Monday, December 23, 2019
The Strategies For Managing Interpersonal Conflicts, And...
Dear Joseph and Michelle, I would like to congratulate the both of you on your recent engagement. I am very excited that I was chosen to be a part of your special occasion. My husband and I have been married for 9 years and I can assure you that I am the best person for your situation being that I just finished taking a course on interpersonal communication. Communication is very important in any type of relationship. Marriage is built on having effective communication with your partner. This letter will explain the strategies for managing interpersonal conflicts, and how emotions and nonverbal communication can affect a relationship. I am excited to share with you some of the things I have learned.â⬠¦show more contentâ⬠¦If you want your relationship to blossom and be successful each person will need a strong foundation that they can build their relationship on. Where does your concept of self come from? As stated in the text ââ¬Å"Most researchers believe that who you think you are is a complex mix of how you see yourself; how others see you; what parents, teachers, and peers have told you about yourself that you have recognized and internalized; and what your society or culture tells you that you are or that you should be (Bevan Sole, 2014). It is important to be open minded and always remember that your spouse opinion is not always the same as yours, but it is equally important as yours. You should remember to show the same respect as you would want for yourself. When you and your spouse are communicating use your own words and not someone else. ââ¬Å"A person with high self-concept should experience greater relationship satisfaction and commitment, in part, because of inclusion of other in the selfâ⬠(Lewandowski, 2010). I believe the way you view yourself will determine how you will experience life. Self-esteem consists of your broad sense of self-worth and the level of satisfaction you have with yourself; it is how you evaluate and judge y ourself (Crocker Wolfe, 2001). Having high self-esteem will establish your worth and beliefs about being valuable and capable. You will lose yourself if you become solely dependent on how people feelShow MoreRelatedDefine and contrast the three ethical perspectives. How do the perspectives differ from the ethical theories? What does each ethical perspective tell us about morality and virtue?1405 Words à |à 6 PagesThesis Statement I want to provide strategies for resolving or managing interpersonal conflict within a relationship. Participants will learn about the causes and effects of conflict; evaluate the appropriate use of different conflict management styles; and focus on the application of collaborative, win-win techniques. Body Paragraph # 1 Topic Sentence: Identify the barriers to effective interpersonal interactions. Supporting Evidence: 1. The negative emotions from previous experiences, if notRead MoreChallenges in Interpersonal Relationships976 Words à |à 4 Pagesï » ¿ Challenges in Interpersonal Relationship Class 101 Laura Lyles COM 200 Interpersonal Communication Kenneth Newton April 8, 2013 Challenges In Interpersonal Relationship Class 101 Dear Jace and Kelli, I am thrilled to know that you are taking this class in Interpersonal Relationship. This class is to strengthen and empower you two as a couple as you embark on your new transition of becoming a married couple. Many areas will be covered in this class.Read MoreLetter of Advice2416 Words à |à 10 PagesFinal Paper: Letter of Advice Com 200 Interpersonal Communication March 5, 2012 ââ¬Æ' Final Paper: Letter of Advice Dear Amy and Smith, As you know, I am taking interpersonal communication, and as a close friend of the two of you, I feel that it is only right that I share information I have learned for the marriage you have ahead. I know that you are newly engaged, and this information will prove to be of use in your relationship. We have all heard ââ¬Å"communication is the key in marriage,â⬠and this provesRead MoreCommunication : Effective And Effective Communicator 42025 Words à |à 9 PagesCOMMUNICATOR 4 WHAT IS COMMUNICATION 4 VERBAL COMMUNICATION 4 BARRIERS TO EFFECTIVE COMMUNICATION 4 PROBLEM UNDER COMMUNICATION 5 IMPROVING CONFLICT MANAGEMENT 6 WHAT IS CONFLICT 6 EFFECT OF CONFLICTS 6 CONFLICT STRATEGY 7 PROBLEM UNDER CONFLICT 7 CONCLUSION 8 REFERENCES 11 Abstract International relationship is the nature of interaction, which occurs between two or more people. ââ¬ËInterpersonal skills reflect our ability to interact effectively with other people. Interpersonal skills are a necessityRead MoreCommunication : Understanding Interpersonal Communication1554 Words à |à 7 PagesI. Introduction AND Thesis Statement Communication is the number one key in a relationship, especially when you re talking about marriage. I would like to take this moment to say congratulation on your recent marriage. I want to tell you that communication helps build a healthy personal foundation by implementing small talk in helping resolve conflicts through growth and helps reduce any barriers that prevent you from having a happy, successful marriage. Remember that no one is perfect at communicatingRead MoreInterpersonal Communication Paper2712 Words à |à 11 PagesUniversity CA104 Interpersonal Communication Spring II Term 2012 Interpersonal Communication Report SCOTTIE PENNINGTON 05/05/2012 Interpersonal Communication Report Outline I. Interpersonal communication can be defined a number of ways, but it is usually described as communication between or among connected persons or those in a close relationship. I have reallyRead MoreCommunication Is Intentional Or Unintentional? Essay1438 Words à |à 6 PagesInterpersonal Relationships First, communication is unavoidable. We communicate for many reasons to reach practical goals. Most communication is intentional. Communication can be unintentional too through the use of nonverbal communication and word choices. An important principle of communication is people are not mind readersâ⬠¦people judge you by your behavior and not your intentâ⬠(King, 2000). Regardless of whether communication is intentional or unintentional there are strategies for avoidingRead MoreThe Relationship Between Emotional Intelligence And Conflict Management Style4185 Words à |à 17 PagesTHE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND CONFLICT MANAGEMENT STYLE 1. Introduction Conflict is not something new to us. Every single day we might involve in the conflict. Conflict has occurred since the existence of human beings. Conflict occurred either in person or between other individuals. Conflict can happen when we faced negative situation with family, colleagues, supervisor, customers and others. The early approach of conflict assumed all conflict was negative and toRead MoreCommunication Skills2217 Words à |à 9 PagesModule: Interpersonal Skills Student: Indiyana Saad Tutor: Pauline Pearsons Assessment name: interpersonal communication skills Term: 1 Year: 2008 Assessment: 1 Assessment Type: Essay Word Count: 1929 Date due 21/04/2008 Details of Assessment Discuss the following statement in the light of the theory covered in this module: Communication is not an easy process. It involves verbal and non-verbal attempts to assist the other person to understand what we are trying to communicate. Yet it often failsRead MoreComg 151 Study Guide2593 Words à |à 11 Pages* YOU à WILL à NEED à TO à BRING à A à NUMBER à 2 à PENCIL. Chapter à 1 à ââ¬â à Communication à Perspectives 1. Why à is à communication à important? ââ" Communication à is à inescapable à and à we à spend à 80% à -à à 90% à of à our à waking à hours à communicating 2. What à are à the à communication à models à and à how à have à they à evolved? à Know à the à models discussed à in à mass à lecture! ââ" Communication à as à Action ââ" Communication à as à Interaction ââ" Communication à as à Transaction 3. What à are à the à components à of à the à models
Sunday, December 15, 2019
Why Is This Topic a Controversy Today Free Essays
Why is this topic a controversy today? Social media is considered to be any website that allows social interaction. (pediatrics) These include Facebook, MySpace, Twitter, YouTube and gaming sites to name a few. Social media is a controversial topic, as it is believed that the youth of today spend far too much time using social media instead of interacting face -to-face with people. We will write a custom essay sample on Why Is This Topic a Controversy Today or any similar topic only for you Order Now Therefore it is possible that they lack the proper communication skills they will require to be successful in life. Most jobs require face-to-face interaction. Children have too much access too and are spending too much time using forms of social media. 52% of all children now have access to one of the new mobile devices at home (smartphone, ipad, etc. ) (commonsensemedia. org) According to a recent poll, 22% of teenagers log on to their favorite social media site more than 10 times a day and more than half of adolescents log onto a social media site more than once a day. pediatrics) By the age of 5 more than 50% of children regularly interact with a computer or tablet device, and by 7 or 8 they regularly play video games and teenagers text an average of 3,400 times a month. (www. cnn) These are just a few of the available stats to support the inappropriate amount of time spent on social media of the youth today. It is through the childhood and teenage years that one develops socially and emotionally. It appears that most of this generationsââ¬â¢ social and emotional development is occurring while on the Internet and cell phones. 75%of teenagers now own cell phones, and 25% use them for social media, 54% use them for texting, and 24% use them for instant messaging. (pediatrics) According to another study, kids that spent more time using social media reported lower grades, and lower levels of personal contentment, more likely to get in trouble, more sad, and more bored. (commonsensemedia. rg) A major controversy is that some children are accessing inappropriate sites as there are no protective safeguards to prevent this. One such example is Facebook which requires users to be at least 13 years of age to open an account. Last year more than 7. 5 million American kids under the age of 13 had joined Facebook. (www. cnn. com) The time spent using social media takes a child/youth away from actual physical activity. We are already considered to have a large obese population; this will just continue to foster that. This in turn leads to other problems such as increased health issues and in turn increased medical costs for a society that already has a health system that is being taxed due to insufficient funding and staffing. A final but very significant area of controversy due to the use of social media by todayââ¬â¢s youth is the increase in cyber bullying. It is far easier to say something online than it is to someoneââ¬â¢s face. There are several alarming statistics with regard to cyber bullying. Below are just a few from the site (www. internetsafety101. rg) -66% of teens who have witnessed online cruelty have also witnessed others joining:21% say they have also joined in the harassment -52% of parents are worried their child will be bullied via social networking sites -1 in 6 parents know their child has been bullied through a social networking site -one million children were harassed, threatened or subjected to other forms of cyber bullying on Facebook during the past year. How are children and youth being represented? Children are being represented as the major users of social media, and therefore they are focusing their sites to attract the child users. Children are drawn to use social media as it is a very human need to be heard and connect with others and there is a desire to make a difference and influence the world around them. (blog neilson) Although there are many negatives attached to social media, one of which is that social media takes children and youth away from reading traditional books. Another side of this equation is to find innovative ways to use social media to motivate children and youth to learn about books or obtaining information from other sources than traditional reading material. How to cite Why Is This Topic a Controversy Today, Papers
Saturday, December 7, 2019
Business Decision Analysis Process and Methodology
Question: Describe about the business decision. Explainthe review of the process and methodology. Answer: Currently, there is a trend in the world on transforming organizations. This has created a hard task for the managers and other leaders of the organizations in leading these organizations to the future. Personnel development, decentralization, and involvement are some of the ways coordination is maintained in the organizations, and this ensures continuous productivity (Hagenow 2010). Significant changes that have been occurring in organizations has been for purposes of focusing on sustainability as a method of organizational development. The process of managing sustainability has been a challenge for the organizations since they are required to create a framework that combines its economic performance with environmental and social aspects. Sustainable development in organizations is important to achieve and retain economic success by ensuring that the organization is marketable. In recent years, the number of organizations undertaking organizational restructuring has increased. However, studies have shown that the restructuring is not adequate in ensuring the sustainability and development of the organizations. Organizational transformation is achieved best through the implementation of new cultures and climate in the organization and this improves the values and beliefs of the employees(Almond Ferner 2010). Another proper role in the restructuring of organizations is the change and implementation of management practices. Also, understanding the functionality of the top management jobs provides the organization with a proper way of restructuring thus ensuring its competitiveness in the market. Organizational transformation planning entails all the activities the organization needs for purposes of ensuring new strategies, business models and the technology to ensure the process is successful(Machaba2013). There are some key principles on organizational transformation planning and implementation. The key principles include effective planning, committed sponso rship, proper objectives, engaged stakeholders, and proper resources and support(GreenButkus2013). This organizational transformation plan will entail determining the strategy of restructuring through team meetings, review of the methodology process, acquisition of data, apply the methodology to develop the proposal, submission of the confidential peer rating, and SCA and PCA assessment of my peers. Determination of the strategy The identification of the strategy to use in the organizational transformation process was decided after carrying out a brainstorming meeting with the team members. The strategy was determined depending on several factors. The first is the degree of resistance; there is always a group of people in the organizations that are always resistant to any change due to self-interests, poor communication, feeling that they are excluded in the process, and training death(Washington,Hacker Hacker 2011). However, managers who are experienced are well aware of this issue and conduct research first, on who will resist any organizational restructuring(Strebel 2012). Dealing with resistance includes imposing proper communication and education, ensuring participation and involvement from the resistant group, manipulation, facilitation, and negotiations and agreements. The second factor in determining the strategy to be used in the restructuring process is the target population. Organizational transf ormation always has the people or population that are targeted in the process, and this population can be reached properly depending on the strategy used. Different population targets can be reached by different strategies of restructuring thus the population has to consider in the planning process and in meetings before the strategy is determined(Levy Merry 2011). The time frame is also a significant factor about the strategy to be used in organizational transformation. Some strategies of organizational transformation take more time compared to others and. Therefore, the time frame provided in the plan or by management is a major factor in the determination of the scope or strategy. If the organization needs the restructuring process over a short period strategies that are simple and faster to execute are chosen. However, if the organization needs its restructuring process to take a longer period, then complex strategies that require careful planning and implementation are chosen (Fletcher 2015). The fourth factor in the determination of the strategy an organization can use in restructuring is the expertise. Skills and knowledge are critical for the organization to achieve its restructuring goals. Different strategies require a different set of skills in the process of organizational transformation. If the expertise available is not good, then the planning team has to choose a simple and easy model of restructuring. However, if the skills and knowledge available are of high standards, then complex strategies of organizational transformation are chosen. Dependency is the fifth factor of consideration in the choice of the right scope for organizational restructuring. The need for cross-dependency among various departments in the organization creates a major problem in the restructuring planning and execution. The strategy to be used in restructuring is very critical and therefore the issue of cross-dependency should be put into consideration(Whitsett Burling 2014). Some strategies of organizational transformation can even lead to some departments being done away with, and if other departments were depending on it, then there will clearly be a problem. Before we chose the strategy in our brainstorming meeting, we considered this aspect. Finally, the stakes involved comes in as a factor in the determination of the strategy to be used in restructuring. If the stakes involved in the organization trans formation are high, then different methods are chosen as compared to if the stakes involved are low. High stakes involve choosing of complex strategies of organizational transformation that need careful and proper planning and execution while low stakes will lead to the simpler strategies of organizational transformation being chosen. With all these factors considered, and after several discussions in the brainstorming meeting, the team was able to come up with the scope or strategy to be used in restructuring for the case of XYZ Company. The team was able to choose the horizontal process redesign for restructuring XYZ Company. It is a simple strategy to implement and several of the factors above, for example, the aspect of resistance to restructuring made us chose the strategy. Review of the process and methodology The horizontal process redesign is the reconfiguration of the organization for gaining competitive advantages and significant improvements in the quality and production of the organization(Fry 2012). This restructuring strategy is based on the knowledge and foundation of system thinking. System thinking is an important aspect as it provides the organizations with a new process as opposed to the traditional processes of viewing organizations. Also, system thinking provides the connections between the important aspects of the organization and how the aspects have to be balanced to achieve desired restructuring results. It tries to show and evaluate how several organizational aspects are related and how they depend on each other to enable maximization of its effectiveness. Its functionality is opposed to the traditional methods where each aspect or department in the organization sets its goals and aims to achieve them. Proper management of a system or organization requires proper knowledge of how all the components within the organization are interrelated(Espejo2011). The horizontal redesign is similar to total quality management as it allows organizations to be viewed as being incorporated into several processes that produce desired results for the customers. Horizontal process redesign focuses on the essence of restructuring a small number of aspects of the organization that still cross the traditional boundaries. The understanding of the horizontal process has, however, has been seen as the process of restructuring all the three levels of the organization top, middle, and bottom. However, for the organization to avoid the issue of sub-optimization, it is advised that it should start from the top(Washington Hacker 2011). Several models have been put forward in the horizontal process of organizational transformation. For the XYZ Company, we decided we would implement it using the Meyer model. Data collection Data collection is an important aspect in carrying out research and planning of organizational transformation. Sources of data for organization restructuring were from functional impact spreadsheets, which provide a date in the form of spreadsheets to aid in critical decision making in the restructuring process. Project meetings are the other sources of data where the team members gather and brainstorm providing important and first-hand data, to be used in planning of the organizational transformation of XYZ Company(Herson2013). Site visits is another method that will be used by the team to gather important data. Site visits involve physically visiting departments and conducting interviews to identify flaws and any problems in the company, and this will help us in establishing the main areas that need restructuring. Questionnaires will also be formulated and sent to employees of the company. From the feedback of the employees, the organizations planning team will be able to establish the departments that need restructuring or production methods that need restructuring. Technical requirements of the associated software can provide a good source of data to be analyzed and thus enable effective restructuring of the company. With all the methods and sources of data collection identified the team then starts the data collection process within a set period and all the data collected is required to be submitted for analysis. Methodology application This Mayer model strategy involves several steps (Keen 2013), which are: Phase one: Problem recognition Recognizing of the performance gaps- for the organization to consider the fast cycle time for implementation of organizational transformation it is important to point out any performance gaps in its functionality. The performance gap can be in management, capital or the performance of competitors. If the gap has been established to be large enough for the organization to peruse then the management need to be informed and all the involved executives are educated on fast cycle time and how to achieve it. The aspect of a performance gap is determined based on site visits, benchmarking and getting information from suppliers and customers. Phase two: Strategy development Strategic alignment- this step is carried out for ensuring that the structure, objectives, and strategy of the organization are well established and ensured that they are aligned with each other. The management should be in opposition to show the organizational value proposition. Fast cycle time should be incorporated into other initiatives that are already running in the organization for example initiatives that are quality related. Identification and selection of processes to be used in value delivery. The team leaders then will select the processes of value delivery that need restructuring. It is important to focus on all the aspects of the organization to enable proper selection of the value delivery processes. Also, a structure is established for managing the overall issue of restructuring. Phase three: Launch Selection and implementation of multifunctional teams- the multifunctional teams are the work structures that are permanently put in place of the present functional organization. The teams create a culture of value delivery to the customers, a place of iterative learning, and a flexible tool for managing organizational transformation. The multifunctional teams are used for running the organization and product development. Designing the process of fast cycle time- after the multifunctional team has created a strategy of how the process works at present, the process needs analysis, and all the activities that do not provide any value are extracted. The team then has the responsibility of restructuring the strategy, and a new map is drawn. All the structures in the should map are defined and then implemented. Implementation of the process measurements- this step involves shifting the measures of performance of the company to allow monitoring of cycle time. These measures show the employees on the management consideration regarding the transformation process, and thus, they should be kept to just a few people. Phase four: ongoing management restructuring Ongoing strategy and monitoring of the implementation process- the individuals on the top of management are not in a position to delegate fast cycle time in the transformation process. As the restructuring process goes on, new and harder challenges will often arise and thus the requirements for new solutions. Monitoring of the restructuring process is a very important step as it ensures correction in case of any mistakes made and thus an efficient and effective transformation process. Confidential Peer Rating The design of the organizational transformation plan is a team effort and contributions of the team members have to be equal. However, this is not always true. To create fairness to individual members of the team, there might be a need to raise or lower the grade for the individuals who have given more or less contribution(Sethi King 2012). Any adjustments are made on the confidential peer evaluation. Each team member is given a form which is to be completed and submitted. Confidential peer rating is assigned based on his or her performance. The ratings are as follows 5-exceptional, 4-very good, 3-acceptable, two okay but need work, and 1-unacceptable(West Markiewicz2014). Team member initial: C.K Rating 3 Dependability- the person is dependable and can be counted to do his or her fair share of the job on time. 4 Effort- the person works hard on the assigned task. 2 Team player- the person listens and respects the ideas of others. 4 Quality- the person produces high quality work with no need of rework. 2 Initiative- the person helps others and shows initiative in the team TOTAL = 15 Team member initial: M.T Rating 4 Dependability- the person is dependable and can be counted to do his or her fair share of the job on time. 3 Effort- the person works hard on the assigned task. 4 Team player- the person listens and respects the ideas of others. 2 Quality- the person produces high quality work with no need of rework. 4 Initiative- the person helps others and shows initiative in the team TOTAL =17 Team member initial: C.B Rating 3 Dependability- the person is dependable and can be counted to do his or her fair share of the job on time. 2 Effort- the person works hard on the assigned task. 4 Team player- the person listens and respects the ideas of others. 5 Quality- the person produces high quality work with no need of rework. 4 Initiative- the person helps others and shows initiative in the team TOTAL =18 Team member initial: B.C Rating 2 Dependability- the person is dependable and can be counted to do his or her fair share of the job on time. 2 Effort- the person works hard on the assigned task. 2 Team player- the person listens and respects the ideas of others. 2 Quality- the person produces high quality work with no need of rework. 2 Initiative- the person helps others and shows initiative in the team TOTAL=10 Team member initial: D.O Rating 3 Dependability- the person is dependable and can be counted to do his or her fair share of the job on time. 3 Effort- the person works hard on the assigned task. 2 Team player- the person listens and respects the ideas of others. 2 Quality- the person produces high quality work with no need of rework. 2 Initiative- the person helps others and shows initiative in the team TOTAL = 12 Team member initial: W.L Rating 4 Dependability- the person is dependable and can be counted to do his or her fair share of the job on time. 3 Effort- the person works hard on the assigned task. 3 Team player- the person listens and respects the ideas of others. 3 Quality- the person produces high quality work with no need of rework. 2 Initiative- the person helps others and shows initiative in the team TOTAL = 15 References Almond, P., Ferner, A. (2010). American multinationals in Europe: Managing employment relations across national borders. Oxford: Oxford University Press. Hagenow, N. R. (2010). Management restructuring: Options and opportunities. Levy, A., Merry, U. (2011). Organizational transformation: Approaches, strategies, theories. New York: Praeger. Herson, J. (2013). Industrial restructuring of small firms. Oxford, Eng.: Pergamon Press. West, M. A., Markiewicz, L. (2014). Building team-based working: A practical guide to organizational transformation. Malden, MA: Blackwell Pub. Fletcher, B. R. (2015). Organization transformation theorists and practitioners: Profiles and themes. Fry, R. E. (2012). Appreciative inquiry and organizational transformation: Reports from the field. Westport, Conn: Quorum Books. Kaplan, R. S., Norton, D. P. (2014). The strategy-focused organization: How balanced scorecard companies thrive in the new business environment. Boston, MA: Harvard Business School Press. Sethi, V., King, W. R. (2012). Organizational transformation through business process reengineering: Applying the lessons learned. Upper Saddle River, N.J: Prentice Hall. Machaba, L. L. (2013). Business restructuring: Some reflection on tranfers of employment contracts in the context of outsourcings. Green, T. B., Butkus, R. T. (2013). Motivation, beliefs, and organizational transformation. Westport, Conn.: Quorum Books. Moynihan, D. P. (2011). Business and society in change. New York: American Telephone and Telegraph. Keen, P. (2013). Organizational transformation through business models: A framework for business model design. AÃÅ'Ã
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boAkademi University. Strebel, P. (2012). Breakpoints: How managers exploit radical business change. Boston, MA:Harvard Business School Press. Uhl, A., Gollenia, L. A. (2012). A handbook of business transformation management methodology. Farnham, Surrey, England: Gower. Williams, C. (2013). Effective management. Australia: Southwestern. Zilka, C. (2010). Business restructuring: An action template for reducing cost and growing profit. Hoboken, NJ: Wiley. Espejo, R. (2011). Organizational transformation and learning: A cybernetic approach to management. Chichester: Wiley. Washington, M., Hacker, S., Hacker, M. (2011). Successful organizational transformation:The five critical elements. New York: Business Expert Press. Whitsett, D. A, Burling, I. R. (2014). Achieving successful organizational transformation.Westport, Ct: Quorum Books.
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