Business Skills for Success - Admission/Application Essay Example

?Running head: Business Skills Business Skills for Success This paper aims to look into ten business skills and practices to ensure organizational success. First, the concept of business ethics is highly beneficial to apply as it can provide companies with the competencies that are useful for both doing business and systematically understanding contemporary societies. As such, their ability to handle ethical situations is enhanced. The concept of time management has been often linked to work activities and such term has also been expanded to integrate personal activities. Therefore, the processes of planning and setting goals, allocation of tasks, analysis of the time spent, scheduling, and monitoring are all highly significant. The ability of employees, managers and teams to demonstrate effective listening skills has been identified as a fundamental skill in the workplace. Listening has been defined as a vital connection that is necessary for employees and managers to interpret information and transform it into actions and strategies. The effectiveness and productivity of organizations also depend on its capacity to deal with and adapt to stress in the workplace. The role of the management is then emphasized, for identifying the cause of stress and putting into effect useful policies and procedures that will contribute to the management and reduction of stress. Problem solving has also been considered as a crucial concern for organizations over the years, instigating research that generated various theories and suggestions on how to conduct problem solving at work. These included a cognition-oriented approach to problem solving, knowledge management, and creative problem solving. With regards to cultural diversity, in order to achieve favorable outcomes with diverse co-workers, there is an important need for multicultural employees to recognize and understand the cultures that they are working with. It is also relevant to exhibit appreciation for the varying attitudes, beliefs, values, and experiences. Meanwhile, gender sensitivity in the workplace can be demonstrated through the integration of both gender equality and gender equity. In addition, the role of management and leadership is emphasized to bring about consistency and effectiveness in the accomplishment of tasks within the workplace. Entrepreneurship skills can be linked to the creation and use of an opportunity, pursuing such chances despite a limited number of resources. It also entails individuals to recognize their needs and wants along with the possible risks and challenges. Finally, business etiquette has been strongly associated with both the written and unwritten policies of conduct which allow social interactions to be efficiently facilitated. This can be exhibited through favorable coworker interactions, physical appearance and small gestures. As such, these business skills and practices are of great importance in contributing to organizational success and survival. Introduction It can be generally acknowledged that the increasing demands and pressures experienced by organizations have led them to identify strategies for enhancing their business activities. Most often, such practices are concerned with employee and customer outcomes as these are the main contributing factors to organizational success. The following sections then look into the various components that are evident in the workplace and can aid in the accomplishment of business-related goals and objectives. While some of these are concerned with the technical and functional skills of organizational members, others emphasize the need for relational skills and favorable attitudes and characteristics. Majority of these business practices also underscore the need for favorable interactions, skills and knowledge development, as well as effective management to ensure the success of organizations. These also focus on the understanding of different working styles and habits along with the establishment of strong relationships among managers, employees, and customers. All these factors have been found to enhance organizational performance, hence the need to further examine their determinants and outcomes. As such, the following sections will focus on 10 components that play an important role for business success. These include business ethics, time management at work, listening skills, stress in the workplace, problem solving, cultural diversity, gender sensitivity in the work place, leadership / management, entrepreneurship, and good business etiquette. Business Ethics Much of the controversy concerning the conceptualization of business ethics has been brought about by a lack of understanding with regards to the definition of ethics in the workplace. Ethics is associated with a focus on morality and the use of reason to clarify certain principles and rules which differentiate right from wrong in a given situation (Duska, 2007). As such, morality plays an important role in business ethics. Morality places an emphasis on the beliefs, values, and norms integrated in social processes that determine right or wrong among individuals. Business ethics have become an increasingly crucial topic owing to the fact that consumers, the media and other involved groups have been demanding that organizations carry out a more ethical and ecological manner of conducting business (Weiss, 2009). These firms have also recognized that business ethics can bring about positive outcomes for both the community and the organization itself. The influence and power of business organizations have considerably increased over the years. Therefore, an understanding of business ethics is highly important for the public to understand such developments, its implications and ways with which such situations can be addressed. Through business ethics, organizations also increase their ability in providing noteworthy contributions to the society through the products and services. Provision of employment opportunities, paying of taxes, and taking on roles as drivers for economic development can all be associated with business ethics. Because business malpractices are likely to cause harm on people, communities and the environment, business ethics then seek to improve human conditions (O’Neill, 1998). Organizations have experienced the demands that are asserted by stakeholders and business ethics can provide managers with the means to understand and address such challenges and meet ethical expectations. The concept of business ethics is, therefore, highly beneficial to apply as it can provide companies with the competencies that are useful for both doing business and systematically understanding contemporary societies. As such, their ability to handle ethical situations is enhanced. Time Management at Work Certain transformations at work have been witnessed in the past years, transforming the dimension of time (Kamp and Lund, 2008). While industrialization has emphasized the duration of a working day and its impact on the relationship between employers and their employees, work flexibilization and task orientation has become fundamental factors that are considered as more relevant than time spent in the workplace. Moreover, new concepts for management have suggested that employees can now enjoy autonomy as to where, when, and how they will carry out a given task. Therefore, one’s management of time has become greatly important. Time management encompasses a number of processes, such as the setting of goals and priorities, planning of activities, and establishing commitment towards the organization. Individuals who do well in managing their time tend to schedule many objectives that are to be achieved in a specific period of time; they are also likely to constantly monitor the use of their time (Waller, Conte, Gibson, and Carpenter, 2001). Such individuals also seek to accomplish more goals than the given time will permit and are likely to make use of working strategies which allow them to enhance personal efficiency. Conflicts concerning time are evident in the working lives of employees in any industry, and such conflicts underscore the need for effective time management. For example, there is often a contradiction between long-term tasks that entail consistent periods of time (slow time) and tasks that should be addressed immediately (quick time). This then suggests that employees must be capable of carrying out useful strategies to prevent imbalance between such tasks (Kamp, Lund, and Hvid, 2011). On the whole, time management can be associated with the act of applying control over the time that is allocated for different activities in order to boost productivity. At work, time management can be facilitated through various skills, methods, and tools for employees to accomplish tasks and goals. While the concept of time management has been often linked to work activities, such term has also been expanded to integrate personal activities. Therefore, the processes of planning and setting goals, allocation of tasks, analysis of the time spent, scheduling, and monitoring are all highly significant. Listening Skills The ability of employees, managers and teams to demonstrate effective listening skills has been identified as a fundamental skill in the workplace (Coopman, 2001). According to research, listening is of paramount importance for organizations to obtain success. Listening has been defined as a vital connection that is necessary for employees and managers to interpret information and transform it into actions and strategies (Drollinger, Comer, and Warrington, 2006). In previous studies, such as that of Maes, Weldy, and Icenogle (1997), listening skills along with the ability to follow instructions were ranked by managers as the most important skills which lead to managerial success. In addition, out of all forms of communication, listening plays the most relevant role in the employees’ judgment of each other’s communication effectiveness. It was also found out that listening was considered by employees as one of the most crucial attributes for competent communication. In addition, it was asserted that being aware of the communication climate between organizational members can further enhance their performance. Because workers perceive that their co-workers and managers are responding to their ideas, these individuals tend to feel more appreciated in the workplace; consequently, this can increase their commitment to exert more effort at work (Senecal and Burke, 1992). Employees who demonstrate effective listening skills can establish meaningful conversations and long-term relations with customers (Drollinger et al., 2006). Problem solving along with coordination at work can also be facilitated through listening. The effects of listening skills on financial performance were also examined with which it was found out that positive learning environments improved group work, which consequently resulted to an increase in profits (Johnston, Reed, Lawrence, and Onken, 2007). Therefore, these findings suggest that demonstrating listening skills in the workplace is of great importance in developing a workforce characterized by high performance and organizational success. Stress in the Workplace A stress-filled working environment can bring about adverse outcomes on the organization. Also referred to as occupational stress, the stress experienced at work is characterized by the perceived gap between work-related demands and an individual’s ability to perform and address such demands (Dolan, 2007). Stress has been a growing concern in numerous organizations, affecting the overall health and performance of employees. It is, therefore, highly significant for the management to demonstrate their support for promoting the wellbeing of their workers to reduce the negative outcomes on productivity. Most often, there are two types of stress at work: the acute stressors which are short-lived and can be addressed immediately, and the chronic stressors which can have a prolonged impact on the individual (Smith, Jaffe-Gill, and Segal, 2009). Chronic stress can often be brought about by various factors, including job demands associated with time pressure, task requirements, as well as the amount and level of difficulty of such work. Social demands can also affect stress levels as these are associated with the perceptions of an employee with regards to social network support. Inadequate or excessive social stimulation can bring about stress. Although social demands can negatively affect one’s psychological health, the right amount of support from co-workers, family members, and friends can balance or reduce the negative effects of stressors (Smith et al., 2009). On the whole, stress can bring about unfavorable effects on the physical, mental, emotional, and behavioral aspects of an individual, including memory problems and reduced ability to concentrate due to worrying, weakened immune system, depression and irritability, as well as isolation from others and substance use, to name a few. Therefore, it is of great importance for stress levels at work to be monitored by managers on a regular basis. When overlooked, stress will continue to increase rates of absenteeism and turnover rates, and reduce productivity and levels of quality. The effectiveness and productivity of organizations mainly depend on its capacity to deal with and adapt to stress in the workplace. The role of the management is then emphasized, for identifying the cause of stress and putting into effect useful policies and procedures that will contribute to the management and reduction of stress (Carr, Kelley, Keaton, and Albrecht, 2011). Problem Solving Problem solving competencies, especially in certain settings such as in one’s workplace, have been asserted to be of great importance in the achievement of organizational effectiveness. It can contribute to personal satisfaction as well. An increase in collaboration and communication across borders has brought about increased demands as well for more effective problem solving strategies as the concept of problem solving has been directly linked to the competitiveness of an organization. Problem solving has been considered as a crucial concern for organizations over the years, instigating research that generated various theories and suggestions on how to conduct problem solving at work. These included a cognition-oriented approach to problem solving, knowledge management, and creative problem solving (Gray, 2001), to name a few. An innovative approach for problem solving at work, for instance, has been suggested to have a transformative impact on organizational success. Contrary to traditional notions, problems do not often necessarily carry the negative associations as suggested by its common definition. For instance, basing on the literature on knowledge management, problem solving can provide organizations and their employees with an opportunity to improve. This may not essentially be brought about by the identification of the best strategy to address a problem. As such, problems and failures can further increase the experience of firms in responding appropriately to future problems (Treffinger, Selby, and Isaksen, 2007). Consequently, problem solving can provide opportunities for development at an employee and organizational level. Individuals who demonstrate effective problem solving skills also exhibit abilities in learning, critical thinking, and creative thinking. They are also capable of quickly and correctly responding to a situation despite little or no supervision. Nonetheless, the skills for problem solving can be further improved in the workplace. Previous findings, for instance, have indicated that a joint approach in dealing with a problem is effective, with individuals negotiating and establishing a shared process for addressing their concerns. This further implies the use of action and language in sharing understanding and coordinating activities to bring about outcomes that are mutually satisfactory (Rochelle and Teasley, 1995). It has also been suggested that the person’s representation of a problem can determine how he solves it (Schunn, McGregor, and Saner, 2005). Therefore, developing a common ground is highly significant in addressing organizational problems. Cultural Diversity The international business environment has brought about considerable pressures for workforce members to exhibit a high level of professional expertise, particularly in dealing with cultural diversity (Matveev and Nelson, 2004). Cultural diversity is associated with various cultures demonstrating respect for their differences; moreover, it can also refer to the range of cultures present in a specific area, recognizing the presence of different cultures. There has been an increase of organizations that rely on culturally diverse employees, hence the need to develop effective intercultural relationships and meet the needs and expectations of each culture. Cultural diversity in the workplace can result to enhanced organizational performance, productivity, and effectiveness (Pires, Stanton, and Ostenfeld, 2006). Consequently, in order to achieve favorable outcomes with diverse co-workers, there is an important need for multicultural employees to recognize and understand the cultures that they are working with. It is also relevant to exhibit appreciation for the varying attitudes, beliefs, values, and experiences (Soderberg and Holden, 2002). Owing to the increased reliance of international firms on workforce members who are culturally diverse, this can encourage such companies to increase their employees’ understanding of how a number of activities and processes, including effective communication and adequate training, can be considered as contributing factors to achieve success in a multicultural workplace. An ethnically diverse workplace can play a significant role in the achievement of success among companies, particularly due to increased flexibility and receptiveness along with utilization of resources which firms expect from them (Marquardt and Horvath, 2001). However, the effective management of cultural differences and the possible conflicts that it can generate has become a complexity for numerous international companies. Cultural diversity can cause misinterpretation of information, hence disagreements and misunderstanding along with unhelpful relationships, and low levels of performance. As such, this highlights the need for employers and managers to efficiently exercise control and focus on coordination matters. They should also be capable of establishing strong communication and retaining a high level of workforce consistency. Gender Sensitivity in the Work Place Although gender equality has been accepted by the society as one of the most pertinent social objectives, there have been many individuals who still bring about disagreement in the attempt to establish equality owing to their moral beliefs and ideals (Huffman, Cohen, and Pearlman, 2010). Gender sensitivity in the workplace is then demonstrated through the integration of both gender equality and gender equity. Gender equality is associated with the freedom of individuals to develop their abilities and make personal choices with no limitations that are established by gender roles. The various needs, goals, and behaviors of both men and women should equally be considered and valued as well. Gender equity emphasizes the unbiased treatment of individuals based on gender with which equal rights, responsibilities, opportunities, benefits are provided to all (Rubino, Settles, and Stewart, 2009). Gender sensitivity can also be demonstrated through the absence of difficulties and discrimination in achieving political, economic, and social involvement on the basis of gender. The commitment to promote gender sensitivity has been examined in the past and various activities and processes have been highlighted to promote equality in both genders. For example, the provision of improved flexible work options were said to allow men and women in achieving an improved sense of balance between home and work. The increased flexibility and improved childcare assistance for both working mothers and fathers are aimed to encourage and facilitate their work. It is, therefore, important for organizations to address such issue of work and life balance as well as flexibility for both men and women (Young, Vance, and Harris, 2007). Increased training opportunities for not only men but women as well, along with the creation of conditions that are appropriate for the development of both genders have been deemed as a strategy for gender equality as well. With this, both the technical and ‘soft’ skills (e.g. communication skills, relational skills) are improved, enabling both men and women to take on tasks using adequate competencies. Such strategies can then imply that companies recognize the needs and expectations of both their male and female employees. Leadership / Management Owing to the changes brought about by globalization and technological advancements, there has also been an increased need for companies to exert more efforts in maintaining a strong workforce whilst dealing with the challenging demands and complex requirements of customers (Nielsen, Randall, Yarker, and Brenner, 2008). These concerns have then urged organizations to implement effective strategies for management and leadership, especially as these have often been attributed to positive outcomes, including increased performance and productivity, efficiency, and commitment among employees, hence increased likelihood to achieve organizational success. Managers and leaders, as such, play a crucial role for any company. It has also been asserted that leadership and management should go together. Managers play an important role in the workplace as they not only assign tasks but also define the main purpose of the organization. Through effective management, work is facilitated to maximize efficiency as well as to hone employee skills and encourage positive results. However, due to the previous findings which asserted that leaders have a more innovative and dynamic approach to facilitating tasks in the workplace, more studies have examined the concept of leadership as well. Generally, leadership has been defined as behavioral process that seeks to serve as an encouraging influence and inspiration for employees to accomplish their objectives. Such definition, therefore, places an emphasis on the leaders’ vision and mission as well as the interactions and relationships they have established with their followers (Odom and Green, 2003). For leaders to create favorable outcomes, it is relevant that they understand how motivation works. They are also expected to maximize the potential of their followers. Leaders should possess the attitudes, values, and goals which are important to instigate all necessary changes. The retention of empowered workforce members is also expected from effective leaders (Jung and Sosik, 2002). The vision which they put forward as well as the principles that they live by and demonstrate to their employees are all contributing factors when making decisions that will benefit the entire organization. When a workplace lacks leadership, this can result to negative occurrences, such as poor decision making (Bennett and Anderson, 2003), low employee motivation, and lack of commitment. On the whole, the role of management and leadership is emphasized to bring about consistency and effectiveness in the accomplishment of tasks within the workplace. What is Entrepreneurship? The conceptualization of entrepreneurship can be linked to an emphasis on the acceleration of economic development. It refers to the process of delving into the opportunities found in the market place along with the preparation and organization of resources that are necessary for exploiting such opportunities to obtain long-term gains. Identifying opportunities has been noted as one of the most crucial abilities in successful entrepreneurship (Ardichvili, Cardozo, and Ray, 2003). As asserted by Gaglio and Katz (2001), “understanding the opportunity-identi?cation process represents one of the core intellectual questions for the domain of entrepreneurship” (p. 95). Past research has also identified that opportunity identification has been attributed to prior knowledge, entrepreneurial alertness, entrepreneurial cognition, social networks, as well as possible financial rewards. Social networks, for instance, play an important role in the access and reduction of the costs of the resources that are used for the entrepreneurial activity (Portes, 1998). They can also enhance knowledge by providing information regarding new opportunities and enable entrepreneurial activities to become more rewarding (Johannisson, 2000). In addition, prior knowledge, described as an individual’s information about a certain matter and provides him with the ability for identifying particular opportunities, can also influence the success of an entrepreneurial activity (Shane, 2000). In addition, potential financial reward can also have an impact on one’s business venture as it can motivate people to recognize opportunities owing to the possibility of gaining financial rewards. All in all, entrepreneurship can be associated with a number of important processes, such planning, organizing, utilizing opportunities, and taking risks. Most often, it is also described as the ability of taking risks in an independent manner to acquire considerable earnings in the market. Therefore, entrepreneurship has been characterized as an innovative ability and response to what is happening in one’s environment. On the whole, this concept can be linked to the creation and use of an opportunity, pursuing such chances despite a limited number of resources. It also entails individuals to recognize their needs and wants along with the possible risks and challenges. Consequently, the effective use of resources will enable people to develop and carry out innovative ideas for a well-planned business venture. Good Business Etiquette Business etiquette is strongly associated with both the written and unwritten policies of conduct which allow social interactions to be efficiently facilitated (Baldridge, 2003). This can be exhibited through coworker interaction, physical appearance and small gestures, to name a few. How well an individual observes the social norms and standards of business world can be directly related as how he communicates with managers and customers alike. Moreover, employees who exhibit good business etiquette are likely to show more confidence. Hence, they can be viewed as more capable and competent by their peers. Because etiquette is strongly influenced by culture, observing, learning, and understanding the practices and traditions of other cultures has been deemed as highly significant for any company. Even technological use should also be considered in practicing good business etiquette. It has also been acknowledged that providing spaces is significant for instigating interaction as well as concentration, hence the need to achieve balance between such environments (Oseland, Marmot, Swaffer, and Ceneda, 2011). Good business etiquette can be used as a strategy for maximizing interactions with clients and should, therefore, consider a number of factors, including the proximity of spaces, privacy, and functionality of the places where concerned individuals will meet. As such, effectively designing spaces and facilitating interactions can aid in sharing information, making decisions, coming up with ideas and solutions, resolving problems, and socializing. Through good business etiquette, organizations can generate helpful outcomes, such as building trust and assurance among customers, which can consequently lead to increased profitability and long-term survival. In addition, exercising etiquette by respecting personal space and avoiding interruptions during meetings can bring about an agreeable nature in the workplace. This can consequently lead to reduced stress, increased efforts in meeting deadlines, and commitment to work as teams, hence better-quality work. A consistently good impression can be exhibited by managers through good business etiquette that can win their employees’ respect, trust, and consideration. Therefore, aside from customer relations, the relationships among employees themselves as well as with managers can be improved as well through proper decorum. Conclusion These reviewed business practices present a number of implications for organizations to ensure long-term success and survival. For example, the provision of adequate opportunities for training and development can be useful in increasing skills for problem solving, time management, and reduction of stress. This can also help emphasize the need for increased cross-cultural knowledge and skills in such a way that cultural diversity will be accepted and facilitated. Awareness and understanding of cultures can positively contribute to not only the performance of culturally diverse workforces but also the practice of god business etiquette in various workplace situations. The need for effective leaders and managers is also underscored for establishing a purpose and carrying out the necessary activities and changes that will ensure the accomplishment of such goal. Leaders, most especially can bring about favorable outcomes that many managers are not able to generate, such as motivation, encouragement, and inspiration. These attributes can serve various purposes that aid in carrying out business practices, including strong communication, reduction of stress, and commitment towards cultural and gender sensitivity. These business practices, therefore, generally aim to create useful outcomes from managers, employees, and customers alike. 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