Interpersonal Skills in an Organization - Term Paper Example

Interpersonal Skills in an Organization Outline THESIS: Understanding human behavior, also known as interpersonal skills, is crucial to success and effective management. I. Understanding oneself is crucial to adopting successful interpersonal skills. However, this is a process involving various steps. A. Creating an individual’s list of strengths and limitations is the first step towards understanding self. B. The motivating factors are critical to the process of self-understanding. C. An individual should use the SMART criterion when designing their individual and professional objectives. D. Self-management culminates in the process of self-understanding after an individual trusts others. II. Individuals should seek to understand others and learn how to work in a diverse environment. A. Elements of diversity are age, race, gender, and the ethnic heritage of an individual. B. Confronting perpetuated biases by the society and the media is a step towards understanding and working in diversity. Accepting diversity surpasses affirmative action since accepting diversity is more of a moral and social obligation, while affirmative action is a legal obligation. III. Understanding the team and dynamics in a team is the basic step in acquiring interpersonal skills. A. Encouraging participation in a team ensures every member of the team plays a role in its success. B. Conflicts play a crucial role in team dynamics. In this regard, managers should learn the source of the conflicts and solve them. IV. Leadership culminates when an individual understands self and others and consequently learns how to work in a group. A. Mentorship programs are crucial to leaders. B. The definition of a leader is not limited to a position of management only. Interpersonal Skills in an Organization It is common knowledge that incompetence in management is attributable to interpersonal skills to a high extent. Skills involving leading people in a team, retaining staff in the work place, coping with diversity, developing a work environment that is positive, inspiring the team to perform highly, amongst other skills are important to a management aiming to succeed. On the other hand, strong social relationships at work are crucial to lessen the stress levels at work and effectively improve job satisfaction at work. In effect, a management team with strong interpersonal skills is crucial to ensuring a friendly environment in the workplace. However, achieving effective interpersonal skills is a process. The initial stage in the process of efficient interpersonal skills involves an individual’s understanding of self. It is common knowledge that, an individual cannot seek to understand others before effectively understanding self. After the individual has effectively understood self, the next stage involves understanding other individuals they work with. The next step involves understanding the team and its dynamics. Once an individual accomplishes these stages effectively, they are ready to manage and lead others in a workplace organization. In effect, the stages eventually lead to successful management and consequent productivity in the workplace. Understanding self The journey to effectively achieving interpersonal skills starts with an individual developing self-awareness. Through self-awareness, an individual develops the ability to understand their own feelings, the reason for those feelings, and the impact of the feelings on their behavior (De Janasz, Dowd and Schneider 5). It is crucial to note that, feelings are crucial in guiding an individual to exhibit some reactions when they are in a situation. Case in point, in the movie Twelve Angry Men, one juror’s feelings about slum people as drunks and liars who fought all the time made him consider the suspect guilty since he was from the slum. In this case, the feeling about slum people this juror had, circumstantially led him to passing a guilty verdict without carrying out an effective and rational assessment of the evidence available. In a management career, self-realization and awareness are crucial and a manager should follow certain steps in order to achieve realization. The fundamental step towards the self-awareness process is creating a list of an individual’s strength. In effect, the individual should analyze and utilize these strengths in guiding their career path. Each human being has the ability to analyze their strengths and use them in setting goals for their career paths. On the other hand, these strengths are endowed in each individual. After an individual identifies their strengths and consequently analyzing ways to use them effectively in their career paths, the next step involves identifying an individual’s motivator. It is crucial to note that, each individual is unique and thus has unique motivators in their lives. One of the best motivator managers should try as much as possible to instill in them is the desire to achieve. In this case, an individual who has the desire to achieve in life, and consequently realizes that, works hard in achieving their goals while working together with their peers in helping them achieve their objectives too. In effect, these personal motivators are crucial to define the individual’s happiness at a personal and professional level. However, the desire to achievement should not compromise ethical practices in the workplace. De Janasz, Dowd and Schneider noted that, the temptation to bend the rules poses an ethical dilemma to those in management positions. In effect, an individual’s self-awareness enhances their choice between what is right and unethical when faced by a situation. Case in point, in the movie Twelve Angry Men, one of the members of the jury is not interested in the proceeding of the case. However, the juror quickly passed a guilty verdict in order to expedite the matter so that he can attend a baseball game. Thus, these actions are unethical from an individual that is in a position of authority. Assessing an individual’s limitations and consequently developing a plan to improve them is crucial in the path to self-awareness (De Janasz, Dowd and Schneider). In this regard, very individual has their own weaknesses and limitations. As such, they should positively view these limitations as weaknesses that can one can work towards their improvement. One way of improving these limitations is by identifying the best ways an individual feels comfortable while working and consequently the effects on their working relationships with their colleagues. De Janasz, Dowd and Schneider noted that, once one individual identifies the best working styles, the next step involves finding biases that might hinder their understanding and appreciation of other individuals. It is imperative to note that, an individual who is on the path to self-awareness should identify the biases they hold against other individuals. On the other hand, the biases might be anything and at times might appear petty to other individuals. Case in point, in the movie Psycology of Bigotry, Jane Elliot demonstrated that, an individual’s element of bias against another is diverse. In this regard, people have biases against others based not only, on the color of their skin and race, but also by petty characteristics such as the color of their eyes. After an individual becomes aware of self, the next step involves self-disclosure and trusting others. In this regard, disclosing oneself improves ones relationship with other by sharing thoughts and feelings. Indeed, De Janasz, Dowd and Schneider noted that, individuals who self-disclosed gained both psychologically and physiologically (29). In this regard, the approach to self-disclosing and gaining trust should start with understanding the role of the social media in sharing thoughts and an individual’s feelings. In effect, the individual learns how to embrace other people regardless of their diversity. Case in point, in the movie Twelve Angry Men, one juror discloses to the other jury members that, his loathing of the slum people led to his guilty verdict on the suspect. This disclosure was important since the other members were able to convince the juror to change has verdict based on the available evidence. Effectively, self-disclosure is crucial to an individuals’ demonstration of being worthy to gain other individual’s trust. Establishment of goals, which are steady with an individual’s principles and moral ethics, is crucial after an individual accomplishes the steps involving disclosure and gaining trust. De Janasz, Dowd and Schneider noted that, stating individual goals provides a long-term motivation and individual’s vision in life (53). Since goals affect an individual’s performance, it is crucial to be cautious while setting them. In this case, individuals should utilize the SMART criteria while setting the professional and individual goals. In addition, developing a personal mission statement, which goes in line with the organization’s mission statement, is crucial to accompany the set goals. Under the SMART criteria, De Janasz, Dowd and Schneider noted that, goals should be specific, measurable, attainable, realistic, and time bound (58). In effect, the failure to apply this criterion, or leave out one guiding principle makes the set goals fail in achieving their objectives. The process of goals setting involves including various strategies devised to ensure an individual progresses towards achieving these goals. In this regard, these strategies devised are crucial during situations where an individual faces obstacles. Furthermore, it is in instances that an individual faces obstacles that they face ethical dilemmas on how to overcome the obstacles. The most unending ethical issue in most organizations lies in handling finances in an organization. For instance, Sherron Watkins notes that, an organization operating in a culture that tolerates lies and breaking the rules should redefine itself (qtd. in De Janasz, Dowd and Schneider). In this regard, it is crucial for individuals to identify how to deal with situations that compromise their ethical values. Finally, the process of an individual understanding self culminates when the individual gains the necessary skills required in managing their time. Self-management involves individuals managing their time effectively in order to achieve more and become more efficient in their work. Crucial to self-management are two factors an individual should endeavor to achieve. The first factor seeks to find different stressors and ways to reduce them and change an individual’s response to them. Secondly, an individual should seek to identify the elements constituting emotional intelligence and its impact (De Janasz, Dowd and Schneider). It is crucial to point out that, emotional intelligence is crucial in the responses to situations an individual encounters. Understanding others and working with diversity Once an individual understands self, the next step in developing and using interpersonal skills pertains understanding others and working with diverse people. However, it is not about understanding others only. Understanding others involves identifying the diversity in people and embracing everyone, specifically those that are different from us. De Janasz, Dowd and Schneider noted that, the fundamental dimensions of diversity are age, ethical heritages, race, and gender (106). For instance, in the movie Psycology of Bigotry, Jane Elliott demonstrates how ones race forms a basis for explaining human beings diversity. Thus, by identifying these different characteristics brought by many differences, individuals should be able to understand how these biases towards those different from us arise. Confronting biases is the first step towards seeking to understand people that are different from us (De Janasz, Dowd and Schneider). In this regard, an individual gains the understanding of another at a personal level and stops classifying them as “groups” based on stereotypes perpetuated by the society and the media. Case in point, a manager may fail to employ a student from a particular college based on the stereotypes they have heard of students from that particular college. In this case, the assumption that all the students from the college are similar is wrong. On the other hand, in the movie Twelve Angry Men, one juror’s deep sated loathing of slum people makes him pass a guilty verdict on the suspect without considering the evidence adduced in court. In effect, this juror never sought to understand that people are diverse and the fact that everyone from the slums is not a drunk, liar, and one that fights all the time. On the other hand, it is crucial to an individual seeking to understand others to learn how to accept others biased perceptions. In this context, an individual should teach others that biased perceptions towards other people are wrong and everyone should have an equal chance in life. However, De Janasz, Dowd and Schneider noted that, there was a tendency to confuse accepting diversity and affirmative action. In this regard, affirmative action is the legal obligation of accepting diverse people. On the other hand, accepting diversity is more of a social and moral issue. Hence, accepting diverse is more important than carrying out affirmative action since the moral and social obligation surpasses the legal obligation. Jane Elliot puts the idea of accepting diversity in the movie Psycology of Bigotry, by emphasizing that everyone is equal and should have an equal chance in life. Briefly, individuals should accept other people’s ways of doing things and effectively influence them if they consider those ways far from the norm. On the other hand, learning that there exists diverse ages, genders, and races is the first step towards accepting and working with diversity. Nevertheless, individuals can draw many benefits from the diverse nature of people in organization many opportunities. In effect, diversity at the place of work should be a blessing that individuals should effectively use to their personal and organizational benefit. Understanding the Team and its dynamics Teamwork is crucial to the success of the organization. In this regard, once an individual understands self and ultimately understands others, regardless of diversity, the next crucial step involves learning how to work as a team and not as a group. Thus, it is crucial to note that, a team is different from a group. De Janasz, Dowd and Schneider noted that, a group becomes a team once the members of the group commit to each other in order to achieve a common objective (216). Encouraging and facilitation of participation from all group members is crucial to ensure that a team works harmoniously (De Janasz, Dowd and Schneider). In this regard, some members tend to contribute more in discussions while others tend to become reluctant and hold their viewpoint. However, good interpersonal skills should ensure that each member in the team contributes to the discussion. Case in point, in the movie Twelve Angry Men, one of the members of the jury is reluctant to contribute to the discussion. He appears as a naïve and a frightened young man who finds it difficult to speak at the presence of his elders. However, he holds an important viewpoint that helps other jurors change their guilty verdict once he expresses this viewpoint. In this case, it is crucial to point out that, some members who do not contribute in a discussion may hold important viewpoints that might help sway key decisions made in an organization. Understanding the dynamics in a team is crucial to teamwork in an organization. In effect, this makes understanding ways in which to manage the conflicts arising in the team essential. De Janasz, Dowd and Schneider noted that, understanding the origin of conflicts was crucial to managing them at a personal and professional level. Case in point, on realizing that he was the only one with a not guilty verdict in the case, juror eight realized that there was a conflict with other jurors and chose to address the conflict professionally (Twelve Angry Men). In this regard, this juror was able to change the attitudes of other members of the jury. On the other hand, Jane Elliot addresses the conflict in the perceptions that children have about others by addressing each child’s individual concern (Psycology of Bigotry). Hence, she helps address the wrong perceptions that these children held against other people different from them. Leadership De Janasz, Dowd and Schneider noted that, leaders that empowered their teams provide them with motivation in their daily duties (413). Consequently, such employees and team members will be satisfied with their jobs and ensure productivity. However, it is crucial to note that leadership should not only come from managers or those charged with leading a team or group. Case in point, in the movie Twelve Angry Men, one juror leads the other jurors in determining the verdict they should pass to the suspect. By first building, the diverse group into one cohesive team that agrees to discuss the evidence adduced in court, this juror exhibits good leadership attributes by ensuring that the team emerges with a common verdict. Furthermore, members of the jury emerge satisfied with their work and achievement. In the process of empowering and motivating other team members in an organization, the leadership eventually mentors other members of the organization (De Janasz, Dowd and Schneider). Mentoring others is achieved by coaching and providing individual members in a team with feedback. Case in point, Jane Elliot coached the children on stereotypes by giving them a lifetime lesson that they had to watch the recording of the class years later in their adulthood (Psycology of Bigotry). In effect, leadership should leave an eternal impact to another individual. In conclusion, interpersonal skills are crucial for managers to run an organization. In this regard, it is the prerogative of individual managers to understand themselves in order to seek to understand others. Once they accomplish that, the next stage involves maintaining control of the team and helping the team achieve its objectives. While in the process of helping each individual achieve their personal and professional objective, the manager should employs tactics aimed at motivating the team achieve. Consequently, these motivators last a lifetime since the manager mentors the individuals in the team. Overall, the main important issue to effective interpersonal skills is communication in an organization. Works Cited De Janasz, Suzanne, Karen Dowd, and Beth Schneider.2012. Interpersonal Skills in Organizations. 4th ed. New York: McGraw-Hill. Web. 23 Nov. 2011. . Psycology of Bigotry. Dir. www.blackbusinessunited.org. Perf. Jane Elliot. 1954. Web. 23 Nov. 2011. < http://www.youtube.com/watch?v=K7JneNPZltU>. Twelve Angry Men. Dir. Sidnet Lumet. Perf. Henry Fonda, Lee J. Cobb, and Martin Balsam. Fox Movietone Studio, 1957. Web. 23 Nov. 2011. . Read More