Impact of Role Ambiguity in the Organisation
Impact of Role Ambiguity in the Organization Thubur Sun Swargowari Indian Institute of Management Raipur
Abstract
The purpose of this conceptual paper is to have brief analysis on the impact of Role ambiguity in the job performance and how it affects the organization as a whole. It also through light on how role ambiguity produces psychological strain and dissatisfaction, which lead to under-utilization of human resources and leads to feeling of futility on how to cope with the organizational environment. The detrimental effects of the role ambiguity are discussed along with the notion that the relationship between role ambiguity and many outcomes are curvilinear one, where certain levels of ambiguity is necessary in order to motivate but beyond which the outcome are detrimental. Some of the tactics used for reducing role ambiguity are discussed (in particular role clarification, role negotiation and the possibilities of participative decision making strategies).
Introduction
According to Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964) the role ambiguity means the single or multiple roles that confront the role incumbent, which may not be clearly articulated (communicated) in terms of behaviors (the role activities or tasks/priorities) or performance levels(the criteria that the role incumbent will be judged by). They also opined that it is the simultaneous occurrence of two or more role pressures so that compliance with one makes it more difficult to comply with other. Breaugh &Colihan (1994) have further refined the definition of role ambiguity to
Abstract
The purpose of this conceptual paper is to have brief analysis on the impact of Role ambiguity in the job performance and how it affects the organization as a whole. It also through light on how role ambiguity produces psychological strain and dissatisfaction, which lead to under-utilization of human resources and leads to feeling of futility on how to cope with the organizational environment. The detrimental effects of the role ambiguity are discussed along with the notion that the relationship between role ambiguity and many outcomes are curvilinear one, where certain levels of ambiguity is necessary in order to motivate but beyond which the outcome are detrimental. Some of the tactics used for reducing role ambiguity are discussed (in particular role clarification, role negotiation and the possibilities of participative decision making strategies).
Introduction
According to Kahn, Wolfe, Quinn, Snoek, and Rosenthal (1964) the role ambiguity means the single or multiple roles that confront the role incumbent, which may not be clearly articulated (communicated) in terms of behaviors (the role activities or tasks/priorities) or performance levels(the criteria that the role incumbent will be judged by). They also opined that it is the simultaneous occurrence of two or more role pressures so that compliance with one makes it more difficult to comply with other. Breaugh &Colihan (1994) have further refined the definition of role ambiguity to
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