It is important for managers to understand what the most common causes of conflict are in the workplace. Often conflicts will begin as one type and evolve into another, or can be complex and incorporate various types of conflict. It is important for managers to recognize and identify the various types of conflict so that you can address the situation appropriately. The most common conflicts in the workplace are feelings of being undervalued, impractical expectations, stress, internal conflict, and poor management leadership. (Walker & Miller, 2015).
Line managers are those people within any organization who knows better about the individuals composing the organization’s workforce. Line managers are the one who have direct contact with employees and they are the one able to motivate, control and immediately respond to staff. The involvement of line managers as human resource professional results to increase their own role in working environment and enable to create a good relationship between staff and their managers. Line manager’s behavior affects the business performance and image, as they have to create a report which is about their employees and their performance. They play a crucial role on delegate Human Resource activities to their staff.
That is, the people form their proper opinion and each of them seem to be right according to them. By sharing the different ideas, the team can come forward with a better resolution. But in case, where the group cannot handle the conflict, a third party need to guide the group in order to provide proper guidance. • Intergroup
“In social interactions people have an impact on one another; we influence and affect each other” (Thompson, 2015). When working as a social care practitioner in the workplace, we need to be self-aware in everything we do and need to be aware of the action’s we make. “Self-awareness is a major part of ‘tuning in’. Furthermore, I will summarise some of the necessary ways in which we can influence other people. There are various ways in which we affect the service users, for example barriers, bullying, listening, anger and mixed messages.
Question 1 Conflict can be beneficial as well as a challenge for the organization. It depends on the context and the outcome of the conflict. On the one hand, it helps in radical changes to be implemented. Healthy conflict should be always appreciated in the organization as it helps in changing the interactional pattern, power structures etc. It is very important in group behavior.
Managing change includes keeping track of all aspects of the change, hence, the planning, the implementing and making sure the change is sustained. Thus, there are almost a countless amount of factors to consider, which makes this task complicated. Management can take two forms; controlling or shaping. The former deals with top-down changes and the latter focuses on involving the employees in the process and providing encouragement (Alvesson and Sveningsson,
This might create a problem within the organization because employees tend to rely on each to solve critical task to the success of organization. It is this combination of explicit and tacit knowledge that seasoned workers possess which has become the most “strategically significant resource of organizations” As employees in organizations progress, they acquire a set of knowledge that is customized to the firms’ operations, structure and culture. More importantly, it is the unique insights and understood idiosyncrasies about the company that is developed over time which make the learning difficult to replicate or replace (Lesser,
To be an effective communicator, one must pay attention to what they are saying verbally and physically. Once they can match these two forms of communications together, then they can effectively give a seminar, teach, or even provide some form of guidance. Many people communicate with hand gestures to help get their point across. It is very important to find what you are comfortable with so you can communicate effectively. Listening to someone is also important, especially in a professional setting.
Third, goal interpretation, and a clear description of tasks, roles, and recompenses, perhaps at the more instant supervisory level, may also enable higher team behavior. Finally, appreciating the employee needs, and creating a supportive atmosphere and attractive in confidence-building performs would also likely contribute to a greater team behavior and performance. Transformational leadership impacts persons'
This involves identifying what resources are required and gaining support from employees and stakeholders. Getting others onboard with your decision is a key component of executing your plan effectively, so be prepared to address any questions or concerns that may arise. Monitoring and evaluating An often-overlooked but important step in the decision making process is evaluating your decision for effectiveness. Ask yourself what you did well and what can be improved next time. Common Challenges of Decision Making Although following the steps outlined above will help you make more effective decisions, there are some difficulties to look out for.