Abstract
Leaders take part in a significant role in building and sustaining a healthful atmosphere for employees to work in. Leaders must have emotional intelligence, active listening skills, give effective feedback, manage conflict and cultural diversity to reach the chief organizational goals. Leaders will encourage employees to pursue and accomplish the established goals of the organization. Leadership Skills
Leaders are capable of assigning accountability successfully by communicating advancement, culture and vision within and outwardly to produce an open platform that enables the sharing of information and skills. Leadership is a skill that is very desirable in the professional world by many and it is an incredible skill to have. Leadership
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Effective listening is something that requires to be learned. Particularly as in today times people work and live in busy environments. People practice ignoring what others say and do not listen to them. The capability to listen cautiously will permit employees to comprehend the assignments greater and what is anticipated of them; develop relationships with co-workers, superiors, and customers; display backing; work better in a group based atmosphere; find a resolution to difficulties with clients, co-workers, and superiors; replying to inquiries; and discovering underlying significance in what others say. A good listener understands that being observant to everything the other person is not speaking is as significant as being observant to what the person does say. Listening is one of the most significant skills that employees must possess since how good an employee listens has a chief influence on job effectiveness, and on the quality of relationships with others. The means to developing into an improved listener is to practice active listening. This is where an individual must make a deliberate attempt to hear not solely the words that another person is saying but, more significantly, to attempt and comprehend the entire message being …show more content…
Conflict management refers to the methods and processes that people pursue in managing grievances. It is a procedure that includes strategies to evade conflict as much as probable, and managing the disputes when they happen, as effortlessly and within the shortest time possible. Conflict management realizes that not every conflict is capable of being resolved, however they ought to be managed to a productive level so that they will not intensify to a level disturbing performance and production. Individual skills of managing conflict are typically derivative from the persuasive observations that an individual will form when growing up with reference to how conflicts were managed by parents or guardians. Conflicts that were unresolved frequently lead to hostile conduct. It is therefore essential for individuals and teams to assess whether they harbor good conflict management styles, or not; and make cognizant attempts to reform their skills in case of the latter. Normally conflict is the outcome from miscommunication among people concerning matters of opinion, views and
Conflict Resolution: Understand to Achieve. Whenever people unite to work as a team for anything more than a brief duration, some conflict is normal, and should be expected (Engleberg, Wynn & Schutter, 2003). Because of the inevitability of conflict, being able to recognize, address, and ultimately resolve it is vitally important, since unresolved conflict may have undesirable effects, including reduced morale, or increased turnover (De Janasz, Dowd & Schneider, 2001). Just as conflicts within team environments vary, so do methods for resolving them.
The Importance of Listening for Professional and Personal Relationships Listening is essential for communication, yet is a skill in which most are lacking. Though we are listening constantly, knowing what to listen to requires an enormous amount of discipline and practice, which is vital for communicating effectively. Learning to listen will benefit all relationships from professional to personal and not being able to listen effectively can cause these relationships to deteriorate. “Indeed, although aware of the instrumentality of listening, even trained communicators often fail to listen correctly or at opportune times” (Cline, 2013). In order for all of areas of communication in an individual to flourish, listening must be emphasized.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict tends to be positive as well when it leads to better decisions, and solutions to long-term problems.
Good conflict management promotes better teamwork as everyone is working towards common goal while embracing each other’s differences in opinion and ideas. Conflict can functional, where it has positive effects on the performance of a team or business or dysfunctional, where it has negative effects on the performance of the team or business.
Conflict exists when one party’s interest are being opposed or negatively affected by another party." (McShane, Olekalns & Travaglione 2010, p. 414). "Disagreement or conflict, risk, and time can be either assets or liabilities depending on how they are managed by you and the members of your team." (Troester, R & Mester, C 2007, p.185). 'Personality of managers affects their managerial style and their conflict management method' (Salimi, S.H & Karaminia, R & Esmaeili, A.A 2011, p.11), therefore styles should be thoroughly assessed in which the appropriate method should be chosen. When managing conflict, it is important to work together as it is extremely common for conflicts to escalate regardless of what type of conflict. Generally, there
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Listening and understanding what others communicate to us is the communication process needed for interpersonal effectiveness. If you listen well, you will understand the meaning of the message. If you are unfocused, you will not know most of what the other person is saying. However, there is a range of listening skills that can be learned to develop the communication effectiveness. Firstly, encouraging listening points to the listener that is willing to do more than listen. Usually it provides feedback that supports speakers to say more. Fur...
...ividuals that truly listen and acknowledge those ideas and message. In today’s workforce perfecting the skill of effective listening is an ability and technique that can lead to growth and success if properly applied. Finally, as Nichols’ accurately accounted “listening is hard work” (1961) and I believe that it is a skill that must be proactively developed and honed over time requiring concerted and focused effort (Nichols, p. 124).
As a professional in today’s society, it is greatly important to be able to communicate effectively with other professionals, with clients, and with those that are encountered in daily living. In order to communicate in a proper manner, not only is talking and non-verbal communication, but a large aspect is the ability to listen. Listening is a vital task in order to build a relationship and find meaning in someone else’s words. In order to find this meaning one must follow the characteristics of active listening, face the challenges to listening, and reflect upon one’s own listening skills.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
In all aspects in life effective listening plays an important role in our lives, both professionally and personally. As many of know from experience listening is never easy in fact it can be difficult to understand what is being said by the speaker. Because of laps in attention we tend to misunderstand some of the messages that are being relayed to us or disregard them altogether. Effective listening is important for receiving the correct feedback from those you’re speaking with and requires a focus that should be central to what is being said or what topic is being discussed.
Let’s explore why listening is so critical. “Adam listened to Eve. In that first spoken word message and all since, no communication occurred until there was a listener. It follows, then, that there has become a much-heightened need to listen. We must understand the fundamental relationship involved, we cannot escape it” (Mills 1). The characteristics of good listening skills can be best understood by using the acronym MASTER. The “m” refers to mental. Mental is the ability to slow down and strategically control our ability to listen. “A” refers to active. Being active utilizes constructive listening responses and constant practice can keep this sharp. The “s” refers to sustaining attention. Experienced concentration is crucial for sustaining attention. “T” refers to target. There are four types of potential listening targets; responsive listening, implicative listening, critical listening and nondirective listening. Responsive listening is the agreement between listener and speaker. Implicative listening involves carefully understanding what is implied by hearing what is said. Critical listening is the process of coming to the point of a subject by clearing away all the non-important information. Nondirective listening is fully hearing the speaker out. The “e” refers to eliminating t...
Listening is one of the most powerful tools of communication and is a process that is used to receive, convey a meaning, and respond to both verbal and nonverbal messages. It is what we choose to do and it requires more work than speaking. Oftentimes, people simply misunderstand the difference between listening and hearing. Hearing is a passive process that takes in sounds and noises and listening is what you choose to do. This selective process includes 5 phases that can be acquired for us to become effective listeners in the future. The 5 phases are attending, understanding, remembering, critically evaluating (listening), and responding. Once the 5 different areas are understood, we will become aware of what needs to change and how we can change them. This will also allow us to improve our listening skills in the workplace, school, at home, etc.