Interpersonal Skills of Management Leadership - Case Study Example

and ID (Day, Month, Year) Interpersonal effectiveness- managing conflicts What is Interpersonal Skills? We humans interact with each other’s regularly and for this interaction, skills are used. When we talk about interpersonal skills in business terms, it means the ability and skills of an employee for being a good team player and completing the job. Interpersonal skills comprise of attitude and manner to communication and listening abilities. Every organization looks for those who have good interpersonal skills. "interpersonal skills" is rather misleading or misnomer, as it discusses the character behaviors got by individuals not about the skills that are learned during education. It is obvious that those with excellent interpersonal skills in an organization are expected to be more useful than those with poor interpersonal skills (Dyck et al, 2010) Interpersonal skills not only apply to talking to a single person but also it matters and affects our personality while we talk and communicate in a group. It does not include only how we communicate with fellow members but also it shows our confidence and courage to understand by listening carefully to others. Interpersonal skills are not only confined to communication expertise but it consists of problem solving ability, how promptly and accurately we make decisions at the right time and how do we manage and control ourselves while under stress. Those people with excellent interpersonal skills are very successful as compare to average people both in personal and professional lives. They look confident, composed, charismatic and calm when under pressure. One can easily spot these qualities in such people those are around you. Once you come to know about your interpersonal skills, it will benefit you by improving and developing it. Being more aware of your interpersonal skills can help you improve and develop them (Corey et al, 2010). Interpersonal skills include: 1. Listening skills 2. Communication skills 3. Stress management skills 4. Verbal communication skills 5. Decision making skills 6. Problem solving skills 7. Assertiveness 8. Non-verbal communication skills. People have interpersonal skill that is why they know how to react to what others say. We also know that when we say how the others will feel, think and react. As time passes, we improve interpersonal skills by paying attention to what we say and what we listen to. Always remember that the more we practice and spend time to develop these skills, the more we learn and improve (Field et al, 2001). How to improve Interpersonal skills? There are so many skills, which helps us to be successful in so many walks of lives. However, the base for several dimensions of our lives is based on decent interpersonal skills, as these skills are important for our personal relationships, professional lives and social affairs. These are the foundations on which we can improve our skills. In contrast to our studied and technical skills (hard skills), interpersonal skills (soft skills) are used daily and in most walks of lives by us. Below are some techniques to improve our interpersonal skills including: 1. Listening Unlike hearing, Listening is different form it. One should give time and listen to others verbal and non- verbal communication carefully. Listening helps us to understand more easily and thoroughly. 2. Getting control of your words It is utmost important to pay attention and be mindful when you speak. Make sure you know the words that you use when talking to others. Always keep in mind that you could misinterpret or puzzle the matter?  What you say should have clarity and try to get feedback to make sure that the message has been understood. 3. Letting go the fear Being relax while communicating is crucial, because if we get nervous than we tend to speak and talk very fast thus there is not as much of clarity.  Being anxious and stressed are visible from our body language. Rather, be calm, have eye contact and give smile.  Bring out the confidence you have and let it shine. 4. Taking interest Always pay attention and show to others that you are listening to them attentively when they talk. Make them realize that you take interest when they talk to you. Sometimes even ask different questions and get clarification from them on points, which could be surely misinterpreted. 5. Attitude matters Be positive and happy most of the time.  People will be drawn towards you if you keep a positive attitude. 6. Gaining Trust Keep in mind that as you have different points of view so do others. Analyze and see things from others perspective. Try to gain respect and trust of others (Ulrich et al, 2005).     Five Great Interpersonal Skills to Have at Work: Interpersonal skills are vital. It means that how effective you are in communicating with each other’s. These skills will lead to have good understanding with your coworkers and management. 1. One great interpersonal skill is the ability to have effective communication with your boss and other coworkers. 2. Assertive communication skills are significant because you should to be clear and spot on. 3. Anger management is important as sometimes we become angry. It can lead to so many problems and also you can lose your job. 4. Conflict resolution means that you know what the problem is, how it will impact others and why it is. 5. Teamwork means cooperating with other work colleagues at work place by sharing ideas (Bill, 2010). Different strategies for Managing Conflict: In any walk of life, we come across different people and wherever people exist, there is a possibility of a conflict. Everyone have their own opinions, it varies from others, and thus it can cause misunderstandings and miscommunications. People do not like to change the values and priorities they have, because they think it is something they need and are correct. When we do not give our possession, it creates conflicts both in our social life and at work. The tricky bit here is that problem itself is not a conflict; however the issue is that how we handle it! Here comes the role of effective conflict management techniques. There might be varies conflict types, we will talk about few interpersonal conflict managing strategies that can be adopted to overcome the situation. First one is to “Deal with it”. Always try to stay away from conflicts, but when you face it, do not quit, just deal with it. Leaving your job or any other activity is not wise, as it is not the solution. Try to resolve it, every time if you have a conflict you will switch to a new job? Well, then you will be looking for new a job every day! Second point is to “Resolve Conflict”. Do not ignore and shun conflict, it will increase tension and feelings of being angry, have aggression and hatred towards others. Once you understand and learn the tricks of effectively managing conflicts, it will lead to a happier life style. Emotionally and psychologically you will feel healthier and cheerier. Third point is to “Think it through”. Never talk to the person directly with whom the conflict is, it is far better to discuss it with your friends or family members before. It will clarify issue and will help you understand others point of view. Then keep these points in mind and talk to the concern person for resolution face to face. Writing emails and letters might create misunderstanding. One can also consider a neutral mediator such as team lead, supervisor to come and help in resolving the conflict. Also, consider the following points for conflict resolution. Apologize when appropriate. Work to minimize conflict. Work on your own communication skills. Avoid troublemakers as much as possible. (Cardillo) Conflicts can occur anywhere specially at work place, managers are always taught how to handle the situation, keeping company interest at the top. Conflicts at work place are considered negative but at times it can be productive, as Borisoff and Victor (1998) point out, "We have come to recognize and to acknowledge the benefits dealing with conflict affords. Because of our differences, we communicate, we are challenged, and we are driven to find creative solutions to problems.” (Borisoff & Victor 1998) The "conflict management" term was introduced by Darling and Nurmi (Nurmi & Darling 1998). Also, Shelton and Darling thinks that conflict is essential for both organizational and individual progression. They inspire managers to "embrace conflict and use it for continuous transformation." (Shelton & Darling, 2004) SOURCES OF CONFLICT: According to both Daft and Terry, several factors may create organizational conflict (Terry, 1996) & (Daft, 1992). They are as follows: Unusual Resources. Jurisdictional Uncertainties. Behaviour Clashes. Command and Rank Differences. Aim Differences. Communication Failure. CONFLICT MANAGEMENT METHODOLOGIES: There are several methods to manage conflicts, Thomas and Kilmann presented a research outlined in Figure 1. Figure 1 Based on Thomas-Kilmann Conflict Mode Instrument (David) Thomas and Kilmann presented that conflict-handling is made up of five styles. It has two dimensions: Assertiveness is inspiration of a single person to gain his/her personal goals, outcomes, and objectives. Cooperativeness is to let or support other people to accomplish their own objectives or results. Below is the list of five conflict avoiding styles by Thomas and Kilmann. (Thomas, 1974) 1. Avoiding Conflict Resolution Style. 2. Competing Conflict Resolution Style. 3. Accommodating Conflict Resolution Style. 4. Compromising Conflict Resolution Style. 5. Collaborating Conflict Resolution Style. Any of the above five style might work at a particular time and situation. THE FIVE AS TECHNIQUE: Borisoff and Victor identify five steps in the conflict management process that they call the "five As" of conflict management: 1. ASSESSMENT 2. ACKNOWLEDGEMENT 3. ATTITUDE 4. ACTION 5. ANALYSIS These are the few suggestion and tips for resolving effectively and conflict at work place. Bibliography Bill Smith, Yahoo! Contributor Network URL: http://voices.yahoo.com/five-great-interpersonal-skills-work-5394557.html,2010 date accessed: 10/01/2012 Borisoff, D., and Victor, D.A. Conflict Management: A Communication Skills Approach. 2nd ed. Boston: Allyn and Bacon, 1998. Cardillo, Donna. "Seven Strategies for Managing Conflict." Cardillo & Associates. Nursing Spectrum Nurse Wire, n.d. Web. 16 Oct. 2012. . Corey, Marianne S, and Gerald Corey. Becoming a Helper. Brooks Cole, 2010. Print. P13 Daft, R.L. Organizational Theory and Design. St. Paul, MN: West, 1992. David A. Victor, Revised by Patricia A. Lanier URL: http://www.referenceforbusiness.com/management/Comp-De/Conflict-Management-and-Negotiation.html, date accessed: 10/12012 Dyck, Bruno, and Mitchell J. Neubert. Management: Current Practices and New Directions. Boston, MA: Houghton Mifflin, 2010. Print. P19 Field, Steve, Bob Strachan, and Gai Evans. The General Practice Jigsaw: The Future of Education, Training, and Professional Development. Abingdon: Radcliffe Medical Press, 2001. Print.p 19 Nurmi, R., and Darling, J. International Management Leadership. New York: International Business Press, 1997. Shelton, C.D., and J.R. Darling. "From Chaos to Order: Exploring New Frontiers in Conflict Management." Organization Development Journal 22, no. 3 (2004): 22–41. Terry, P.M. "Conflict Management." Journal of Leadership Studies 3, no. 2 (1996): 3–21. Thomas, K.W., and R.H. Kilmann. Thomas-Kilmann Conflict Mode Instrument. Sterling Forest, NY, Xicom, Inc, 1974 Ulrich, David, and Wayne Brockbank. The Hr Value Proposition. Boston, Mass: Harvard Business School Press, 2005. Print. P92 Read More