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Dynamics of power in organisation
Impact of diversity practices on personal behavior
Case study on power and influence in the workplace
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Recommended: Dynamics of power in organisation
Rosh and Offermann’s reading gave good points about how to properly disclose information to professional colleagues. I think a huge part of the problem of oversharing information is due to social media. It is so apparent nowadays to tell everyone everything that online behavior continues outside the computer/phone and into the work setting. Even when people know that it is not appropriate to share certain information at work, people still do it anyways because it has become the norm. Work is often like our second home since we spend many hours of the day so it makes sense people want to be comfortable in their environment. However, this leads to people sharing too much and forgetting to display the level of professionalism of their jobs. With that said, connecting and maintaining relationships with your co-workers and bosses is just as important. After reading Hill and Lineback’s reading, it made me realize how my relationship …show more content…
This reading relates more than just power dynamics in a work setting. And I think if we include race and gender as factors it adds more dimension to how an individual is projecting warmth or cold in their nonverbal expressions and emotions. In my student org, many new prospective members look at me as a small Asian girl who is quiet but once they get to know me as an executive board member, I often get comments stating that although I do not look like someone who can project their voice, I do have the potential to lead the active body in my position as vice president. Stereotypes get the best of people but to fight against that oversimplified image, we definitely need to be self-aware and project strength in a proper manner. I think it really important for me to learn how to project myself better so I can express myself for who I really am to my future
Confidentiality has several different levels that include employee, management, and business information. Employee data includes personal identifying information, disability and medical information, etc. Keeping this material confidential is important because the information could lead to criminal activity to include fraud or discrimination; this can result in decreased productivity and affect employee morale. Management information covers impending layoffs, terminations, workplace investigation of employee misconduct, etc. It should go without saying that sensitive data should only be available to management. Lastly, the business portion includes business plans, company forecasts, and special ingredients/recipes, information that would not be readily available to competitors. Employees and managers should receive training on how to properly handle confidential information (Jules Halpern Associates, LLC,
relationships fosters a positive reputation for the organization and creates trust and loyalty to the
Managers and leaders of an organization can make and uphold a healthy organizational culture through the utilization of correspondence. Managers and leaders must correspond with employees always to promote a healthy organizational culture. Managers and leaders who communicate with employees can reinforce and stretch interest towards the culture of a corporation (Bateman & Snell, 2011). Correspondence is important to creating and maintaining a healthy organizational culture in light of the f...
Lindsay Olson’s articles demonstrates ten practices for better communication in your organization like reflecting your tone and body language to clarify messages. This arrangement is followed by proofreading to catch grammatical errors, restatement of key points, and useful criticism to warrant excellent work. It is still important for, “people let their guards down when you talk about their lives outside of work…Find ways to interact on a personal level without going too far. You'll go a long way toward building trust” (Olson, 2012, para. 10). Ultimately, these steps have cultivated much results to intensify general memberships of rapport over their own work life.
We all desire to do well and live a life having a good relationship with others. Our relationship is built on each conversation (Stewart, 2012, p.53). The power of
The need for achievement regards an individual’s relationship with setting challenging goals, creating competitive scenarios, and overcoming difficulties. Setting goals and creating healthy competition between employees can bring the performance level back to normal, and even better yet surpass the usual level. The need for power regards an individual’s need to positively influence coworkers and improve their wellbeing by making a difference in their life. Having an impact on the lives of others has the potential to influence employee turnover rates and attendance. If an individual feels that they have power over another employee they will be more inclined to show up to work everyday and to stay at their current job for longer than they may have originally anticipated. The need for affiliation concerns the relationships that an individual needs to maintain positive, close, or intimate feelings with others. Positive, close relationships in the workplace make individuals feel as if they are truly a part of the organization and increase satisfaction levels amongst workers. These close relationships will help employees to fell that their work is appreciated within the organization and that there certainly are people who care how they perform at their jobs. Together, achievement, power, and affiliation all play an influential part in motivating individuals in the
Recent psychological research has indicated elevated power causes a multitude of negative repercussions in the workforce. Of these negative outcomes, one in which our team is most concerned with is the tendency of power to lead to less perspective taking (Galinsky, Magee, Inesi, & Gruenfeld, 2006). Moreover, when this susceptibility to dismiss the opinions of others is paired with the likelihood of those in power to focus on the completion of goals, it engenders the powerful to objectify their subordinates and peers. Objectification, which is most commonly defined as the process of subjecting individuals as instruments in order to complete a task, is therefore, a common repercussion of power (Gruenfeld, Inesi,
The process of self-disclosure is delicate. If you self-disclose too much too soon, it can end the union you are building with someone. If you don't self-disclose at all however, you might lose connection with people because the the relationship fails to progress. The action of building relationships further, through revealing personal information, is an important step in personal relationships, work relationships, and school relationships. It's important that we listen to our peers and potential friends, as knowing when to disclose information is an intuitive process that involves being aware of surroundings. In addition, it doesn't occur unless we communicate in the first place, and we must be willing to work on communications with other persons. The effort we exert in listening to a person, and contributing to the exchange, results in stronger relationships at home and at the job.
Women are not new to facing challenges and coming across barriers that limit or stall their progression within organizations and landing leadership opportunities. Women Rising explains to us how persistent gender bias often times disrupts the learning process at the heart of becoming a leader. The research shows that the process for women to be leaders is much more difficult than it is for men (Women Rising). The want and motivation to lead are attacked from the moment women realize that it is in them, due to these gender biases being in place. An example of a bias that is often noticed would be: behavior that is considered assertive in men will often times be perceived as an aggressive behavior in women, and thus denigrated rather than rewarded (Women Rising). In most cultures and societies, there are specific gender roles that are ascribed to either men or women. Men must be assertive, women must be submissive. Men must be decisive, women must be caring. These double binds are direct hinders to
I place a strong emphasis on trying to deeply understand my employees and utilize this information to strengthen my relationship with those individuals. Engaging in open communication even in difficult situations has been successful in most cases due to the fact that a solid relationship based on genuine caring has already been established. Motivating employees becomes less of a challenge when you understand their feelings and what inspires them. Investing time in understanding one’s emotions has been the cornerstone of my ability to develop meaningful working relationships. I believe that employees feel that I truly care about them and in turn they are much more likely to go the extra mile for me and our
I agree with the statement above on the basis that communication is the most important thing when it comes to working in unison.
Interpersonal Relationships are one of the most important things in business and everyday life. A positive interpersonal relationship provides countless opportunities while a negative interpersonal relationship limits opportunities. Interpersonal relationships can be built with many different forms of communication but self-concept and self-disclosure play two of the biggest roles in forming positive interpersonal working relationships.
The workplace is an environment where more and more Americans are spending significant portions of their time. In fact, 25 million workers reported spending at least 49 hours a week at work, (Schabner, 2013). This means that having effective communication in the workplace is becoming increasingly important. Not just to improve business practices, but to improve the quality of both employer AND employee satisfaction. Effective interpersonal communication is the most important aspect in determining the success of workplace practices. Effective interpersonal communication includes practices such as honesty, clarity, and mutual respect.
Schuh, S. C., Bark, A. S., Quaquebeke, N. V., Hossiep, R., Frieg, P., & Dick, R. V. (2014). Gender differences in leadership role occupancy: The mediating role of power motivation. Journal of Business Ethics, 120(3), 363-379. doi:http://dx.doi.org/10.1007/s10551-013-1663-9.
One important component needed for a cohesive work environment is relationships. Relationships help keep an organization together, and also provide a healthy and comfortable environment for the employees. Relationships bring personal cohesiveness, and personal support within an organization. There are different components that contribute to healthy relationships. They include the flow of communication, methods used to communicate, the way members communicate, the way conflict is handled, and the support and openness of the members.