...Application 5.2 Style in your group I was received the results from application 5.1, but it was a great exercise to help gauge my own style of conflict. For situation A, I chose living with my sister and for situation B, I chose working with my boss. The highest score I had from the entire assessment was a 23 for Accommodation styles utilized with my boss. My lowest score was a 13 which was on Collaboration styles with my sister. I had relatively static scores throughout the assessment, but I am extremely accommodating with my boss, and less inclined to work with my sister. I think these are pretty normal aspects, as most people should be accommodating of their boss or else they could lose their job. However, I feel that being accommodating does not necessarily mean suppressing my own emotions or needs when it comes to work. I feel that I have a close relationship with my boss, but accommodation is typically utilized out of respect. I think I scored so high on accommodation strictly because of the nature of the working relationship. My sister scored a 15 on accommodation. I feel less inclined to make accommodations for her, give her the benefit of the doubt, or satisfy her expectations. I did my sister’s score in the competition and compromise style was relatively high. I definitely use my influence in the household to get my ideas accepted, and use my authority in the house to make a decision in my favor. I think that I have a general lack of consideration for her, and I have...
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...does one deal with office politics and backstabbing? Imagine At work there are many who side up to the that a boss and do things that please them. Most of the colleague time achievement of such people is also to showcase others shortcomings (and not their own is strengths! When you know someone is running you down slowly but surely, what can you do? Engaging to Every organization should cultivate a climate/environment where backbiting and politics cannot survive. All employees are expected illegitimate to be mature individuals who are more concerned about productivity and growth (of the organization as well as e political themselves) rather than indulge in such silly antics. Behavior this is a very common situation in offices. I have towards been through this and I can understand this situation. Having said that, I was able to come out you. What of this situation by following some basic things: steps might you. (1) Put in all your efforts to perform your JOB well. Showcase the results to the right people. (2) Talk to the person directly (if the person is reduce or receptive). In case the person is obnoxiously arrogant / not open to listening or talking. Move to eliminate. (3) In case the person is willing to talk to you...explain..."I like the way you give your behavior? Opinion and feedback on various things to the Boss...however, I was just thinking, sometimes your feedback sounds like a severe criticism and might not be constructive...can we be more - Constructive while giving...
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...employed as a sales staff at one of the most popular high-end children’s department store. This store is known for its low cost name brand children’s apparel and school uniform. My organization is a franchise and has various locations through out the borough of New York that is in Brooklyn, Bronx and Queens. The owners are three brothers so it is family operated. My organization has three department floors. The babies department is on the 1st floor, girls department is on the 2nd floor and the boys department is on the 3rd floor. I am working on the third floor (Boys department). The functions of my organization consists of the owner/C.E.O, Store operation; manager, cashier, sales staff, receiving, loss and prevention, Marketing; visual display, public relations and promotions, merchandising; planning, buying and inventory, Human resources; Personnel, training, finance: accounting, credit. Each floor is assigned a floor manager who reports to the store manager. The staff consists mostly women and the men do more of the inventory and moving of stock. Being that it is the retail industry, the organization main focus is to promote great customer service. Customers are the heart of the business. I recall when I got hired the store manager mentioned, “without the customers, we are nothing.” Members work either full time or part time, five days a week and are given two days day off weekly. My organization is very diversified. Workers are from all over the world e.g., Egypt, Bangladesh...
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... • Neatness and accuracy. 3. Teamwork: • Establish and maintain effective working relationship with others. • Shares information and resources with others • Follows instructions of supervisor and respond to requests from others in the team in a helpful manner. • Contributing work and effort to group performance to meet agreed upon objectives and achieve team success 4. Job knowledge • Application of appropriate level of technical and procedural knowledge in specific field • Degree of technical competence • Understanding of job procedures, methods, facts and information related to assignments. • Perform duties with minimal supervision but seek guidance where and when appropriate to the job, consults the appropriate staff 5. Initiative • Consider the extent to which the employee sets own constructive work practice and recommends and creates own procedures. • Self-starter, develop and implement new methods, procedures, solutions, concepts, designs and/or applications of existing designs or procedures. • Accepts additional challenges and responsibilities and willingly assist others, self-reliant. • Completes assignment on time. 6. Interpersonal relations • Consider the extent to which the employee is cooperative, considerate, and tactful in dealing with supervisors, subordinates, peers, faculty, students and others. 7. Health and safety compliance • The degree to which he or she complies with or over sees the compliance with university safety rules. • The following...
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...CHAPTER 7 Power, Politics, and Leadership The purpose of this chapter is to provide readers with new insights into power and politics so that they can make better use of power and politics and thus lead others effectively. Chapter 8 is a continuation of this topic, but with a description of various influence tactics. CHAPTER OUTLINE AND LECTURE NOTES To function effectively, leaders must use power effectively, including applying political tactics to acquire and retain power. I. SOURCES AND TYPES OF POWER To exercise influence, a leader must have power, the potential or ability to influence decisions and control resources. A. Position Power A standard method of classifying power is based on whether the power stems from the organization or the individual. 1. Legitimate Power. Power granted by the organization is referred to as legitimate power. This power increases as one moves up the organization ladder. 2. Reward Power. The authority to give employees rewards for compliance is referred to as reward power. 3. Coercive Power. The power to punish for noncompliance is referred to as coercive power. It is based on fear. 4. Information Power. Having formal control over information that people need to do their work is referred to as information power. B. Personal Power Three sources of power stem from characteristics or behaviors of the power actor: expert power, referent power, and prestige power...
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...is the way people express thoughts, and get work done. (Chapter 1, Page 4, Business Communication, Management, and Success) Informal listening, speaking, and working in groups are just as important as writing formal documents and giving formal oral presentations. As a newcomer in an organization, people need to listen to others both to find out what they are supposed to do and to learn about the values, and culture of the organization. Informal discussions on recent sports, daily headlines and about what is happening at work, connects you to the grapevine, which is an informal source of company information. You may be asked to speak to small groups, either inside or outside your organization. Networking with others in your office, and in town, and working with others in workgroups will be crucial to your success. These skills remain important as you climb the corporate ladder. Good managers interact with their employees. They listen to lunch room discussions, and engage in...
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...and think in difficult crisis. Leadership cannot be taught like management can, it may be learned and improved through mentoring and instruction. Whereas, with management one act as a boss and a implementer. In management a person produces order, stability, and expectedness. As oppose to leadership this person produces change and adaptability to new products, new markets, new customers, and new work processes. (DuBrin, The Nature and Importance of Leadership, 2010) According to Ernie DiMattia in the Library Journal, leadership and management are two related terms related to the operation of any successful organization. He states that leadership refers to someone who guides or influences others while management is the process of directing or administering. Motivating different level of staff members encouraging them and organizing them, maintaining stability, and balancing external change with internal culture, are some of the ways leadership and management are internally linked. Not all leaders manage and not all managers are leaders. (DiMattia, 2013) There is several personality traits associated with leadership. Self confidence is a trait that researchers first identified. Self confidence is not only a personality trait it refers to a behavior and interpersonal skill that a person displays in various situations. If a person has self confidence they maintain composure when dealing with a...
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...the leadership style(s) of a senior executive (CEO, CFO, COO, Director, etc.) in your current or previous organization who made a positive or negative impact on you. AT global is a development organization with numerous limbs and work places everywhere throughout the world. It bargains in building development and civil designing extending development of streets, extensions to hydro electric force dams. Authority is a social methodology of impact where an individual can utilize the backing and aid of other individuals in attaining the target of a typical issue or current workload. Authority includes the association of a gathering of individuals to accomplish a typical target; numerous hypotheses of initiative have risen including character attributes, situational and particular cooperation, destination, values, force and different capacities. The hunt of individual attributes and characteristics has been proceeding for a really long time. Most awesome authors of history from Plato's book " Republic" and Plutarch "Lives" all have had a go at noting the inquiry "What qualities and characters recognizes an individual as a pioneer". Underlying the system for this hunt was the distinguishment that of its imperativeness to administration and that initiative is profoundly identified with aspects certain individuals have. It is a thought known as "attribute initiative hypothesis". The attribute initiative hypothesis likewise prompted different types of option authority hypotheses. In consequent...
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...networking throughout all levels and functional areas within Nickelodeon / MTV and parent company Viacom. She was dealt a challenging situation when initially asked to launch the network station in Latin America. Taran is given direction to solicit resources and support from MTV personnel, but these employees are not familiar with the Nickelodeon brand and hold obvious bias toward their own network (MTV). Despite this situation, one MTV employee still gives Taran very high praise for not only involving all departments of the organization, but also for offering the opportunity to contribute their own ideas. Taran’s tendency for extraversion also allows her to infuse a sense of camaraderie amongst the team by launching the Jornadas brand initiative. This is the beginning of a seamless staffing integration that could only be accomplished by an individual who exhibits “high extraversion.” Taran is also extremely motivated by change and by experiencing new challenges. She showed a great deal of confidence navigating the early stages of the Latin American integration. She trusted...
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...change one’s self influencing others to do the same, Reliability derived from responsibility produces trust in others, and Success derived from excellent personal responsibility can display to others how to be successful as well. I define personal responsibility as the ability to govern one ’s self. This is paramount in the nature of all of us as human beings. It becomes the base root ability that defines how we react to everyday and not-so everyday situations. It defines how well we develop life skills. It governs our ability to have a good work ethic, good workout routine, or to quit a bad habit. It’s simply the choices we make about everything. We are responsible every day for something. Whether it be a child, a pet, a job, all of the above, we all have something in our lives we value that takes dedicating some type of discipline to maintain. Maybe it’s a lifestyle we wish to keep or obtain. Either way our personal responsibility is going to be a direct reflection on our ability to govern ourselves for whatever drives us. This specific type of responsibility effects everyone around us either directly or indirectly. Forcing yourself to go to the gym even on the days you don’t really want to can inspire the unmotivated to become motivated. They can aspire to achieve your results or admire your determination and acquire that same drive in them simply because you took the discipline for yourself. Having the personal responsibility to study can result in academic success. Even...
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...Every individual as a human being is, voluntarily or involuntarily, a part of an organization, family and society. By default each human being is social animal and is expected to behave in certain manner within each of these. Also he/she has expectations from other people who are also a part in all of these. For every aspect a human being has a different behavior and a different set of expectations depending on whom is he/she dealing with. Our behavior towards and expectations from our boss will be very different from that of our parents. ORGANIZATION THE COMPANY WHAT IS EXPECTED FROM ME * To be Professional * Be committed to your work and the organization- If working, then one should be committed to his/her work and the organization with whom you are working with. You should not take your work casually. * To be honest- the more honest one is, the more trustworthy you become. * Regular: Treat the organization as your own be regular with the work. An Irregular employee not only ruins his reputation but also hampers the smooth working of the organization. It makes him unreliable. * Value Resources- Value resources of time and money spent by the organisation one works. Value them and respect them. The company allocates and provides resources for the employees progress and development and to provide a better work environment. To misuse the resources is unethical on the employee’s part. * Constant Learner- I will continue the development of myself as a...
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...Inquiries made to observe differences between countries on this index indicate that differences exist both for leaded and leaders, but the results gathered from first type of individuals are more relevant. This is because we are all better observers of our leader’s behavior than of our own behavior. In the study that Geert Hofstede developed for IBM in 1984, the power distance index in Romania is 90, of a maximum of 100, which means that features of a great power distance are well highlighted in our country. Among these traits observed by Geert Hofstede, we mention that inequalities between people are expected and desirable and that people with less power should dep end on the strongest. Regarding education, it is assumed that all the initiatives in class come from the teachers that transfer their own knowledge to students, which treat teachers with respect. Hierarchy in organizations reflects the existent inequality between the ones from the top and the ones from the bottom, centralization being characteristic, and the difference between wages between upper and lower level is very high. The leader is ideally a benevolent autocrat or a good parent, the subordinates waiting to be told what to do and privileges and status symbols for managers are known and expected. In addition, Hofstede states that all countries with a significant power distance have an intern political violence, materializing through revolutions, street manifestations and frequent strikes. (Hofstede, G. 1996, p...
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...The American Dream, the archetypal notion that every US citizen should have an equal opportunity to achieve success and prosperity through hard work, determination, and initiative, is an ideal that most people strive to achieve. Unfortunately, in the past and in modern day, the population that surrounds us has been propelled by conceptions such as racism and gender roles which avert us from obtaining our visions. Classic works of literature including To Kill a Mockingbird, Of Mice and Men, and A Raisin in the Sun accurately display a lack of equality and fair treatment in the sharing of wealth and opportunities by incorporating racism and gender roles into the lives if the characters in the novels. The authors of To Kill a Mockingbird,...
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...forced to reevaluate and redesign it’s organizational culture and organizational structure to avoid bankruptcy. The organizational culture of Apple is one of change; with the drive to outperform and succeed as their major objectives. The organizational structure of the company has also transformed to be more competitive in a critical juncture in the company’s history. Apple is going through major restructuring to regain control of its operations and finances in order to stay competitive on the global market. This paper will describe the organizational culture and structure of Apple (www.fundinguniverse).Organizational Culture, The culture of Apple was based on an ideal that self-motivated individuals will work harder if they do not have a boss micromanaging every action. The unique structure of Apple had allowed it to grow and react more quickly to changes than its competitors. The reason for the quick responsiveness is simple; it is much easier to get a project started if there are only a few people to obtain approval from. Apple initially grew fast, because decisions were made at the lowest possible level. Corporate headquarters made policy and oversaw all activities, but the local employees made the day-to-day decisions on the ground in countries all over the world. This type of top-down philosophy allowed for quick responsiveness and resolutions to situations without involving the corporate headquarters, thus avoiding corporate red tape (Mc Shane and...
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...The New Thinking on Followership and Leadership Philosophy The New Thinking on Followership and Leadership Philosophy Is good followership more important than good leadership? Followership is defined as the ability or willingness to follow a leader. Leadership is an influence relationship among leaders and followers who intend real changes and outcomes that reflect their shared purposes. Effective followers can develop productive leader behavior just as effective leaders shape people into good followers. The new thinking on followership and leadership philosophy is very important In my opinion, good followers are just as important as the leader. According to Daft, “without followers, there are no leaders.” (Daft, 2010, pg. 196) People are followers more often than leaders, and effective leaders and followers share similar characteristics. An effective follower is both independent and active in the organization. To be an effective follower, one must not be alienated, conforming, passive, or pragmatic. Most people think of followers as ‘yes-men’ but this is far from the truth. A good leader would not be considered a good or effective leader if his or her followers always agreed with whatever the leader said. Roger Adair states, “A follower shares in an influence relationship among leaders and other followers with the intent to support leaders who reflect their mutual purpose.” There are five levels of rationale that followers...
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