Organizational objectives may not always coincide with the aspirations of team members. The recipe for success at the group level may not align with the goals of one or more individuals on the team. It’s management’s charge to recognize the conflict and find a way to reconcile it. Not taking these factors into consideration can have serious consequences. If a person views the organization’s direction as conflicting with their own they may leave and a valuable team member may be lost. If they stay on and nothing is done to address their concerns they may become less productive and contribute less. In these situations a person may or may not voice their concerns so it may be necessary for management to seek them out. Either way the objective is to negotiate a solution that will work for the organization and the individual.
One way to address the issue of conflict between organizational and individual objectives is to hire people whose goals closely align with those of the company. This will be effective to a certain extent but circumstances change over time and organizational strategies and objectives change with them. So it is incumbent upon the group and its members to be flexible. The role of management is to develop tactics that support company strategies and allow the members of the team to contribute successfully. The role of team members is to understand their role and follow the direction of management.
In any aspect of business – management’s role is to put employees into a position to be successful. In the context of organizational goals this can be viewed as modifying tactical plans so the strengths of the employee are brought to the fore and weaknesses are hidden or compensated for. Providing employees with an opportunity to succeed in the course of pursuing organizational objectives will build loyalty and instill a culture that support subordination of individual interests to organizational interests. When the team comes first and everyone does their part everybody wins.
Once subordination of individual interests to organizational interests becomes part of a company’s culture people will adapt more readily to changing circumstances. The challenge is ongoing but if managed well success will be realized.