In a situation like this, the use of power and the soft skills would be most favorable. For power to be employed here it is then necessary to involve a critical decision and this can only be implemented if the choice is consequential. The understanding of the power in organization is also necessary since it helps to understand how strategies are planned and implemented. The soft skills of an individual charisma, of the speaking skills and also the power of a person to be able to persuade would need a full diagnosis and intervention of an organizational political system. b) Fligstein’s implicit criticism of Pfeffer, in turn, reintroduced a social constructionist element to the explanation of what subunits get power in an organization.
authority or power that is dependent on fear, suppression of free will, and/or use of punishment or threat, for its existence Explain three political strategies that can be used to acquire power. organizational politics consists of intentional acts of influence undertaken by individuals or groups to enhance or
Peace, then, is understood as a continuous process of skillfully dealing with and, whenever possible, preventing or transforming conflict. To manage and resolve conflicts effectively, we must become aware of our attitudes towards conflict and our habitual conflict management styles (competitive, collaborative, avoidant, submissive, etc. ), so as to attain to greater freedom to define our own responses in a proactive and coordinated (as opposed to reactive and incoherent) way. Such awareness increases our chances of achieving "win-win" rather than "win-lose" or "lose-lose" solutions. We learn to understand and work with our own emotions, to generate openness to more authentic communication, and to control processes that might otherwise lead to escalation.
Erich Fromm talks about the different kinds of obedience, and how they can help one’s society, or even destroy it. He argues that these two factors contributed to the human world, and how it has created struggle in order for the world to survive. Fromm discusses many different types of obedience as well. He talks about the differences between heteronomous obedience and autonomous obedience. He talks about our consciences, both authoritarian and humanistic.
I will also attempt to identify the barriers to communication in this dialogue and explore the reasons why these skills were used ineffectively, and suggest how they could have been improved upon. Rapport-building is defined by Robbins (1986, p. 207, as cited in Study Guide) as ‘the ability to enter someone else’s world, to make him feel that you understand him, that you have a strong common bond’ I think it is at the very core of effective interpersonal communication because it ‘is one of the most important features or characteristics of unconscious human interaction’ and without it the purpose of the interaction cannot be achieved. It is ‘commonality of perspective, being in "sync", being on the same "wavelength" as the person with whom you are talking’ (http://www.inspirationalsolutions-lp.co.uk/theimportanceofrapport.pdf). Following that line of thinking it is essential to establish rapport as soon as possible in a didactic interpersonal conversation, whatever the purpose of the discussion is – to learn, to relate, to play or to help (De Vito, p.80). The very first sentence that Hanna says demonstrates an attempt to establish rapport “Howya doing?” (he does not wait for an answer and continues talking)
Although this paper is in many ways critical of traditional REBT, its primary aim is not to argue against REBT but, more constructively, to further inter-disciplinary debate. The development of REBT This is how the Albert Ellis Institute defines REBT: REBT is a practical, action-oriented approach to coping with problems and enhancing personal growth. REBT places a good deal of its focus on the present: on currently-held attitudes, painful emotions and maladaptive behaviours that can sabotage a fuller experience of life. REBT also provides people with an individualised set of proven
The way in which we cope with conflict can mould us into a morally enriched individual. The experience of conflict can shape us in many ways and how we deal with the experiences and struggles that come our way, will enhance our character. “Difficulties are meant to rouse, not discourage. The human spirit is to grow strong by conflict.”-William Channing. The concept behind Channing’s quote is that internal growth and progress comes through hard times and complications.
Its aim is to endow the group or individual with the necessary knowledge and skills to be able to “take power into their own hands” and/or have a meaningful input into the redistribution of power. (Ife & Tesoriero, 2006) It is also important to recognise that the “individual and community are fundamentally connected.” (Page & Czuba, 1999) The way in which empowerment can be achieved will depend on the context and social environment in which the change is taking place. For example, if a group who feel that they are not being listened to (or even ignored) are given the ability to have even a small influence in the decision-making processes that directly affect them, this can have a hugely empowering effect on the individuals in the group, and on the group as a
There are a number of reasons why conflict occurs; difference in beliefs, morals, religion and values, fear and unmatched expectations. Conflict has a number of different causes, consequences and ways it can be resolved. Individuals are entitled to their own opinion, which often causes dismay to others. Conflict is a huge part of social experiences which allows us to learn and grow. The nature of conflict shows that conflict can either push people away or bring them into having a closer, more comfortable relationship.
For example, geographically dispersed teams, varied functional skills, and the use of technology are elements of today’s organization. Leaders have a unique role in that requires the ability to merge these differences to form a collaborative and productive environment. When there is a disconnect with one of these variables, conflicts may ensue. How someone in one generational group approaches conflict may be diametrically opposed to someone else. Leaders have to thoroughly and continually assess working teams and identify the most effective intergenerational communication approaches for minimizing and resolving conflict.