Conflict Resolution Skills In a team setting, there bound to be conflicts and these conflicts may get quite heated up at times. Team members ought to be able to resolve conflicts amongst themselves. Ultimately, their conflicts should lead to improvements made for the betterment of the
The Balanced Scorecard can be implemented in line with organizational culture and helps the firm to differentiate itself from competition. To successfully implement and sustain the scorecard, the firm should have a guiding rationale for the implementation. There should be executive ownership and buy-in of the scorecard. Since the scorecard is an agent of change, proper communication and training ensure staff understanding and keen interest for adoption. The firm should define its core purpose (mission), values, vision and strategy.
A dream and vision should be of that level which is achievable. This vision should be accepted by the followers as well and take it as their own vision. The hope of achieving the goals is given by a leader as well as the existing prospectus that the future is there in seeing those dreams. (James M. Kouzes, The leadership challenge,
Inducing flexible role orientations and motivational states like “can do”, “reason to” and “energised to” can simulate self-efficacy and proactivity (Parker, 2014). For instance, job crafting equips employees with enhanced skills and attitudes by enabling customization of their own work. Niessen et al. (2016) suggests its positive linkage with person-job fit and the antecedent of ‘positive self-image’ to enable crafting of one’s cognitive and social boundaries of work. “Collaborative crafting” involving joint efforts of employees indicates a positive relation with performance and organizational commitment.
There must be clear and unambiguous statements about ethical and professional interpersonal relationships and significance of each individual’s contribution to the institution’s efforts towards attaining its goals. Most importantly, managing diversity must be a mainstream issue, owned by everyone. Essential to the implementation process is ensuring that (a) periodic review of progress is conducted, (b) diversity management strategic interventions are supported through resource allocation, and (c) individual performance of all managers is in alignment with the institution’s diversity strategic goals (Gwele 2008:
Good Leaders admit their mistakes to be able to improve. I must admit that as leader is not easy to make a mistake, but if we accepted it in the right way, we can turn that experience into an opportunity of growth. “What’s Your Leadership Orientation?” With this exercise I got the opportunity to discover the type of leadership orientation that best fitted my personality, which is Task-Oriented leadership. I learned that Task-Oriented leaders are focused mainly in getting the job done and can be a bit autocratic. These leaders are very good at planning, organizing and controlling.
Additionally cohesive managerial leadership is crucial for a well incorporated department. The use of communication and unity are the key characteristics for a well- run organization. This reenterates the statement made by O’Toole and _____ involvement from managers enforces subordinates to move forward in a more suitable manner. Consequently organizational structure is necessary for a well implemented
Audience’s feeling and attitude is so fundamental in bolstering one organization. Hopes of an organization in reducing the offensiveness increased whenever it tries to bolster up by the audience’s positive perception. A second possibility is to try to minimize the negative feelings associated with the wrongful act (Benoit, 1997). The organization is able to reduce the offensiveness to the lowest possible level or prevent it from increasing beyond the level if it can minimize the risk of an unpleasant situation and make it seems less significant than it really is. Third, a firm can employ differentiation, in which the act is distinguished from other similar but more offensive actions (Benoit, 1997).
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
Productive Conflict: One effect of diversity in finding a solution to a problem is that strong disagreement between people arises more often. This conflict can be risky or dangerous if it is not managed properly and pass on into fighting. However, when team members stay focused on the team goal, and give respect to each other, these conflicts lead to thorough critiques of all proposed ideas. For example, suppose a member suggest a way to stabilize the organization budget, and another member raise a suggestion that the proposal is defective, the team can work jointly with others and observe or study by close examination until they reach an agreement. By going through such process of tight critical analysis, a diverse team that challenges each other in order to get the best results possible will succeed.