Which conflict management style can you apply to handle the situation, and why?
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You are working on an important project which you need input from other colleagues to complete but they are unresponsive. The deadline is approaching fast but they don't respond to your emails or calls. You decide to confront them so you call a meeting and start off by telling them that you are frustrated because you need the information to finish the task that your manager needs in just two days. You start to feel relieved that you are airing your concerns only for your colleagues to start talking about their own heavy workload, attacking you for being so impatient.
Which conflict management style can you apply to handle the situation, and why?
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- Confused on how to answer Juanita Maxwell devotes a lot of time and energy to getting to know her employees. She always greets them personally and carefully listens to their responses to questions period she even remembers incidental facts like pet names and favorite days of the week that she picks up when making small talk. Juanita believes that these kinds of details help her match her employees to projects that bring out their best skill set and internal motivations. She knows, for example, that her office manager, Marcy, is a true morning person, so Juanita schedules their meetings as early as possible to maximize their effectiveness. Juanita has a new employee on the sales team, Sandra, who is difficult to read. When Sandra first started at Trumbell and Son, she was very quiet, bordering on introverted. Juanita certainly chalked some of it to Sandra being new, and many of the other office workers having been colleagues for over five years. At the company picnic months later,…Convincing others that a creative idea is a good one is not always easy. Share any experiences, and comment on techniques used. Alternately, in the following example, consider how you would help others through a shift in thinking. For example, your supervisor has asked you and a team of people to review a process used in your office. Your teammates all think the process is fine as is, but you see an opportunity for improvement. What is the most effective way to help others to see your point?The higher up the hierarchy, the less authority and responsibility a manager has. True O False
- You are thinking about starting a new organization to design and deliver fashionable touchscreen accessories. But you want your company to be maximally creative. Which of the following organizational principles would help to make your company more innovative? Check all that apply. Specialists: make sure that all problems are handled by people who have a great expertise in that area Freedom: the ability to choose which problems to work on and how to address them O Decentralization: letting everyone control their own work and having few layers of management Contact with outsiders: employees regularly meet with people who are not part of the organization15 Drag the tiles to the correct boxes to complete the pairs. Match the attributes of successful entrepreneurs with the situations. integrity calm and composed teamwork dependability Lila heads and works in small project teams. As a lead, she sometimes takes up work of others if they are lagging behind. Michelle pays all her vendor and supplier invoices on time and in full. Azhar ensures that he and his staff work for all eight hours in a day; nobody works either less or more. Kay Wee listens to and understands irate customers on calls and doesn't retaliate in the same tone. eserved. 99+Evaluating a Routine Set of Expectations This activity is important because managers routinely set expectations for how employees should fulfill their roles. The goal of this exercise is to demonstrate your understanding of routine sets of expectations. Read the routine set of expectations below. Then, answer the questions that follow. Daphne is Erika’s supervisor. Erika has worked at the company for over five years. Daphne has created a new mentoring system in which all experienced (3+ years) employees mentor newly hired employees. All experienced employees know they will receive mentoring assignments. Here is Daphne’s message to Erika about expectations for this assignment: (1) SUBJECT: Mentoring Hi Erika, (2) Mentoring is an important responsibility at our organization. Thank you for your help. (3) As a mentor, you can make a huge difference in the lives of our new employees and help them out so much. (4) Ideally, you can meet with your mentee at least a few times…
- A customer calls and you immediately realize they need to be transferred to another team. The customer continues talking and is taking a long time to finish their story. What should you do? Interrupt the customer to explain you need to transfer them so they don't waste time telling their story. Let the customer finish talking and then explain that you need to transfer them to another department. Transfer the customer to the other department immediately, so the customer can share their story with them. Ask detailed follow-up questions to learn more about the customer's story before transferring them.please rewrite my job contribution for evaluation and add more stuff to make it look bigger. Thanks for the help. Inside the DEVCOM Armaments Center, myself and other staff groups in the development team have done great establishments in troubleshooting, reconfiguration, updating and providing satisfactory maintenance among the military defense and radar systems. The team and I have analyzed and conducted several training requirements. Additionally, we have as well as receive certification in given clearances and my current occupation.What is each of the 10 guidelines about? 1: express anger directly and with kindness. 2: Check out your interpretation of others’ Behaviors. 3: to avoid attacks, Use “i” statements. 4: avoid mixed, or double messages. 5: When you Can, Choose the time and place Carefully. 6: address a specific issue, ask for a specific Change, and Be open to Compromise. 7: Be Willing to Change yourself. 8: don’t try to Win. 9: Practice Forgiveness. 10: End the Argument.
- You became a manager in an organisation that trains people who are having difficulty finding work due to incarceration, drug problems, or mental health issues. When you entered this organization, women complained about that men are too easy going and compromise the standards. Men said that women are too strict and not flexible. In the employee team, men reviewed male applicants while a mix of men and women reviewed female applicants. You instructed them, as your first move, to review all applicants in weekly meetings together, and all of them accepted. After two weeks, the men had found a spot and were eager to fill it before the next meeting. This caused a conflict among the staff. And at the next meeting, they went back to their camps and refused to share information about applicants. Instead of saying yes it’s good idea and discuss about applicants, they wanted to push what they thought was good. What is your next step now that there is a clear conflict between these groups of…You are a child care and education program director. Chris and Karen are teachers in your center. Chris just began working at the center, and as a recent college graduate, she has had little hands-on experience. She has a lot of questions and frequently needs help figuring out what to do. Karen has been with the center for many years, much longer than any of the other teachers. She knows the program very well and functions reliably with little supervision. This morning, Chris and Karen got into an argument about which group should be using the playground. They could not settle the argument themselves, so they brought the problem to you. 1. How should you handle the conflict between Chris and Karen? 2. If the entire staff was like Chris (new and inexperienced), which management style would most likely serve you best? Why? 3. If the entire staff was like Karen (very experienced and well versed in the program), which management style would most likely serve you best? Why?How to respond to this in 100 words? Organizational commitment is one of the most prominent things that drive successful organizations; more definitively, affective organizational commitment is the attitude or overall job satisfaction of an organization's employees (McShane & Von Glinow, 2022). As a manager, this is the type of organization we all want, as they are generally happy and want to come to work, unlike the employee found in a continuance commitment employee (McShane & Von Glinow, 2022). Although there are many power sources, the ones that lead to the assurance of affective power for this post, we will use referent power as an example. In my experience, this is used to gain the backing of employees through the belief in leadership and willingness to follow their leadership to the ends of the earth due to their interpersonal communication skills that allow for loyalty and commitment to the idea that they will never leave employees behind (Toscano, 2015).…
