distinctions may also hamper authoritative communication among organizational members. If the organizational status is overemphasized and relatively few strata exist, impediments to communication are likely to develop. The high offices will become insulated from other lower counterparts. Social distance will become greater because of status system. The top authority might come to live lonely in isolation. Many of the present day organizations face this problem of social distance that arises on account of status system. 2. Excessive Status Symbols: Symbols of status are very important but if status is permitted to become an end goal in itself, it can become pathological aberration too. Some members give excessive weightage to these symbols paying little regard to the intrinsic need for these symbolic tramping. Excessive preoccupation with status symbols may be expensive for the organization as a whole, for instance, the rental expenditure for electronic computers or the wages for unneeded staff assistants of particular executives on department. Further, quite frequently, executives waste their time and effort in struggling to obtain and maintained status symbols. The individual who is status bound spends his energies attempting to achieve esteem by surrounding himself with all the visible signs to demonstrate that he really has status when, in fact, he may have very insignificant status. It should, however, be noted that if the symbols are important, any irregularities in the maintenance and arrangement of symbols or modifications in them may produce dissatisfaction and unhappiness on the part of members who are affected adversely. 3. Friction in Work Relationships: Status system creates values to all positions and any change in the values upsets the status quo. The working relationships and arrangement may be affected by status consideration in an organization. For instance, in the transfer of personnel, individuals react on the basis of consideration of status. A shop worker may be happy to accept a position in office because he can lay aside his uniform (worn clothes) and can don a prestigious white suit and a tie, and hence regard change as acceptable (promotion). Conversely, attempts to transfer an office clerk to shop area may lead to resentment and objection, and hence create friction in work assignments. 4. Individual Competence vs. Positions: Status distinctions may not always correspond adequately to the competence of the individuals who are involved. For example, an engineer may be
only a poor mechanic and a doctor may be a quack, the Vice President may be the Chairman's son-in- law, but lack administrative skills and knowledge to lead the company etc. Therefore, situations are not rare where incompetent individuals may have sufficient power, authority, as well as status. The status accorded to the position may tend to obscure the incompetency or weakness of the employee.
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