Common Administrative Errors You Should Avoid

The harshest administrative work faces; is that the administrative efforts made lose their effectiveness; Administrative Errors is what worries the leaders of institutions; The fact that these efforts are directed in an unplanned direction, for which resources have been mobilized and available energies mobilized to achieve the goals of the institution, whether intentionally or unintentionally.

There is no doubt that many administrative errors occur within the institutions, some of which reach the pests of the human soul and its negative tendencies as there are marginal conflicts between interest groups that represent pockets of work or departments, or there are internal competitions due to jealousy among workers.

These lesions take many forms; these forms are:-

* Arrange intrigues to entrap each other into Administrative Errors, and then defame them.

* Monitor Administrative errors and pitfalls to highlight the shortcomings of the performance of others.

* Attempts to lure some people into Administrative errors through public provocation.

Institutional Work

Here, it means undermining the foundations of institutional work; what indicates the absence of team spirit and positive collective performance, and confirms the spread of selfishness, the spread of the phenomenon of “paralysis”, interest groups, and informal centers of power among workers; this reflects the existence of an implicit policy to provoke negative competition between employees.

Management Experience and Administrative Errors

Most of the reasons for this administrative errors are due to poor leadership, lack of administrative experience among officials, poor level of administrative performance, lack of coordination between the relevant agencies, and the inability of officials to understand the internal and external changes in the institution and its surroundings.

The manifestations of this lie in the absence of clarity in defining and assigning burdens to various departments and distributing work to individuals, the absence of justice in evaluating wages according to the effort, in granting incentives and rewards, favoring some individuals without a criterion of efficiency, and nominating some for promotion on non-professional, non-scientific or objective grounds.

Moreover, the mixing of concepts between pretending to encourage the spirit of initiative and love of initiative, and between adopting the management of the individual style of work and not adopting the teamwork method in the assignment, and the management listening to the slander of individuals to each other, and listening to malicious gossip and advocates of sedition.

Monitoring and Evaluation

Likewise, the weakness of follow-up and evaluation policies, the weakness of the administration’s personality, its inability to resolve matters, its subjection to the pressures of power centers and interest groups, the ambiguity of the management style, and the dispersal of its methodology in work and leadership.

Teamwork and Administrative Errors

To face this situation, it is necessary to determine the way to deal with it positively; By raising the level of heads and managers and continuing their awareness of the importance of providing foundations for institutional work that relies on clear basics, specific procedures, and transparent evidence in the distribution of burdens, follow-up, and the distribution of wages, and the adoption of a teamwork policy upon assignment, and instilling confidence in workers to solve work problems and take appropriate decisions, then move towards Raising the awareness of individuals about the size of their responsibilities according to their positions, organizing training courses on the method of working in cooperative and integrated teams, and the management’s intervention to resolve the heated competition that may exceed the limits of integrity, and bringing together competitors by encouraging dialogue between them, good listening to bring points of view closer, and removing mistrust, understanding and psychological barriers.

This is in addition to taking opportunities to involve them in the early stages of quality programs, training them to improve their work, and urging them to update their information to accept the concepts of quality, which are essential to ensuring the continuity of the organization.

Department of Labor

Managers often make common mistakes unknowingly, and may even interpret them as positive in managing the business; Most notably: the issuance of decisions described as “popular,” that is, in the interest of workers, but at the expense of the interest of the institution in order to win their love for him, and to accept special compliments, gifts or exchange of interests, and to cover up the absence of a colleague or his lateness to work, and to prefer keeping close people and friends even at the expense of the standards of competence, experience, professionalism and work interest, and the absence of honesty in the evaluation and assignment of tasks; What leaves a negative impact on the minds of employees, and the inability to apply the rules of disciplinary punishment for error as a result of negligence or leniency; This means accepting that administrative errors and opening the way for its continuation, and discussing special problems with subordinates; What allows others to see the secrets of the presidents and reveal their personal problems.

In many cases, employees’ mistakes are tolerated or overlooked for various reasons, although the origin is the speed of detecting the error, in preparation for dealing with it wisely, after estimating its size and diagnosing its causes.

Sobha Baghora

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