, calculate work hours, and run payroll in minutes, not hours . On top of all, your team can effectively communicate with one another from a single platform. 

Start your 14 days free trial with no credit card required. You get full access to employee scheduling, time tracking, timesheet, team communication, and everything else required to manage a team.

11. Overwhelming Workload

An overwhelming workload can lead to burnout, decreased productivity, and a negative impact on employee health and happiness. It’s common for some employees to feel burdened by the sheer volume of tasks they’re given, leading to a decline in workplace satisfaction.

The first step is to check if the workload is evenly distributed among employees. Are there any team members who are consistently overloaded with tasks while others have a lighter load? If so, it may be time to redistribute tasks to create a more balanced workload. This can be easily done through a visual project management tool like Trello or Asana.

Once tasks are evenly distributed, consider implementing time management strategies and setting realistic deadlines for projects. Encourage employees to take breaks and prioritize their mental health to avoid burnout.

If the problem persists, consider hiring additional help or delegating tasks to other departments.

12. Boring and Unfulfilling Work

People want to feel like their work matters and they make a difference. If employees are stuck doing monotonous tasks that don’t challenge them or align with their goals, they may become disengaged and unproductive. This can also result in high employee turnover rates as your team seeks more fulfilling opportunities elsewhere.

One way to combat this is by providing employees with opportunities for growth and learning. Encourage them to take on new challenges and offer recognition when they go above and beyond.

Another way to combat boredom in the workplace is by promoting a positive work culture that values creativity, innovation, and fun. Plan team-building activities, celebrate achievements, and encourage collaboration among team members.

Final Thoughts

Leadership challenges in the workplace are a part of the business. There are always going to be new workplace issues, but the important thing is that you can work through them in a logical, timely way.

These are some of the most common workplace challenges and solutions. As you can see, they’re very solvable. Often, the key is communication, and with the right technology, you can normally find a simple solution.

If you have any unique challenges at work examples, please comment below. We shall try to address them with the best possible solution to resolve your workplace issues.

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Best Harassment Essay Examples

Workplace issues.

937 words | 4 page(s)

The workplace is a social avenue that gives people an opportunity to interact with others from different racial, ethnic, religious, and political groups. As a result, the workplace faces a great deal of issues ranging from interpersonal to organizational management problems. Among the most pestering issues that face many organizations are whistleblowing cases, gender, race, and interpersonal conflicts (Swift & Law Society of South Australia, 2016). The treatment of whistle blowers in organizations is a major dilemma facing managers today. It is unclear how to treat a person who goes public in the case where organizations they work for are using unethical and immoral procedures to deal with their clients or the public. In addition, gender, race, and interpersonal conflicts are also posing great discomfort in the modern workplaces, especially in the highly globalized and civilized business society. This paper will discuss whistleblowing, race, gender, and interpersonal conflicts as some of the major issues experienced at the workplaces in the modern society.

Organizational often attempt to work based on self-interested behavior by trying to do everything possible to maximize profits even if that would mean engaging in unethical activities (Tittle, 2010). Within the same organizations, there happens to exists ethical individuals who do not agree with acts of immorality their managers want them to execute. Often such people will come out and go public on what goes on behind the scenes. In other cases, the need to protect one’s source of income and the fear for losing a job makes it difficult for potential whistleblowers to execute their mandate. In both cases, someone suffers the actions and inaction of the whistleblower and the potential whistleblower (Tittle, 2010). If an employee goes public by exposing a rogue employer, the institution suffers, if they fail to expose the rote, the clients and the public suffers sustained unethical and immoral behaviors by their bosses.

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Therefore, to protect the interests of the public and the whistleblowers, regulatory bodies and the government should create laws and policies that protect the act of whistleblowers. They should be empowered to expose the rote within the institutions they work for to protect the interests of the innocent public (Tittle, 2010). This could be a good way of dealing with unethical management practices in organizations, as workers will have nothing to worry about when considering exposing immoral behavior by the managements.

Racial discrimination in the modern workplaces is another issue that needs to be addressed. Globalization has brought about diversity in the workplace by bringing skilled and unskilled workforces drawn from diverse races in a single workplace. Often, the minority groups suffer cases of discriminations of various forms. For example, some employers are likely to give higher wages to dominant races compared to the pay given to employees from the minority races doing the same work (Tittle, 2010). In some cases, the dominant group tries to oppress the minority race in the workplace by trying to overexploit its members by assigning most difficult tasks to accomplish. Racial discrimination in the modern workplace also leads to cases of modern slavery.

Solving racial issues at the workplace is not easy, even when governments are trying all their best to enact laws such as equal opportunities for all people irrespective of their races. An attempt by organizations to create favorable working employments for everyone is also not helping as much to cure the problem (Bredeson & Goree, 2012). As a result, it is time organizations realized that the problem lies within individuals. People choose how they relate with others even in the face of laws and policies. For this reason, other relying on government laws and internal policies to reduce discrimination, organizations and governments should educate workers and managers on the need for racial tolerance at the workplace and outside in other realms of life. This could help people appreciate others who do not belong to their races.

Other than racial discrimination and whistleblowing, gender wars at the workplace are becoming common. Historically, the place of the women in the workplace has lacked a definition for long. Some states in the world still do not recognize women when it comes to selecting them for superior managerial roles. In other states, the persistent advocacy for gender equality at the workplace now threatens the existence of men, as women are given special considerations during the recruitment processes (Tittle, 2010). Women face different forms of gender-based discrimination and violence at their places of work. For example, some organizations pay less compared to the wages of men when dealing with women in the same job. In other cases, women face sexual abuse at the workplaces.

Different parties have come up with different solutions to gender issues in the workplace. Some of these solutions aim at empowering women by giving them special considerations during recruitment activities. The one-third gender role is an example of the widely used policy that seeks to ensure that both genders are represented at a workplace. Other organizations have policies that put first the interests of women by protecting them against all forms of injustices including sexual harassment (Tittle, 2010). However, overprotection of women could to mediocrity in the workplace. It is high time people allowed experience and qualification to define the workplace. Employees should be hired and fired based on their ability to produce the desired outcome. No gender should be treated as superior to another, men and women should be equal at the workplace.

• Bredeson, D., & Goree, K. (2012). Ethics in the workplace. Mason, OH: South-Western/Cengage Learning.
• Swift, J., & Law Society of South Australia,. (2016). How to handle ethical issues in the workplace.
• Tittle, P. (2010). Ethical issues in business: Inquiries, cases, and readings. Peterborough, Ont: Broadview Press

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Identifying Problems in the Workplace

Mistakes happen, but every company has to draw the line somewhere. How many mistakes have to be made—and how costly do those mistakes have to be—before a company must take disciplinary action, hire a new employee, or switch vendors?

Identify workplace problems and issues

Like many of the most vexing problems that businesses face, the process of identifying a problem employee or vendor is a matter of identifying overall trends. The trouble is, many companies lack a system to track the data necessary to do so, or they rely on inefficient, outdated methods like paper systems or basic spreadsheets.

This is where leading maintenance management solutions like ManagerPlus come in handy. Companies that track their assets and manage their workflow in a centralized, digital format can use that information to spot wasteful or inefficient employees and/or vendors in several critical ways.

Examples of performance issues in the workplace

Estimated versus actual hours.

Within ManagerPlus, estimated hours can be entered directly onto work orders, making it easy to run a variance report to see exactly what the difference is between how long an employee or vendor is claiming a job will take, and how long they’re actually spending on it.

If the difference is large, particularly when compared to the time it takes other employees or vendors to complete the same job, the issue can be investigated further to determine whether a particular employee or vendor is under-qualified, low on resources, or simply wasting time.

Above all, using data-driven trend analysis to identify and approach these issues will help keep the focus of any ensuing investigation or action on the problem itself, as opposed to the fine-grain details of any one incident. Excuses are easier to find for a single incident than a recurring trend.

ManagerPlus can also use historical data to establish average hours for specific service items. Companies can then use these averages to rate and compare the performance of maintenance employees.

Persistent equipment problems as symptom of poor work or misuse

We’re all familiar with the old cliché “where there’s smoke, there’s fire.” The same is often true of equipment condition, yet companies often assume that regular wear and tear is to blame when the true problem could be employee misuse or poor maintenance.

This is another situation where spotting problems is virtually impossible without the data necessary to perform proper trend analysis. With ManagerPlus it’s easy: companies can compare historical repair costs for similar pieces of equipment, determine which are costing the most, and then take a closer look at the employees who use those pieces of equipment the most.

Evaluating the quality of maintenance work is similarly easy: reports can be run to help identify which pieces of equipment cost the most to maintain, and determine whether equipment maintained by certain individuals or vendors tends to break down more often.

Overcome workplace difficulties

When it comes to identifying employees or vendors who might be running up costs, there is never a silver bullet, but by tracking asset and workflow data in a maintenance software system, companies give themselves the tools necessary to spot critical trends.

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Jason cockerham.

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Workplace Conflict, Essay Example

Pages: 4

Words: 1171

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Conflict is inevitable in the workplace.  Just like conflict is unavoidable in any other type of relationships, relationships within work environments are ripe for difficulties between people.  In an organizational setting, conflict is even more common than in personal situations however, due to there generally being no choice regarding who works together.  Employees rarely have any say in who is hired for parallel positions and even the management who does the hiring bases hiring decisions on skills and meeting certain hiring criteria rather than on friendship potential.  This means that while fellow employees may (or may not) be skilled at their jobs, they may have characteristics that do not match well with the characteristics or personality of other employees.  Conflict in work setting can occur between same level employees, employees and management, and employees, management and external stakeholders (De Dreu, C. K. W. and Gelfand, M.  J. 2008).

An example of a common workplace conflict is one having to do with leadership styles or differences in personality between management and employees. This might involve a variety of interpersonal problems stemming from lack of awareness and appreciation of diversity in the workplace. For example, employees may feel bullied by managers with authoritative personalities or need more direct communication and guidance from mangers who assume that minimal instruction should be enough for the employee to work from. Managers with Type A personalities may hold employees up to their own demanding standards while employees may feel overworked or as if the expectations set by their manager are too ambitious.  Some employers may be extremely extroverted and make more introverted employees feel as if there is something wrong with the way they interact with others (Ayoko, Callan, &Hartel, 2003).

Often conflict arises from managers gravitating toward employees who have the same personality and work style as they do, giving these employees the majority of attention, positive reinforcement, better evaluations and raises despite the fact that another employee may actually be doing the majority of the work and achieving far more than the favored employee. This can result in conflict between the two employees and between the manager and the less favored employee, especially if the favored employee shares information about the conflict with the manager.

Favoritism in the workplace can be the result of several factors. The first involves hiring. Managers have been shown to favor employees they personally hire over employees they had no involvement with during the hiring process.  This may be because managers feel that a personal hire reflects upon them and their decision making ability such that they want the employees they hire to perform at a level above other employees.

The second reason that managers may be biased toward certain employees involves general similarities.  Similarities that may result in such bias include recognized factors such as race, background, gender, and socioeconomic status but may include other factors such as where an employee comes from, where they went to school, common after work hobbies and similarity in personality style.

The third reason that managers may be biased toward some employees is due to a personal relationship that develops either before the employee has been hired or afterwards.  Employees who are liked by their manager because they are perceived to be personable, easy to work with, easy to communicate with or those who seem to display loyalty to the manager may be able to ingratiate themselves with the manager and influence their decisions regarding project assignment and evaluation ratings.

Regardless of the reason for managers favoring one employee over another, when this is displayed by the manager in the form of increased attention, better assignments, special invitations to meetings are get-togethers with higher-ups or better evaluations, bonuses, raises or promotions, this is considered discrimination which is one of the highest level of conflict found within an organization (Shefali, 2013).

This is a conflict I have been experiencing in a personal work situation.  I have developed a plan that I hope to put in place soon.  My boss has been showing a preference for my co-worker who has known the boss for many years and has a personal relationship with him.  My peer also knows what the boss expects and doesn’t need much direction whereas I need more guidance that is provided.  My boss also invited my co-worker out after work in front of me and includes him in upper level meetings I am never invited to.  In order to address this situation I have decided to try the following:

Talk to colleagues to get their impressions of the situation without being negative or judgmental about my boss or co-employee.  This will help me determine if I am over-reacting to the situation or seeing it as it is.

I will keep a record of instances which I view as favoritism, what my co-worker did in my boss’s eyes to receive the favoritism if I can determine it and why I perceive it to be favoritism.  If there are instances when my co-worker and I have done the same amount of work and accomplished the same outcome yet my co-worker gets all the praise I will record this also.

If others confirm my perceptions I will schedule a meeting with my boss.  I will tell him how I am perceiving the situation and provide clear examples of what I have been perceiving as favoritism.  If the boss suggests that I am not remembering correctly I will use my journal to provide evidence of my perceptions based on the events that occurred.  If possible, I will take a colleague with me into the meeting to support my perceptions.  This will hopefully communicate to my boss that others are perceiving the same thing I am and let him know that this is a serious situation so he will change his behavior.

The potential outcomes of this plan could be good or bad.  One outcome might be that my boss understands my perceptions and realizes that he has been showing favoritism.  This could strengthen our relationship or at least lead him to not favor my colleague so obviously at work.  A second outcome might be that my boss acts like he doesn’t understand what I’m talking about suggesting that I am imaging the whole thing such that nothing changes.  I would likely become more resentful if the behavior continues while my boss openly denies its occurrence.  The last option is that my boss could become defensive and lash out at me through a disciplinary action or even by firing me.  I am not sure what recourse I would have should this occur but will look into it before taking this course of action.

Ayoko, O. B., Callan V. J., and Hartel, C. E. J. (2003).  Workplace conflict, bullying and counterproductive behaviors. International Journal of Organizational Analysis,  11(4), 283-295.

De Dreu, C. K. W. and  Gelfand, M.  J. (Eds). (2008). The psychology of conflict and conflict management in organizations. The organizational frontiers series, (pp. 3-54). New York, NY: Taylor & Francis Group/Lawrence Erlbaum Associates, xxii, 484 pp.

Shefali, K. (2013). Favoritism strains workplace morale, harms agency performance. Federal News Radio. Retrieved fromhttp://www.federalnewsradio.com/492/3530979/Favoritism-strains-workplace-morale-harms-agency-performance

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26 Expert-Backed Problem Solving Examples – Interview Answers

Published: February 13, 2023

Interview Questions and Answers

Actionable advice from real experts:

Biron Clark

Former Recruiter

Contributor

Dr. Kyle Elliott

Career Coach

Hayley Jukes

Editor-in-Chief

Biron Clark , Former Recruiter

Kyle Elliott , Career Coach

Hayley Jukes , Editor

As a recruiter , I know employers like to hire people who can solve problems and work well under pressure.

 A job rarely goes 100% according to plan, so hiring managers are more likely to hire you if you seem like you can handle unexpected challenges while staying calm and logical.

But how do they measure this?

Hiring managers will ask you interview questions about your problem-solving skills, and they might also look for examples of problem-solving on your resume and cover letter. 

In this article, I’m going to share a list of problem-solving examples and sample interview answers to questions like, “Give an example of a time you used logic to solve a problem?” and “Describe a time when you had to solve a problem without managerial input. How did you handle it, and what was the result?”

• Problem-solving involves identifying, prioritizing, analyzing, and solving problems using a variety of skills like critical thinking, creativity, decision making, and communication.
• Describe the Situation, Task, Action, and Result ( STAR method ) when discussing your problem-solving experiences.
• Tailor your interview answer with the specific skills and qualifications outlined in the job description.
• Provide numerical data or metrics to demonstrate the tangible impact of your problem-solving efforts.

What are Problem Solving Skills? 

Problem-solving is the ability to identify a problem, prioritize based on gravity and urgency, analyze the root cause, gather relevant information, develop and evaluate viable solutions, decide on the most effective and logical solution, and plan and execute implementation. 

Problem-solving encompasses other skills that can be showcased in an interview response and your resume. Problem-solving skills examples include:

• Critical thinking
• Analytical skills
• Decision making
• Research skills
• Technical skills
• Communication skills
• Adaptability and flexibility

Why is Problem Solving Important in the Workplace?

Problem-solving is essential in the workplace because it directly impacts productivity and efficiency. Whenever you encounter a problem, tackling it head-on prevents minor issues from escalating into bigger ones that could disrupt the entire workflow. 

Beyond maintaining smooth operations, your ability to solve problems fosters innovation. It encourages you to think creatively, finding better ways to achieve goals, which keeps the business competitive and pushes the boundaries of what you can achieve. 

Effective problem-solving also contributes to a healthier work environment; it reduces stress by providing clear strategies for overcoming obstacles and builds confidence within teams. 

Examples of Problem-Solving in the Workplace

• Correcting a mistake at work, whether it was made by you or someone else
• Overcoming a delay at work through problem solving and communication
• Resolving an issue with a difficult or upset customer
• Overcoming issues related to a limited budget, and still delivering good work through the use of creative problem solving
• Overcoming a scheduling/staffing shortage in the department to still deliver excellent work
• Troubleshooting and resolving technical issues
• Handling and resolving a conflict with a coworker
• Solving any problems related to money, customer billing, accounting and bookkeeping, etc.
• Taking initiative when another team member overlooked or missed something important
• Taking initiative to meet with your superior to discuss a problem before it became potentially worse
• Solving a safety issue at work or reporting the issue to those who could solve it
• Using problem solving abilities to reduce/eliminate a company expense
• Finding a way to make the company more profitable through new service or product offerings, new pricing ideas, promotion and sale ideas, etc.
• Changing how a process, team, or task is organized to make it more efficient
• Using creative thinking to come up with a solution that the company hasn’t used before
• Performing research to collect data and information to find a new solution to a problem
• Boosting a company or team’s performance by improving some aspect of communication among employees
• Finding a new piece of data that can guide a company’s decisions or strategy better in a certain area

Problem-Solving Examples for Recent Grads/Entry-Level Job Seekers

• Coordinating work between team members in a class project
• Reassigning a missing team member’s work to other group members in a class project
• Adjusting your workflow on a project to accommodate a tight deadline
• Speaking to your professor to get help when you were struggling or unsure about a project
• Asking classmates, peers, or professors for help in an area of struggle
• Talking to your academic advisor to brainstorm solutions to a problem you were facing
• Researching solutions to an academic problem online, via Google or other methods
• Using problem solving and creative thinking to obtain an internship or other work opportunity during school after struggling at first

How To Answer “Tell Us About a Problem You Solved”

When you answer interview questions about problem-solving scenarios, or if you decide to demonstrate your problem-solving skills in a cover letter (which is a good idea any time the job description mentions problem-solving as a necessary skill), I recommend using the STAR method.

STAR stands for:

It’s a simple way of walking the listener or reader through the story in a way that will make sense to them. 

Start by briefly describing the general situation and the task at hand. After this, describe the course of action you chose and why. Ideally, show that you evaluated all the information you could given the time you had, and made a decision based on logic and fact. Finally, describe the positive result you achieved.

Note: Our sample answers below are structured following the STAR formula. Be sure to check them out!

EXPERT ADVICE

Dr. Kyle Elliott , MPA, CHES Tech & Interview Career Coach caffeinatedkyle.com

How can I communicate complex problem-solving experiences clearly and succinctly?

Before answering any interview question, it’s important to understand why the interviewer is asking the question in the first place.

When it comes to questions about your complex problem-solving experiences, for example, the interviewer likely wants to know about your leadership acumen, collaboration abilities, and communication skills, not the problem itself.

Therefore, your answer should be focused on highlighting how you excelled in each of these areas, not diving into the weeds of the problem itself, which is a common mistake less-experienced interviewees often make.

Tailoring Your Answer Based on the Skills Mentioned in the Job Description

As a recruiter, one of the top tips I can give you when responding to the prompt “Tell us about a problem you solved,” is to tailor your answer to the specific skills and qualifications outlined in the job description. 

Once you’ve pinpointed the skills and key competencies the employer is seeking, craft your response to highlight experiences where you successfully utilized or developed those particular abilities. 

For instance, if the job requires strong leadership skills, focus on a problem-solving scenario where you took charge and effectively guided a team toward resolution. 

By aligning your answer with the desired skills outlined in the job description, you demonstrate your suitability for the role and show the employer that you understand their needs.

Amanda Augustine expands on this by saying:

“Showcase the specific skills you used to solve the problem. Did it require critical thinking, analytical abilities, or strong collaboration? Highlight the relevant skills the employer is seeking.”  

Interview Answers to “Tell Me About a Time You Solved a Problem”

Now, let’s look at some sample interview answers to, “Give me an example of a time you used logic to solve a problem,” or “Tell me about a time you solved a problem,” since you’re likely to hear different versions of this interview question in all sorts of industries.

The example interview responses are structured using the STAR method and are categorized into the top 5 key problem-solving skills recruiters look for in a candidate.

1. Analytical Thinking

Situation: In my previous role as a data analyst , our team encountered a significant drop in website traffic.

Task: I was tasked with identifying the root cause of the decrease.

Action: I conducted a thorough analysis of website metrics, including traffic sources, user demographics, and page performance. Through my analysis, I discovered a technical issue with our website’s loading speed, causing users to bounce. 

Result: By optimizing server response time, compressing images, and minimizing redirects, we saw a 20% increase in traffic within two weeks.

2. Critical Thinking

Situation: During a project deadline crunch, our team encountered a major technical issue that threatened to derail our progress.

Task: My task was to assess the situation and devise a solution quickly.

Action: I immediately convened a meeting with the team to brainstorm potential solutions. Instead of panicking, I encouraged everyone to think outside the box and consider unconventional approaches. We analyzed the problem from different angles and weighed the pros and cons of each solution.

Result: By devising a workaround solution, we were able to meet the project deadline, avoiding potential delays that could have cost the company $100,000 in penalties for missing contractual obligations.

3. Decision Making

Situation: As a project manager , I was faced with a dilemma when two key team members had conflicting opinions on the project direction.

Task: My task was to make a decisive choice that would align with the project goals and maintain team cohesion.

Action: I scheduled a meeting with both team members to understand their perspectives in detail. I listened actively, asked probing questions, and encouraged open dialogue. After carefully weighing the pros and cons of each approach, I made a decision that incorporated elements from both viewpoints.

Result: The decision I made not only resolved the immediate conflict but also led to a stronger sense of collaboration within the team. By valuing input from all team members and making a well-informed decision, we were able to achieve our project objectives efficiently.

4. Communication (Teamwork)

Situation: During a cross-functional project, miscommunication between departments was causing delays and misunderstandings.

Task: My task was to improve communication channels and foster better teamwork among team members.

Action: I initiated regular cross-departmental meetings to ensure that everyone was on the same page regarding project goals and timelines. I also implemented a centralized communication platform where team members could share updates, ask questions, and collaborate more effectively.

Result: Streamlining workflows and improving communication channels led to a 30% reduction in project completion time, saving the company $25,000 in operational costs.

5. Persistence 

Situation: During a challenging sales quarter, I encountered numerous rejections and setbacks while trying to close a major client deal.

Task: My task was to persistently pursue the client and overcome obstacles to secure the deal.

Action: I maintained regular communication with the client, addressing their concerns and demonstrating the value proposition of our product. Despite facing multiple rejections, I remained persistent and resilient, adjusting my approach based on feedback and market dynamics.

Result: After months of perseverance, I successfully closed the deal with the client. By closing the major client deal, I exceeded quarterly sales targets by 25%, resulting in a revenue increase of $250,000 for the company.

Tips to Improve Your Problem-Solving Skills

Throughout your career, being able to showcase and effectively communicate your problem-solving skills gives you more leverage in achieving better jobs and earning more money .

So to improve your problem-solving skills, I recommend always analyzing a problem and situation before acting.

 When discussing problem-solving with employers, you never want to sound like you rush or make impulsive decisions. They want to see fact-based or data-based decisions when you solve problems.

Don’t just say you’re good at solving problems. Show it with specifics. How much did you boost efficiency? Did you save the company money? Adding numbers can really make your achievements stand out.

To get better at solving problems, analyze the outcomes of past solutions you came up with. You can recognize what works and what doesn’t.

Think about how you can improve researching and analyzing a situation, how you can get better at communicating, and deciding on the right people in the organization to talk to and “pull in” to help you if needed, etc.

Finally, practice staying calm even in stressful situations. Take a few minutes to walk outside if needed. Step away from your phone and computer to clear your head. A work problem is rarely so urgent that you cannot take five minutes to think (with the possible exception of safety problems), and you’ll get better outcomes if you solve problems by acting logically instead of rushing to react in a panic.

You can use all of the ideas above to describe your problem-solving skills when asked interview questions about the topic. If you say that you do the things above, employers will be impressed when they assess your problem-solving ability.

More Interview Resources

• 3 Answers to “How Do You Handle Stress?”
• How to Answer “How Do You Handle Conflict?” (Interview Question)
• Sample Answers to “Tell Me About a Time You Failed”

About the Author

Biron Clark is a former executive recruiter who has worked individually with hundreds of job seekers, reviewed thousands of resumes and LinkedIn profiles, and recruited for top venture-backed startups and Fortune 500 companies. He has been advising job seekers since 2012 to think differently in their job search and land high-paying, competitive positions. Follow on Twitter and LinkedIn .

Read more articles by Biron Clark

About the Contributor

Kyle Elliott , career coach and mental health advocate, transforms his side hustle into a notable practice, aiding Silicon Valley professionals in maximizing potential. Follow Kyle on LinkedIn .

About the Editor

Hayley Jukes is the Editor-in-Chief at CareerSidekick with five years of experience creating engaging articles, books, and transcripts for diverse platforms and audiences.

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Home — Essay Samples — Social Issues — Cultural Diversity — The Issue Of Diversity In The Workplace

The Issue of Diversity in The Workplace

• Categories: Cultural Diversity Diversity

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Published: Feb 8, 2022

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Introduction, diversity & culture, responses to topics presented in sections 4 and 5, university and community college system of nevada v. farmer, outsourcing actions taken by watchmark-comnitel, why it is easier to comply to diversity standards in canada than in the us.

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Nail the GRE Analytical Writing with Sample Issue Essays

Dirghayu Kaushik

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• Introduction

The Graduate Record Examination (GRE) is a standardized test required by many graduate schools in the United States and other English-speaking countries.

One of the most challenging sections of the GRE is the analytical writing section, which consists of two tasks: the issue task and the argument task.

This blog will focus on the issue task, providing GRE issue essay examples, tips, and strategies to help you nail the GRE analytical writing section.

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• GRE Analytical Writing Section

The analytical writing section is the first part of the GRE and is designed to assess your critical thinking and analytical writing skills. It consists of two 30-minute tasks: the ‘Analyze an Issue’ task and the ‘Analyze an Argument’ task.

In the issue task, you are given a statement on a general issue, and you are required to write a response in which you discuss your views on the issue. You will need to provide reasons and examples to support your position.

The quality of your essay, your ability to present a clear and well-reasoned response, and your writing skills will all contribute to your GRE analytical writing score.

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• Preparing for the GRE Issue Essay

The issue essay requires you to take a position on an issue and to support your position with reasons and examples. It is important to practice writing essays on various topics to develop your writing skills and to understand the types of topics that may appear in the actual GRE exam.

Analyzing the Prompt

The first step in preparing for the issue essay is to analyze the prompt. The prompt will present a statement, and you will need to discuss the extent to which you agree or disagree with the statement.

It is important to carefully read and understand the prompt and to identify the key issues that need to be addressed in your essay.

Planning Your Response

Once you have analyzed the prompt, it is important to plan your response. Start by deciding on your position on the issue. Do you agree or disagree with the statement?

To what extent do you agree or disagree? Then, think about the reasons for your position and the examples that could be used to support your reasoning.

Writing the Essay

When writing the essay, start with an introduction that clearly states your position on the issue and provides a brief overview of the reasons for your position.

In the body of the essay, discuss your reasons and provide examples to support your position. Be sure to address the most compelling reasons and examples that could be used to challenge your position. Finally, in the conclusion, summarize your position and the reasons for your position.

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• GRE Issue Essay Examples

Below are some sample issue essay topics and responses to help you prepare for the GRE analytical writing section.

Sample Issue Essay 1:

Prompt : “In today’s world, it is more important to work quickly and risk making mistakes than to work slowly and make sure that everything is perfect.”

Introduction : In today’s fast-paced world, there is often a trade-off between speed and accuracy. While it is important to work quickly to meet deadlines and stay competitive, it is also important to ensure that the work is of high quality and free of mistakes. I partially agree with the statement that it is more important to work quickly and risk making mistakes than to work slowly and make sure that everything is perfect. While speed is important in some situations, accuracy is also crucial, and it is important to strike a balance between the two.

Body : On one hand, working quickly is important in many situations. In today’s competitive business environment, companies often face tight deadlines and need to respond quickly to changes in the market. Being able to work quickly can lead to increased productivity, faster decision-making, and a competitive advantage. Additionally, in some situations, it is better to make a decision quickly, even if it is not perfect than to delay and miss out on an opportunity.

On the other hand, it is also important to ensure that the work is of high quality and free of mistakes. Making mistakes can lead to wasted time and resources, and can damage a company’s reputation. In some industries, such as healthcare or aviation, making mistakes can have serious consequences and can even be life-threatening.

Conclusion : In conclusion, while it is important to work quickly in some situations, it is also important to ensure that the work is of high quality and free of mistakes. It is important to strike a balance between speed and accuracy, and to consider the potential consequences of making mistakes. Ultimately, the best approach will depend on the situation and the potential consequences of making mistakes.

Sample Issue Essay 2:

Prompt : “The best way to solve environmental problems caused by consumer-generated waste is for towns and cities to impose strict limits on the amount of trash they will accept from each household.”

Introduction : Environmental problems caused by consumer-generated waste are a growing concern worldwide. Landfills are overflowing, and pollution from waste is impacting air and water quality. While imposing strict limits on the amount of trash accepted from each household may be part of the solution, I do not believe it is the best way to solve the problem. A more comprehensive approach that includes reducing, reusing, and recycling waste, as well as educating the public about the importance of reducing waste, is needed to effectively address the issue.

Body : Imposing strict limits on the amount of trash accepted from each household may encourage people to reduce their waste and recycle more. However, it may also lead to illegal dumping or to people finding other ways to dispose of their waste that may be even more harmful to the environment. Additionally, it does not address the root causes of the problem, which include overconsumption and the production of non-recyclable or non-biodegradable products.

A more comprehensive approach is needed to effectively address the issue. This could include implementing policies that encourage the production and use of recyclable or biodegradable products, promoting recycling and composting programs, and educating the public about the importance of reducing waste. Additionally, providing incentives for households and businesses to reduce their waste and recycle, as well as imposing penalties for illegal dumping, could also be part of the solution.

Conclusion : In conclusion, while imposing strict limits on the amount of trash accepted from each household may be part of the solution, it is not the best way to solve the problem. A more comprehensive approach that includes reducing, reusing, and recycling waste, as well as educating the public about the importance of reducing waste, is needed to effectively address the issue.

• Tips for Writing a High-Scoring GRE Issue Essay
• Analyze the Prompt : Make sure you understand the prompt and the issue it presents. Identify the key issues that need to be addressed in your essay.
• Plan Your Response : Decide on your position on the issue and think about the reasons for your position and the examples that could be used to support your reasoning.
• Write a Clear and Well-Reasoned Response : Start with an introduction that clearly states your position on the issue and provides a brief overview of the reasons for your position. In the body of the essay, discuss your reasons and provide examples to support your position. Be sure to address the most compelling reasons and examples that could be used to challenge your position. Finally, in the conclusion, summarize your position and the reasons for your position.
• Practice, Practice, Practice : Practice writing essays on various topics to develop your writing skills and to understand the types of topics that may appear in the actual GRE exam.
• Revise Your Essay : After writing your essay, take some time to revise it. Check for any grammatical or spelling errors, and make sure that your ideas are clearly and logically presented.

Understanding the GRE Issue Task Scoring Criteria

Understanding the criteria on which your essay will be evaluated can help you write a high-scoring essay. ETS, the organization that administers the GRE, evaluates the issue essay on the following criteria:

• Articulation of Ideas : This criterion assesses the clarity and fluency with which you present your ideas. Your essay should be well-organized, with a clear and logical progression of ideas.
• Development and Support : This criterion assesses the reasons and examples you provide to support your position on the issue. Your reasons should be well-developed, and your examples should be relevant and compelling.
• Analytical Writing Skills : This criterion assesses your ability to analyze the issue, consider different perspectives, and present a well-reasoned and thoughtful response.
• Control of Language : This criterion assesses the quality of your writing, including your vocabulary, sentence structure, and grammatical correctness.

To score high on the GRE issue essay, make sure to address all of these criteria in your essay.

Developing a Strong Thesis Statement

Your thesis statement is one of the most important parts of your essay. It should clearly state your position on the issue and provide a brief overview of the reasons for your position.

Your thesis statement should be specific and debatable, and it should provide a roadmap for your reader. Here are some tips for developing a strong thesis statement:

• Take a Clear Position : Your thesis statement should clearly state your position on the issue. Avoid vague or neutral statements that do not take a clear position.
• Be Specific : Your thesis statement should be specific and focused. Avoid broad or general statements that do not clearly articulate your position.
• Provide a Roadmap : Your thesis statement should provide a brief overview of the main points that you will discuss in your essay. This will help your reader understand the structure of your essay and the main ideas that you will be discussing.

Addressing Opposing Views

It is important to address opposing views in your essay. This shows that you have considered different perspectives on the issue and helps to strengthen your argument. Here are some tips for addressing opposing views in your essay:

• Be Respectful : Acknowledge the validity of opposing views, even if you do not agree with them. Avoid dismissive or derogatory language.
• Be Fair : Present opposing views accurately and fairly. Do not misrepresent or distort opposing views to make your own argument seem stronger.
• Provide a Counterargument : After presenting an opposing view, provide a counterargument that explains why you do not agree with that view and why your position is more persuasive.

Using Evidence Effectively

Using evidence effectively is crucial for writing a persuasive essay. Your evidence should be relevant, compelling, and should directly support your thesis statement. Here are some tips for using evidence effectively in your essay:

• Be Specific : Provide specific examples and details to support your thesis statement. Avoid vague or general statements that do not directly support your argument.
• Be Relevant : Make sure that the evidence you provide is directly relevant to your thesis statement and the main points of your essay.
• Be Persuasive : Use compelling evidence that persuades your reader to accept your position on the issue. This could include facts, statistics, anecdotes, or expert opinions.

Crafting a Strong Conclusion

Your conclusion is the final opportunity to persuade your reader to accept your position on the issue. It should summarize your main points, restate your thesis in a new way, and provide a closing thought that leaves a lasting impression on your reader. Here are some tips for crafting a strong conclusion:

• Summarize Your Main Points : Briefly summarize the main points of your essay. This helps to reinforce your argument and reminds your reader of the key reasons for your position.
• Restate Your Thesis : Restate your thesis in a new way. This helps to reinforce your argument and provides a sense of closure to your essay.
• Provide a Closing Thought : End your essay with a closing thought that leaves a lasting impression on your reader. This could be a call to action, a prediction about the future, or a final insight about the issue.
• Practice is Key

Practicing writing essays on various topics is crucial for developing your writing skills and for understanding the types of topics that may appear in the actual GRE exam.

Practice writing essays on different topics, and seek feedback from others to improve your writing. Additionally, you can find sample issue essay prompts on the ETS website or in official GRE prep books.

Practice writing essays on these prompts to familiarize yourself with the types of topics that may appear in the actual exam and to develop your ability to write a well-reasoned and thoughtful response.

The GRE issue essay is an important part of the GRE analytical writing section. By understanding the scoring criteria, developing a strong thesis statement, addressing opposing views, using evidence effectively, and crafting a strong conclusion, you can write a high-scoring GRE issue essay.

Remember to practice writing essays on various topics to develop your writing skills and to familiarize yourself with the types of topics that may appear in the actual GRE exam. With practice and preparation, you can nail the GRE analytical writing section and achieve a high score.

What is the GRE analytical writing section?

The GRE analytical writing section is the first part of the GRE and is designed to assess your critical thinking and analytical writing skills. It consists of two 30-minute tasks: the ‘Analyze an Issue’ task and the ‘Analyze an Argument’ task.

How is the GRE issue essay scored?

The GRE issue essay is scored on a scale of 0 to 6, with 0 being the lowest score and 6 being the highest score. ETS evaluates the issue essay on four criteria: articulation of ideas, development, and support, analytical writing skills, and control of language.

What are some tips for writing a high-scoring GRE issue essay?

Some tips for writing a high-scoring GRE issue essay include understanding the scoring criteria, developing a strong thesis statement, addressing opposing views, using evidence effectively, and crafting a strong conclusion.

How can I practice for the GRE issue essay?

Practice writing essays on various topics to develop your writing skills and to understand the types of topics that may appear in the actual GRE exam. Additionally, you can find sample issue essay prompts on the ETS website or in official GRE prep books. Practice writing essays on these prompts to familiarize yourself with the types of topics that may appear in the actual exam and to develop your ability to write a well-reasoned and thoughtful response.

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Table of Contents

• • Introduction
• • GRE Analytical Writing Section
• • Preparing for the GRE Issue Essay
• • GRE Issue Essay Examples
• • Tips for Writing a High-Scoring GRE Issue Essay
• • Practice is Key
• • Conclusion

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Workplace Dynamics

It’s not me, it’s you: solving workplace conflicts, the solution is more likely to be found in systems than in personalities..

Posted May 9, 2024 | Reviewed by Gary Drevitch

• A reflexive response to conflicts at work is to blame “personality clashes.”
• The cause of workplace conflict is more often a systems issue, not personal differences.
• Addressing the organizational reasons for conflict is simpler than changing co-workers' hearts and minds.

“Conflict cannot survive without your participation.” – Wayne Dyer

As an Employee Assistance professional who routinely engages in consultations involving workplace conflict it’s clear to me that the answer to the age-old question of “can’t we all just get along?” is a resounding “Hell no!”

What can we do about the ubiquitous nature of conflict in the workplace? How do we solve what seem to be deep-seated personality clashes to get back to the business of business?

Trying to get to the core of a workplace conflict is not unlike doing couples therapy where each partner points to the other as the instigator and sustainer of tension. Heard separately, the stories sound legitimate and it’s often hard to envision a resolution when the parties involved are so convincing in placing the blame outside themselves.

An example to which I often refer when providing trainings on resolving workplace conflict is an employee who came to me in great distress, stating that her “micro-managing” supervisor did not trust her, was always looking over her shoulder and questioned every decision she makes. Unbeknownst to the employee, said manager came to me complaining of this employee, stating that she seemed incapable of working independently, was never accepting of feedback and, in short, “high maintenance." The one area of common ground between them was that each stated that the stress of the working relationship was becoming unbearable, and each was giving serious thought to switching departments.

One of the reflexive responses to the above is to blame “personality clashes.” This perspective suggests that the flashpoints, or butting of heads, are simply the outgrowth of two people who are just wired differently and have been thrown into the sandbox together and told they must get along.

There are multiple problems with both this diagnosis and remedy. Studies have repeatedly shown that while there are personality issues in any relationship and everyone brings his or her personal history, including how they manage conflict, to the workplace, the reality is that it is the situations they find themselves in that create conflict and that others placed in similar circumstances would also experience conflict.

Examples of system issues that lead to conflict include:

• Someone who had authority and lost it and now resents those in charge.
• Someone who has authority but through its misuse alienates those around him or her.
• Two people sharing the same authority but different goals , each believing his or her way is correct.
• A blurred hierarchy in which no one knows who is really in charge.
• Poorly communicated expectations.
• An organizational culture that fosters unhealthy competition .

The list goes on, but the underlying element is the environment and how each person navigates the hierarchical structure in which they find themselves. This is not to say that dysfunctional people do not show up to work intent on creating drama for the sake of drama, see the workplace as an emotional playground, or are simply bullies kicking sand in everyone’s face. Addressing these individuals takes a strong leader who can implement the 3 C’s of managing problem employees: Coaching , Counseling, and Corrective Action.

The good news in the system approach to conflict resolution is that addressing and adjusting organizational issues is far easier than trying to change hearts and minds in hopes of creating a peaceful work environment.

The first step in addressing the issue is to take a hard look at the organizational culture that surrounds the employees, looking for the built-in power traps that put people at odds or unintentionally create an “us vs them” mentality. Since in many cases the conflict either directly involves a leader or the leader is too close to the issue, a third party, removed from the emotional content, is helpful in getting a broader view.

While many workers cope with the stress of conflict at work through the geographic cure of finding a new job—only to find in many cases that they have the same experience only with new faces—many others, through financial constraints, limited options or liking the work they do, choose to tough it out. The dangers with this approach include the damaging impact of long-term stress, a growing detachment from work—aka presenteeism —to lessen the emotional toll, a growing resentment toward leadership for not appropriately addressing the conflict, or leaning in on a conflictual approach. All of these responses are detrimental to the psychic, mental, and emotional health of the employee and contribute to a toxic work environment.

When counseling clients who seem locked in a battle of wills with a coworker to the point that the negative effects of that struggle are outweighing the benefits of a paycheck I will advise the following reflective questions:

• How invested in the relationship are you?
• How important is the issue to you?
• Do you have the energy for the conflict?
• Are you aware of the potential consequences of continuing the conflict?
• Are you ready for the consequences?
• What are the benefits of disengaging from the conflict?

If the circumstances do not involve bullying , discrimination , or abuse, I find it more helpful to move employees through the conflict by assuring them that “it’s not you” but then add the qualifier that it’s also not the other person. While sounding like a Zen koan, it’s the simple truth that the surrounding circumstances have contributed to a battle that cannot be won by changing someone’s personality. Additionally, I reassure them that as Gandhi pointed out, “Peace is not the absence of conflict, but the ability to cope with it.” Finally, I will ask that their awareness shift from tension mode to accepting the following:

• Our work lives are interconnected with our coworkers but also distinct from them.
• We are responsible for shared success but not for another’s success.
• Our ideas, beliefs, and opinions deserve respect but not necessarily agreement.
• It’s not conflict that destroys relationships; it’s how we address it.

Caesens, et al. Perceived Organizational Support and Workplace Conflict: The Mediating Role of Failure-Related Trust . Frontiers in Psychology, 2019.

Mike Verano, LPC, LMFT, CEAP, CCISM, CCTP, CFRC, is a licensed therapist, author, and public speaker.

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