Difficult conversations happens every day in the workplace, it may involve a supervisor and staff communicating about low productive and work performance delivering feedback; or why this staff arrives late to work every morning. Difficult conversations can also include teammates not being able to work together on a project when the deadline is fast approaching. According to Engels, (2007a) No one relishes an uncomfortable conversation. (p.50) Nevertheless, “Executing important but unsettling conversations can be surprisingly effective when the sender follow clear guidelines. (p.50)
Nevertheless, whatever the conversation may be, it will be the responsibility of the manager to be able to control the outcome. Researched by Christensen, (2011),
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The information caused me to feel compassionate towards the intern. However, I realized that the intern was not completing task in a timely fashion, and therefore were not meeting deadlines. Based on the fact that I was aware of the personal conflicts the intern was having I did not report her lack of performance and at time I completed the work she was given. I decided not to report her to my supervisor hoping that there will be some improvement. Towards the end of the week, I realized she was taking advantage because, now I had to be completing both of our assignments. I decided to confront her, and took specific actions such as orientated the intern about the duties she was responsible for and inform her about her the seriousness of the situation. I also infomed her that if her productivity does not increase, I will have to report her to my immediate manager and it may also mean that she will not be able to receive the credits needed from this program in order for her to …show more content…
She did not respect my position and she considered me as a companion rather than a superior. I believe it was due to the fact that I was aware of her personal situation and me not being honest with my supervisor of her lack of performance.
The different approach I would take in handling difficult conversation I would, first set boundaries, keep the relationship professional and be honest about intern work performance to my supervisor. I would also put a corrective plan in action, monitor and provide support. I will communication through emails so that I will have a paper trail for upper management. The strategies that would help me improve my communication skill is the ones recommended by Engles (2007b) the three stages that can be relied on to broach any uncomfortable conversation.
1. Gaining clarity about the
Occasionally, management strife and issues will occur because basic human nature instinct calls for disagreements and social interferences. However, it depends on the upper level of management to deal with problems that occur in a timely and effective manner that benefits all parties involved. There are a number of reasons that management discrepancies may occur, with the leading being various attitude problems. If team members feel underappreciated or taken advantage of they will show their disgruntled feelings, and it can cause serious issues if not handled immediately. The second are communication issues, ...
My learning experience within inter-professional was very productive. I personally learned about working in collaboration with other professionals. My first impression was the first seminar which took place in the auditorium with a group of students from different professionals in health care sector. The actual seminar was a very good preparation for me and everyone who is in health professionals. The seminar gave me a very understanding of my future practice. It prepared me well on what to expect as I was not aware of the purpose of mixing different students from different professionals. The outcome of the seminar gave me a clear understanding and gave me opportunity to meet other student. During the seminar, I learned the best way to work
This meeting is critical, as it is intended to provide a foundation where synergy is influenced and encouraged, which in turn encourages the groundwork for expressing ideas, strategies, and creativity, and will aid in determining the company’s forward direction. Although, her pre-concerns are focused on how she would manage this meeting and maintain her leadership duties, her focus has now shifted to how she will be able to offer any assistance and how this meeting will still take place in her
As the book suggests, for people to have a crucial conversation, they need to feel safe, people’s opinions should also be heard and understood. Likewise, people should look at their own faults, and try to fix them. It’s not a black or white situation, if we blame one another without critically evaluating our own behavior as well as the situation, it would lead to chaos. There is an art to a crucial conversation, why is it an art? Because few people master it, however I learned important lessons from the book that will transform me from a “good conversationalist” to a master of crucial conversations. Gathering information, focusing on what matters, and avoiding the fool’s choice are steps that I will follow in my personal, and professional life to avoid devastating
I was really nervous about doing this first practice recording. While I knew how I wanted to start the conversation, I was stressed out about the unknown that comes along with these sessions. I am constantly listening to my friends talk, but how I had to respond for the counseling session was very different than what I am typically used to. I usually give my friends my opinions and advice on how I would handle the situation. It was hard for me to just sit back and let my classmate talk. I wanted to respond to many of her statements, but I had to take a step back and really just listen. In these types of counseling sessions my thoughts and opinions are not important. Rather, the focus should only be on the person you are counseling.
Management’s main responsibility is to convey the vision of the business owner to the team to rally the team to a common goal.
In the beginning, Ms. Geis would quietly sit quietly during entire managerial team meetings, but now she is more confident in her abilities, position, and will speak up. “Now I give my opinion or raise questions to ask. Sometimes, I may raise a concern that gives ...
“It is Tuesday morning and Mary is sitting at her desk, when she overhears a co-worker talking about her to other employees. This situation bothered Mary because the person that was talking about her she called a friend. Mary let the matter go however, later that day returning to her disk from lunch she notices in big bold letters “MARY IS A LOSER”. Co-workers begun to laugh a few even bumped into her well walking past. Just before it was time to go home she heard the same co-worker from earlier lie and tell other co-workers Mary would talk about them behind their
In contemporary nursing practice, nurses need to integrate scientific knowledge and nursing theories prior to providing optimal health care. Nursing theories guide nurses to treat clients in a supportive and dignified manner through client centred approaches. However, it is challenge for nurses to practice client centred care in daily realities due to heavy workloads. In order to assist nurses to decrease the gap between ideal and real practice, Registered Nurses Association of Ontario (RNAO) develops Best Practice Guideline of Client-centred-care (Neligan, Grinspun, JonasSimpson, McConnell, Peter, Pilkington, et al., 2002). This guideline offers values and beliefs as foundation of client-centred care, and the core processes of client-centred care can facilitate provision of optimal nursing care. These four core processes of client-centred care include identifying concerns, making decisions, caring and service, and evaluating outcomes. According to RNAO (2006), ongoing dialogue with clients and self-reflection are essential for nurses to develop their nursing skills and knowledge on client-centred care. As a nursing student, I reflected on written transcripts of interactions between patients and me, so that I could gain insights into client-centred care for further improvement. Therefore, the purpose of this paper is to discuss importance of the core processes of client-centred care in nursing practice through identifying and critiquing blocks to conversation. Based on the guideline of RNAO (2006), respect, human dignity, clients are experts for their own lives, responsiveness and universal access will be elaborated in each core process of client-centre care as reflecting on three dialogues with patients.
...work or wrapping gifts, because if I started to show a negative attitude then my team would also (251(10) ) . To some in the group I might have shown a lack of leadership when I didn’t confront Misha in the beginning on her comments about me, however, the event was a success. So in the end my choice as the leader was the right one at the time. In the end I did confront her on her comment; but before I could say anything she told me I did a great job and handed me a little gift basket. I told her thank you and then I told her that I knew about in the same day she spoke to our boss. Then I said I didn’t confront her earlier because I didn’t want to start any issues I our group, especially when I am in charge of this project. Our interaction was back and forth (252/10). Her face was priceless, but in the end pool party was a success and everyone was on good terms.
At the same time of this occurrence there were other things that went on pertaining to transference and counter transference. The Intern and I definitely had some type of strong transference and counter transference going on. There was a clash of personalities between the intern and me. We totally did not get along. I felt uneasy and that she did not want me there in the room with her. Why? I thought that maybe she felt challenged. I don’t know, but I felt I asked the patient questions that she forgot to ask. I also gave her my opinion about treatment principle, which I do not think she appreciated. With my previous interns, I was very much part of the intake and treatment process. The interns and I would ask questions. If one forgo...
It is this capability of the management to cultivate communication that is important towards effective engagement with the employee (Albrech, 2011). It is not just a one-sided affair of a company engaging employee, but also mutual loop where the employee is also engaging the company. After all, it takes two hands to clap. “Voice must be approached in a genuine and authentic way, and treated as more than just a cosmetic exercise. An authentic use of voice means that when the employee is invited to speak up, the company in return will both listen and will respond to what the employee says, even if just to explain why they cannot carry out a request for change. Feedback is vital and action must be seen to follow.” (Dromey et al, 2012, p.17).
From the beginning, where we were unfamiliar with each other and became a team, my team and I had started to learn each other name and getting to know each other. Throughout each meeting, we slowly start to feel more comfortable and open minded with each other. Not only are we getting familiar with each other, each meeting that was held we progress of becoming an effective team member, we learn our strengths and weaknesses of everyone. During the meetings, we learn many concepts from the textbook, “Communicating in Small Groups: Principles and Practices” by Steven A. Beebe and John T. Masterson. We were able to learn different types of concept in the textbook and utilized it as a team to complete certain tasks. The three concepts that impacted my team and I are human
In this paper, I have discussed the authors’ research on communication apprehension among secretarial students, as well as the limitations of the research. Booth-Butterfield and Thomas give us their interpretations of their findings and feel that secretarial students have greater anxiety when it comes to communication scenarios. They even conclude that this apprehension will make these students less capable of success in future work environments. However, these statements are based on generalizations and interpretations from research with various limitations. In conclusion, there are always limitations of interpersonal communication research because it is not like Mathematics where one can just measure communication levels with a ruler.
As a topic that exists in today 's society I chose to conduct two separate interviews for my writing class on "Gender and the workplace" , I interviewed Brittany Smith , who’s a women supervisor for GM (General Motors). As well as a Johnnie O 'Bannon, Who 's a manager for General Motors. Their “Experiences” differs between gender and workplace plays a major role on both women and men, and although O 'bannon and Smith doesn’t experience the same things everyday at their workplace, they have had similar experiences, used to work as regular employees before actually moving up, and has had related issues in the past, so it seemed like they have a good understanding of gender roles and work places. As it turned out, they both had bad experiences