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Being prepared to deal with conflicting staff allows management to implement several strategic tactics to dissolve conflict resolution and restore solace to the workplace.
Diversity has emerged in the hiring practices of the work place in the areas of race, age, gender, religion and most recently culture. The globalization of the business world has jolted corporations to embrace diversity in order to maximize competitiveness and optimize human resources. However, the array of differences can lead to misunderstandings and unfortunately workplace contention. Supervision has to be well prepared to counteract confusion. Both authors Craig E. Runde and Tim A. Flanagan (2008: 92), authors of the book Effective Leadership Stems from Ability to Handle Conflict, believe that “most effective leaders are extraordinarily competent at handling conflict.”
An example of such an experience is the feel-good movie Glory Road. The movie is based on The Texas Westerns college basketball team in 1966 who won the NCAA championship while promoting diversity. The coach of the team, Don Haskins, pioneered diversity by recruiting players deemed best for the positions and sidestepping traditional hiring practices. The hiring of the new folks in nontraditional roles is an exemplary example of effective leadership. These are attributes of a true leader as the attainment of the desired result outweighs skepticism and cynicism. Peter F. Drucker (1994: 100) article “The Theory of the Business” reveals that a valid theory of business suggests that the assumptions about environment, mission and core competencies must fit reality.
The example of coach Haskin has to be the pinnacle of addressing conflict. Throughout the movie, strong interpersonal attitudes clashed among team members. Fights erupted and tempers boiled. In one particular scene, teammates squared off and the season
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I learnt a lot of things through the book and the course. If an individual performance situation requires the goals to be clearly communicated to the employee then they should be, if it demands constructive criticism to be done, then it should be done for the development of employee if not for anything else.
During the course of research on the meaning of the term ‘quality improvement’, one encountered the definition noted by Batalden & Davidoff (2007), who averred that quality improvement is a process that necessitates the united and unceasing efforts of various stakeholders in the organization, particularly those in a health care setting, towards identifying facets that require changes to attain improved patient results, overall performance within the processes, procedures and systems, and in the development of healthcare professionals.
According to the paper an organization is generically split into number of departments. Each of them having its own unit of working team that comprises of the team head, the managers, the middle management, the technical unit. Depending on the nature of department, for example, a marketing department would not need a technical expert. However leader is a generic trait of each unit.
According to the paper in understanding that new changes often trigger new problems, or at least exacerbate the existing tensions, the new management team will often face various previously inexistent problems in terms of the coordination of our new workforce outfit. Here I identify key such problems and identify the best interventional strategies and adjustments so that a streamlined workforce may be established.
According to the paper teams have one leader who directs the undertakings of the group. Group leaders play a major role in determining the performance of the group. Some leaders are born with the leadership qualities while others acquire them through the daily experience and the environment in which they are brought up. Intensive research to determine the role of leadership in fostering the success of a team has been is in progress because the use of teams in many organizations is increasing at a faster rate.
According to the paper the market revenue and performance of Tesco depends upon the legislative and political conditions and European Union of these named countries. For employment in the country, government supports foreign retailer companies to provide jobs from lower paid, and flexible to high paid and highly skilled jobs to the students and other workers.
Achieving growth strategies in an organization requires calculated planning, risk assessment and smart objectives. A clear growth strategy and a well-organized implementation plan is significant to the success of profitable expansion. It is important to put in to consideration the various growth opportunities that exist within the business, in the business environment as well as the sub-segments that emerge in the new markets.
The second question is all about the change management style after the merger of the two firms which has been followed by a brief conclusion. Question 1 Analysis of the strategic capability of HSBC and OIB that each possesses which prompted them to decide merge:- Strategic management describes the main initiatives that are taken by the top management regarding resources and the performance of the company in external environment behalf of owners of the company.
Successful Achievement of the set objectives is dependent on the efficiency and working relationship of the employees of any specific organization.
Let’s consider a scenario where there is an organization and a conflict has occurred
According to the paper this process includes the use of techniques such as inducement, incentive provision, implementation of situational stimulants and multiple more. Moreover, by taking into consideration the current marketing scenario, it can be viewed that this process has found its niche as key component in a majority of the sales industry based corporations
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