Importance of Communication for Stress Mitigation
Discuss about the Leadership and Leader Developmental Efficacy.
Work stress is a common phenomenon seen in the companies and the various managers as well as the centre leaders need to take aid of effective strategies so that they aware of the stress which the employees or partners are under (Murphy & Johnson, 2016). The knowledge of the stress is very important for it will helps the various centre leaders as well as managers in the development of strategies for the effective mitigation of the stress faced by the employees and partners (Murphy & Johnson, 2016). In addition to that, it will enable the various managers as well as the centre leaders to have a clear idea of the working environment of their workplace.
The primary step which the various managers can take to ensure that the employees are aware of the “relevant guidelines and procedures” of the company is to get a printed hard of the relevant data and put in on the notice board or at any place from which the employees can clearly see the document (Eden & Ackermann, 2013). In addition to this, the various managers can conduct regular seminars where the employees will be informed about the guidelines as well as procedures which are relevant to them.
In the present world of business it is very important for the business organizations to have “code of ethics, conduct and practice” (Wheelen et al., 2017). The “code of ethics” enables the business organizations to transact their business in an ethical manner not only in terms of the decisions which they make as regards to the relations with the business organizations but also in the matter of their own operations (Wheelen et al., 2017). The “code of conduct and practice”, on the other hand, helps the business organizations to regulate not only the behavior of their employees but also their behavior towards the business organizations in the business (Wheelen et al., 2017). Thus, it can be said that “code of ethics, conduct and practice” are an important factor which influence the various business organizations.
Feedbacks as well as suggestions form an important part of an effective communication and therefore the various business organizations often resort to this particular tool to get valuable insights from their employees about the effectiveness of their operation plans (Slack, 2015). Therefore, the various business organizations should encourage the partners to give suggestions and even take the aid of tool of drop boxes or suggestions wherein the partners can drop their suggestions. In addition to this, the business organizations can even encourage the partners to send anonymous emails to get their suggestions and feedback (Slack, 2015). Furthermore, the higher authorities of the organization should try to create an environment where in the partners can air their suggestions without any hesitation.
The new partners should be provided with the relevant information about the work which they are required to perform so that they perform in a much better manner (Lasserre, 2017). It is to be noted that to achieve this particular purpose the business organizations can conduction an induction session with the new partners in a bid to inform them about their duties. In addition to that the managers as well as the team leaders of the new partners can also convey the relevant information to the new partners regarding their job roles, rewards and incentives, performance assessment and others.
Induction and Mentorship for New Employees
It is to be noted that induction process forms one of the most important part of the stage which follows the process of recruitment. It is during this particular stage that the necessary as well as the relevant information about the company, its structure and other details are conveyed to the new partners (Shockley-Zalabak, 2014). In addition to that, in this particular process the new partners are also informed about the job roles which they need to perform and also the incentives, leaves, rewards, promotion, performance assessment and other policies of the company. It is also the stage during which the new partners get to know the relevant information which will help in the longer run.
Building as well as maintaining positive relationships with the partners forms one of the core functions of the leaders and is necessary for the effective performance of the employees. I will try to be helpful and ready to listen to the grievances of the partners. I will also conduct regular interaction sessions with the partners and reward them for their outstanding performance and help them and give proper training when they are not able to perform as per the required standard (Bolman & Deal, 2017). In addition to this, I will also conduct regular fun activities where the partners will participate and get to know their colleagues in a much better manner (Goleman, 2017).
I would like to comment here that initially I encountered several barriers to the process of effective communication in the workplace. The primary one was that I was required to communicate with the partners over the electronic media and thus I was not able to deliver the message in an effective manner (Goleman, 2017). Therefore, now when I need to deliver any message I directly reach out to that person and convey the message. In addition to this, I also discovered that the employees were not able to deliver feedbacks to me and this use to leave me in the dark as to whether they had understood the message or not. Therefore, now I take feedbacks from the partners after delivering a message to check whether they had understood the message or not.
It is seen that in the workplace conflicts arise at various points of time and the effective resolution of them is essential for the maintenance of a positive environment at the workplace. Therefore, when the leader or the manager sees that the conflict has reached such a point when it is impacting the performance of the partners or it is affecting the environment of the workplace then the leader or the manager needs to act as a mediator in the process (Kang & Hyun, 2012).
The partners should be given the chance to resolve the issue among themselves. However, if the problem continues for a long time the colleagues should interfere as mediators and if the problem still persists then the managers and the centre leaders need to act as mediators and resolve the issue (Goetsch & Davis, 2014).
Importance of Feedback
There are various factors for which meetings are held. The primary reason for which the various meetings are held is for conveying the necessary information to the partners (Goleman, 2017). In addition to that, the various meetings can also be held for the purpose of discussing the performance of the partners and also for the formulation and the implementation of the necessary strategies which are likely to improve not only the performance of the partners but also to improve the prospects of the company concerned in the longer run.
It is important to monitor the activities of the group or individual partners in order to assess their performance and also to help them to perform in a much better manner. In addition to that, feedbacks also form an important part of the process of communication. Feedback is necessary to understand whether the message delivered to the partners has been understood in the correct manner or not (Wood et al., 2012). Moreover, the partners can also give their feedbacks about the way they feel about the organization and the changes which they want the organization to undergo for their betterment.
There are various ways by means of which the centre can encourage the partners to give their suggestions for change. Firstly, they can introduce some suggestion boxes where the partners can drop suggestions about the changes they want the centre to undergo (Kinicki et al., 2014). Secondly, the centre can take into consideration the suggestions given by the partners. This will further encourage the partners to come up with more suggestions (Kinicki et al., 2014). Thirdly, the partners should be made aware that the suggestion for change should come from their end and until and unless they do not come up with suggestions the centre will not be able to understand their expectations in a better manner (Kinicki et al., 2014).
The five things which an organization and its partners can do to maintain confidentiality are listed below-
- Making the staffs sign a non-confidentiality agreement
- The importance of not giving out information to the outside people should be conveyed to the members of the organization
- The staff members should be encouraged not to discuss their work life with outside people
- The staff members should be encouraged to complete their office work in the office itself
- The staff members should be encouraged not to divulge their work related information on the various social media platforms.
Recruitment is the process by means of which fresh as well as experienced skilled individuals are hired into an organization. It is to be noted that various organizations have different processes of recruitment. Some organizations have simple and one step recruitment process whereas others have a complex process which consists of more than five to six steps just like the company Tesco (Shockley-Zalabak, 2014).
The primary consideration which the various recruiters make during the recruitment process is about the skills of the candidate whom they are about to hire. The work experience of the candidates also matters a lot to the recruiters as it is normally seen that the recruiters tend to give preference to the candidates who possesses some kind of prior work experience in the relevant field as it would be much earlier for the companies to make them perform in a much better manner (Goetsch & Davis, 2014). In addition to this, the recruiters also see whether the candidate is able to communicate in a better manner or not as most of the jobs in the present times require the process of effective communication.
There are various kinds of training which the managers encourage the partners to undertake. The primary training which the managers encourage the partners to undertake is the one which will help them to perform their job roles and meet the expectations of the company concerned in a better manner (Goetsch & Davis, 2014). In addition to that, the managers also encourage the partners to undergo several secondary trainings which will help to gain the necessary up-to-date skills necessary to perform better their job roles. Furthermore, the managers can also give some training to the partners to work better in a team environment and also some training related to leadership.
The best way to make the partners aware of the “Commonwealth and State legislations” and organizational guidelines is to put up a printed hard copy of the guidelines on a place where the various partners can easily see the guidelines from time to time (Lasserre, 2017). In addition to that, the organization can also conduct regular interactive sessions with the various partners in a bid to make them aware of the necessary guidelines which are relevant to them. Furthermore, the various organizations can also make the partners aware of the various guidelines related to the “Commonwealth and State legislations” over the electronic media.
Conflict Resolution in the Workplace
The primary people with whom an organization should consult before the formulation, implementation, and the review of the work practices are the various stakeholders and the investors of the organization as they are one who had invested in the organization and supported the organization in the rough times (Goleman, Boyatzis & McKee, 2013). In addition to that, the organization also needs to consult the various partners of the organization as they are ones whom the strategies and the policies are likely to affect the most. The organization should also take the opinion of the various managers as well as the centre leaders for the formulation as well as the implementation of the various strategies as they are ones who will have to execute the strategies which are formulated (Goleman, Boyatzis & McKee, 2013).
The rights as well as the obligations of the partners should be documented as it helps the various partners to remember the obligations which they are required to follow. The documentation of the rights is also very important as it helps the partners to know the rights which have been provided to them by the organization (Lasserre, 2017). It is significant to note that the knowledge of the obligations and the rights is very important as without their knowledge the partners will not be able to follow them in most effective manner.
One of the primary roles of an effective leader is to delegate the tasks or the jobs to the partners as per their capabilities (Zhang, Wang & Shi, 2012). Therefore, it becomes very important for the leader to assign appropriate tasks to the partners who are skilled as well as capable. This will help them to perform in a much better manner as per their capability and they will get adequate opportunity to display their talents and skills. It is often seen that if the leaders assign a task to a particular partner who is not skilled enough to complete it the task then that will not only affect the confidence level of the partner but would also affect the completion of the task.
It is essential for the organizations to have policies so that they convey the important information as regards the behavioral pattern, job roles, the aim and the objectives and various other things which are required of the partners in the best manner possible. In addition to that, it is also essential for the organizations to develop policies so that there is an effective co-ordination among the partners. These in short are some of the benefits of the policies which the various organizations often resort to.
It is very important for the leaders as well as managers to see that the morale of the partners is high and the stress level of the partners is very low (Aaker & Joachimsthaler, 2012). Therefore, I as the centre leader would organize some fun activities so that the partners can relieve the level of their stress. In addition to this, I would also try to create a positive environment at the workplace by making the partners indulge in friendly games and other yoga activities which would enable them to relieve the stress level (Aaker & Joachimsthaler, 2012).
I would make Dylan understand that it is one of the primary roles of his as the centre leader to monitor the work performance and therefore he should try to assign the jobs to the partners as that is one of his primary roles (Haslam et al. 2014). In addition to that, I would make him understand that his success is now depends on the performance level of the partners and the more better they perform the more accolades he will be getting for his leadership skills (Haslam et al. 2014). Thus, he should focus more on providing the kind of tasks to the partners which is likely to maximize their performance level.
I would try to appease the partners that it would not happen again and in the future I will try to be as supportive as possible. In addition to that, I will also tell them I did not help them in the earlier instances as I was confident that they would manage the tasks on their own and that was the precise reason that I did not feel the need to help them. However, in the future I will try to support as well as help them with the various tasks as far as possible and also request them to have confidence in me.
I would first of all call Rodney to the conference and try to explain to him that his behavior is very inappropriate and that he needs to change it as it is affecting the environment of the entire team. I would also suggest him that if he had any grievances or issues with the management then he needs to come up to me and talk to me about it and I will do my best to address the situation in the best possible but he should not indulge in the kind of activities which he has been doing as that is not only portraying him in the wrong him in the wrong light but me as well.
I will first of all call up the partners who were involved in the conflict and try to make them understand the gravity of the situation and also about the limited nature of the resources available in the organization. I would also advice them not to indulge in such activities and in future if such scenarios occur then they should first of all try to resolve it by peaceful means or try to approach me (Eden & Ackermann, 2013). I would also appreciate the other partners for the way they had handled the situation and restored peace and order in the organization.
In would call up Caroline first of all and try to make her understand that she needs to follow the protocols of the organizations and the impact which her action is having on the performance as well as the quality of the team. I would also advise her to focus more on her job roles as she is not able to meet the basic requirements of her job roles. I would also suggest her to come up to me if she is having some work related problems or any other.
References
Aaker, D. A., & Joachimsthaler, E. (2012). Brand leadership. Simon and Schuster.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. John Wiley & Sons.
Eden, C., & Ackermann, F. (2013). Making strategy: The journey of strategic management. Sage.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Goleman, D. (2017). Leadership That Gets Results (Harvard Business Review Classics). Harvard Business Press.
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Haslam, S. A., Van Knippenberg, D., Platow, M. J., & Ellemers, N. (2014). Social identity at work: Developing theory for organizational practice. Psychology Press.
Kang, J., & Hyun, S. S. (2012). Effective communication styles for the customer-oriented service employee: Inducing dedicational behaviors in luxury restaurant patrons. International Journal of Hospitality Management, 31(3), 772-785.
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Wheelen, T. L., Hunger, J. D., Hoffman, A. N., & Bamford, C. E. (2017). Strategic management and business policy. pearson.
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