Therefore, the employees should know how to overcome the conflict. When an employee’s hard work are not be given good feedback by the others, the individual might be misunderstood that other people are not appreciate with what he had done. In order to avoid this kind of conflict with the colleague, the employee should learn how to give the good feedback to that person. This can avoid the particular employee to have conflict with the feedback given by the others. Moreover, when the evaluators are giving feedback to an employee, the evaluators should also respect the employee at the same times, they should avoid giving the feedback on personal criticism.
Taking a critical eye to an organization can reveal unexpected or otherwise challenging situations to handle. It may strain the relationship you have with your client, but remind them of their best interests for the long run. Making an accurate diagnosis is more than observing the surface attributes of an organization. The environment they operate in, their economics, and employee attitude are essential, but it’s not the whole story. A competent consultant will question management why they made specific choices that led to their predicament.
While it can work, fellow colleagues won’t be convinced what they are doing is overly important. A good strategy for managers would be to get employees to want what they want. How to develop the persuasion skill: Be sincere, honest, reliable, and entertaining are some of the key components to becoming more persuasive. Good listening skills paired with self-motivation will drastically improve your abilities of persuasion. Making assumptions, or talking too much are factors to avoid when attempting to persuade.
Different people should have their own unique value and thinking. If their value does not match to the organization, this may be the hindrance to the company to have a good team based structure. Nowadays, working area is full with infighting and corporate policy among team member. In order to cope over this invisible problem, team manager and supervisor have the responsibility to seek out conflict exist between their subordinate. For example, intervene early.
However, the importance of this ability is crucial, not only to avoid conflicts but to also succeed in all areas of life. Having self-control enables people to accomplish their objectives that may seem overwhelming or even impossible at first. For instance, having self-control helps you build financial
Bernard Weiner’s Three-Dimensional Theory of Attribution assumes that people try to determine why we do what we do. According to Weiner, the reason we attribute to our behaviour can influence how we behave in the future. In order to apply this theory to the construction industry, the managers have to make sure that they give their employees specific feedback, letting them know that they can improve. This theory can prevent them from attributing their failure to an innate lack of skill and see that success is controllable if they work harder or use different strategies. The managers also can praise their employees for showing an improvement, even if the outcome was still not correct.
Therefore, for internal stakeholders such as employees, communication of vision might be easier as they share the same belief. When communicating vision to external stakeholders however, diversity needs to be catered for as the stakeholders might not on the same page with the shared norms, beliefs and values, as the case with internal stakeholders. Hence the need to communicate effectively and strategically so that the vision is realized. Stated simply, organisational culture refers to a set of commonly experienced stable characteristics of an organisation which constitute the uniqueness of that particular organisation and differentiate it from others. This organizational culture ought to be complemented by the culture for it to be effective.
Also, a good leader should take into account the wishes and ideas of those who will implement it.It is based on objective indicators of the effectiveness of both the intermediate and final results. A good plan- it is the success of the project. However, if you cannot identify the main elements of the plan, it is necessary to postpone the start of the project and get more relevant information. Also, if you will read
This is what receiver response and comment back to that conversation. This feedback is important for the communication. The feedback will help improve the work performance and provide opportunities for that. And also it helps to prevent costly mistakes. The feedback has two different categories.
This is because public organisations often do not have an established culture of management by goal settings and result orientation (Dente, 2003). According to this opinion, the government might face this as challenges both on employees and managers when the pay-for-performance is used as a tool for significant reform in order to change the culture management. But this objection could be countered by training well in developing the viable pay-for-performance practices, and focusing on set the objectives and evaluate the employees’ performance carefully. Because in the the introduction of this system will add much critical value from these attempts in public sector, it is also need a consistency and commitment for all its components to keep the result of cultural