My study will help develop my managerial skills as well as offer alternative training ideas for newly developing managers within my organization. Supervisor-subordinate communication is an important predictor in employee work performance. It is imperative for a supervisor to communicate when attempting to improve employee work performance, trust and morale. Without a solid communication strategy, the supervisor-subordinate relationship will disintegrate and employee performance and productivity will be compromised. According to Miles “Positive relationship communication focuses on supervisors seeking suggestions from subordinates, being interested in them as people, relating with them in a casual manner, and allowing them to contribute input on important decisions.” (Miles, Patrick & King, 1996, p. ) In order to apply this philosophy in real life, I determined how employees in my organization perceive supervisor communication.
Compromising approach is best to work under the time pressure and can also achieve consensus to complex issues. Therefore I would recommend Lauren deal the problem with compromising approach. Part 2- Prevent Conflict: Despite setting ground rules, there are some problems arise in the team. In order to prevent the problems from occurring in the first place, I would use the following steps I have read from “The SECRETS of Facilitation”. These steps are especially design to
I will then go on to look at minimising conflict using a recognised technique and how the adverse effects can be minimised. Causes and Explanation Because there are a variety of personalities within the work place it is inevitable that there will be conflict at some point and this could be for any number of reasons; * Different Personal Values; at some point you may be asked to complete a task that conflicts with your ethical standards. When work conflicts with personal values conflict can arise very quickly and this can be overcome by trying not to ask people to do tasks that you know will cause them distress due to their beliefs/values. * Unpredictable Policies: When rules or policies change within the workplace and those changes are not communicated clearly, confusion and conflict can occur. It is essential to inform people of changes and why these changes are happening as when you are aware of why something is being altered you are much more likely to accept it.
When choosing team members organizations must make certain that they pair up employees with individuals they are compatible with. When individuals are paired with partners that are not compatible the results can be very negative. Compromising is a key component to building an effective team.
Even with successful teams, Ruddy says, a manager needs to be involved. Even though a team may have a lot of decision-making authority, there needs to be a manager scanning the horizon to determine which direction the team should head next. Learning team skills Teams must be trained in teamwork: members often need help in skills such as listening, communicating with different kinds of people, and staying focused on the task. A better alternative: Periodic training. We used to bring [team members] into a room and take them through an intensive training, says Ruddy.
13.4. Barriers to Effective Teams LEARNING OBJECTIVE 1. Recognize common barriers to effective teams and how to address them Problems can arise in any team that will hurt the team’s effectiveness. Here are some common problems faced by teams and how to deal with them. Common Barriers to Effective Teams Challenges of Knowing Where to Begin At the start of a project, team members may be at a loss as to how to begin.
The key is defining the right competencies and behaviors beforehand so that the exercises will facilitate the relevant behavior. Bench marking existing employees who are regarded as above average performers is one way of doing this, but for a start up operation it is a bit more difficult and requires more research and planning to identify the right skills. It then becomes a matter of designing exercises that will measure a number of different candidates objectively against the same criteria. Employability or genetic skills such as communication, teamwork, initiative, customer focus, influencing and negotiating, technology skills and leadership would be assessed along with specific job role skills. All attendees
Why do some managers avoid or delay doing appraisals? Often, managers avoid or delay doing appraisals because of lack of time, feelings of discomfort in judging others, or uncertainly in how to deal with the confrontations which many feel are inevitable. What is the HR Advisors Employee Management and Appraisal Program? HR Advisors will train your management team by providing the tactics, methods, conference structure and language for effectively and properly communicating with their employees to help employees to appraise and improve their performance, recognize their strengths and deficiencies. Managers will learn the documentation practices for this process and learn tips on improving this process for the mutual benefit of the company and the employee.
They must organize each department in the company as well as create time lines for projects, evaluate job plans, and make changes that are needed to improve the company. Also noted by (Williams, 2012,2010)when it comes to running a successful business they must supervise each employee making sure that the employees are completing each assignment in a timely manner. When an employee feels that they can trust their manager they perform at their best. Managers assign job tasks, create schedules, and provide positive feedback to their employees. Instead of just assigning task they must also earn the respect of their employees.
The decision making style a leader employs should depend on the situation. The most effective leaders transforms the work/task into something that once performed well, serves more than earning a financial reward or individual recognition; it should serve a greater purpose or mission. Transformational leaders are more active in working with the employee, encourage innovation and creativity; whereas transactional leaders give less and are primarily focused on the pre-established trade. However, the exemplary leader must be both transactional and transformational. Ultimately the management student must learn that, in order to be an exemplary leaders, they much go beyond what is common practice and create new ways of motivating their employees.