Conflict is “a process in which one party perceives that his or her interests are being opposed or negatively affected by another party.” Conflict is ultimately based on perceptions. (McShane & Steen, p.298) A certain level of conflict can be good for organizations, it can • Encourages New Thinking • Raises Questions • Builds Relationships • Opens Minds • Beats Stagnation Related Reading: Five Ways That Conflict Actually Benefits You and Your Organization Reference: http://smallbusiness.chron.com/can-conflict-good-organization-741.html The key is learning how to manage conflict effectively so that it can serve the organization positively, rather than impact negatively organizational improvement. I would recommend to Wilson Bros. employees to evaluate the extent and type of conflict and then choose the appropriate conflict resolution merthod best suited to that specific situation. Not all employees can deal efficiently with conflict. You must possess a certain level of emotional intelligent to manage conflict.
Such techniques as consultation, effective delegation of tasks, encourage becoming a leader and being involved in leadership development determined my choice. So the main factors that influence to my choice of leadership are positive work environment where junior employees are given a possibility to challenge themselves, successful initiatives when the process of consultation and feedback naturally results in better decision making and more effective operations. The next factor is encouragement of creative thinking, because creative thinking is required to solve problems in every single organisation, whatever its nature. Reduced employee
If there is someone who does not pull their own weight, it does not just hurt that individual but it drags the whole team down as well. In this sense, working in a team makes the teammates interdependent. Working in a team can also allow for a feeling of stability. Knowing that you are not alone can help a lot, especially when you combine and draw from the strengths of each individual who is in that team. Where one person may be uncertain of how to approach an objective, that thing could be another person's strength.
Which provides and clarifies employees their new responsibilities, outcomes and most important individual performance. Feedback should be practiced for each individual employees via meetings, or other devices to reinforce team performance and effectiveness with intention of providing motivation for team 2. Why is encouraging participation in the planning, decision making and operational aspects of the team's work important for developing team cohesion, and what role does feedback play in doing this. Offering feedback and reinforcements is important because it commends and offers opportunities to review and reward its members for their contribution, and the standard of cooperation to the work produced. Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive.
Transactional leaders guide or motivate their followers in the direction of the established goals by clarifying roles and task assignments (Robbins & Judge 2007). Leader B exhibits these traits strongly describing the established goals and task, and delegating ultimate responsibility of the task to the subordinates. Leader B also focuses on the role of the supervision, organization and group performance and promotes compliance through both rewards and punishment. Leader C, as described in the scenario, is exhibiting the traits of a transformation leader. Transformational leaders tend to inspire others to transcend above their own self-interest and for the good of the organization, allowing them to have a profound and inspirational effect on subordinates.
We learned that management members might consider not using tests to determine individual’s personalities, because sometimes only judgments on the individual’s abilities indicate stronger personality traits then personality tests. The team members learned that individuals approach job requirements in different manners; this may indicate the reason why an individual’s personality maybe mismatched with his or her current position. Week Two The team members learned about communication during week two’s readings. We learned that communication is one of the most important factors within the workplace. Communication has four factors, control, motivation, emotional expression, and information.
Having good relationships with other organizations also offers excellent networking opportunities. Organizations can learn from one another about what strategies and tactics work best to gain momentum and to accomplish goals. Finally organizations must have a good relationship with political officials. This is very important because more times than not organizations are not going to be able to bully politicians around so good relationships must be established. One of the most important things that come from all of these different types of relationships is open lines of communication.
With that program he would know which employee really works hard and which does not. But we also know that everything has its own advantages and disadvantages. So, there are advantages and disadvantages of workplace monitoring. First, I will talk about the advantages of workplace monitoring first. According to the article "You've Got Inappropriate Mail" the advantages of workplace monitoring are to make sure every employee works hard or if some of the workers are doing something bad like wasting time searching some website for personal reasons or disturbing other workers.
Finally, the research is able to conclude that emotions are in fact, a vital personification of the organization – it is the engine that fuels concepts, the creative spirit, keeps teams and individuals working together and joins all their energies towards a singular purpose – that which is in sync with the larger organizational objectives and strategies. Emotions in the Workplace Emotions are the most natural display that humans possess. Without them, people would not have been different from the other species today. At the same time, there is a very destructive trait to emotions as well. They can push individuals to behave in some of the most unusual ways, and it is precisely this reason why organizations have tried diligently to curb the level of emotion that is displayed at the workplace.
The theories of justices are created to make the workplace an effective and a pleasant place, where everyone treated as the same fairness. For instance: * Interactional justice concerns fairness of how individuals treat one another not only when resources are distributed but in everyday interactions, as well. However, workplace bullying is the opposite side of interactional justice: * "Persistent, offensive, abusive, intimidating or insulting behaviours, abuse of power or unfair penal sanctions which makes the recipient feel upset, threatened, humiliated or vulnerable, which undermines their self-confidence and which may cause them to suffer stress" Based upon theories we can say that workplace bullying could be violated by avoiding interactional justice in organizations. 2. What aspects of motivation might workplace bullying reduce?