Demonstration of Effective Interpersonal Skills for Enabling Successful Team Work
Koper Resources Company (KRC) is an organization of major mining and underground resources exploration. Headquarter of this organization is located in Perth, Australia. The project executive director of KRC has acquired a license from the government of New Zealand for evaluating the existence of copper and its quantities for justifying the cost of extraction and investigation. Project executive requires taking permission from the local kiwi, as the area that the company has taken for the investigation is owned by them. Also, a small part of the land is under the management of the New Zealand government’ department for the protection of the forest and birds from any such explorations or extraction as it is designated as a national park.
The project executive has shown a critically analysis and assessment about the exploration testing to make M?ori’s understand about its practices. Also, they have resolved the issues related to the corporate social responsibilities that could occur during the investigation. They have also worked upon the different approaches towards the organization to acquire this opportunity and for meeting the stakeholders’ expectations from this project by keeping the challenges in mind for M?ori organization and evaluate them (Yakovleva, 2017).
Demonstration of effective interpersonal skills for enabling the successful team work
Effective communication is an important element in the workplace especially in a leadership role. An effective communication separates a poor leader from a unique one. Having effective communication skills is the key to a successful leadership. Communicating in a well-mannered with the team helps in eliminating misunderstanding and helps in creating a peaceful, healthy, and positive environment. It also helps in getting work done quickly and professionally (Katzenbach, & Smith, 2008). There are some key points that help in operating an effective communication in the workplace for a successful team work and team bonding.
- Verbal and non-verbal communication: Verbal communication includes the embedded messages, whether intended or not that are expressed by the non-verbal behavior, while non-verbal communication includes the facial expressions, tone, gestures of the body language and the distance between communicator physically (Katzenbach, & Smith, 2008).
- Open meetings:Communicating with the team in an open meeting shows passion and helps in build up their trust with this direct approach where they can hear and understands the dedication and motivation behind this (Katzenbach, & Smith, 2008).
- Communicating via training:Training is a best personalized option towards the communicating convinced information to the team members (Katzenbach, & Smith, 2008).
- Listening team members: Communication always happens in between group, being a leader only talking without listening to team members is not justified the meeting when there is no opinions or thoughts from other, so encouraging them to speak up and giving opinion and ideas, as the word “team work” reflects that working in a team or with a team (Katzenbach, & Smith, 2008).
- Questioning: The skill of questioning helps in encouraging the interpersonal relations and in reflecting on their experience and learning (Katzenbach, & Smith, 2008).
- Transparency of messages or using clear words: There are some specific messages that include the timelines, accuracy and the provided balanced information that gives an understanding of the core targets of the project and helps in achieving them (Katzenbach, & Smith, 2008).
Maori culture in New Zealand
M?ori culture includes the kiwi life’s integral part along with unique and dynamic experiences for the people or visitors in the New Zealand’s. They are ‘Tangata whenua’, native people who came in the New Zealand from more than thousand years ago from their homeland, mythical Polynesian of Hawaiki. That is now 14% of their population, and their history, traditions and their language have become a central identity of New Zealand (Guthrie, 2018).
Critical evaluation of corporate social responsibility and challenges for Kiwi/M?ori organizations to meet stakeholder expectations
Corporate social responsibilities is a terms of company’s incorporate norms in direction of its social, environmental and economic factors that have turned into creating values and operations of an organization along with turning the values and processes into transparent and accountable manner. Nowadays it’s becoming a strategy for the company to maintain its long-term growth and success (Jamali, 2008).
The growth of corporate social responsibility is increasing with the growth of industries in the country. Company’s reputation nowadays depends on its corporate social responsible activities. Those CSR activities help in enhancing image and brand value of the company. If the companies CSR activities goes in a negative way then that could damage the brand value of the company (Jamali, 2008).
Maori Culture in New Zealand
CSR is considerably important for the mining sectors, as the population growth is increasing in well developed countries, along with the requirement of the minerals and metals with this developed world. If these CSR activities show a positive impact on the local economy then mining can also have the negative impact on the environment especially for the people live in the local area as well as for the safety of its worker. This CSR activity has been done for the safety of the animals of the national park that was located in a small part of that particular land, also for the Maori people in that area (Ali, Rehman, Ali, Yousaf, & Zia, 2010).
Issues related to the corporate social responsibility
There are many issues related to the CSR that could arise while doing the process of mining such as, accidents, health related issues, dust, noise, rock breaking, artificially supplied air and light, harmful gases, and many ergonomic hazards that directly impacts on the Maori people. For this KPC would need a proper CSR implementation plan to resolve these issues and satisfy their stakeholders and people involved in this project or those who all were affecting with it. As there are many other social problems that are often found in the local communities during these mining activities. For achieving the targeted goals or its objectives to sustain the development of environmental and social issues, they would need to emphasis on the government organizations that are related to with particular area (Jamali, 2008).
Theory to frame the CSR activities and its approaches
There is an excessive range of existing theories on CSR activities and it is as well difficult to find the one out of all these important theories. There is a theory on CSR which is differentiated in between four groups, which are focusing on four different aspect of the social reality and that includes, instrumental, political, integrative an ethical theories (Tai, & Chuang, 2014).
The first approach of this theory includes the economic and the corporation of wealth creation. The second group of this theory focuses on the corporation social power and its responsibilities in its political area related with its power. The third approach includes that integrate social demands and the forth approach focuses on the ethics that considers the relationship between business and society surrounded with its ethical values. The main focus of all these theories and approaches is the concept of the relation in between business and society that must include the dimensions and connections existed among them (Ranängen, 2013).
Effective solution of implementing CSR activities for stakeholders’ satisfaction
For embedding all these issues there is a pyramid of corporate social responsibilities that consist the four kind of social responsibilities and an ultimate solution to minimize the issues and maximize the confidence of all the stakeholders (Schwartz, 2017).
These four responsibilities include the required expectations of the stakeholders.
A). The economic responsibility: This includes the significance of earning and the requirements of global capitalization or the direct profit to the company and the government also helps in maintaining a strong position in competitive advantages.
Critical Evaluation of Corporate Social Responsibility and Challenges for Kiwi/Maori Organizations to Meet Stakeholder Expectations
B). The legal responsibilities: This includes the rules, regulations, and law which is required by the global stakeholders and the Maori to make them realize safe in terms of taking their place for this mining process or if something happens to with the people accidently then they will be authorized to claim the penalty and the government department who is managing the responsibility of national park (Glavovic, Saunders, & Becker, 2010).
C). The ethical responsibility: This includes the ethical norms and the communal mores that should be respected and should go beyond the mere compliance with the laws and regulations and this is what expected by the stakeholders.
D). The philanthropic responsibility: This includes the charitable activities, assisting the educational institutions and the enhancement of the Maori’s community, desire of the global stakeholders (Mutti, Yakovleva, Vazquez-Brust, & Di Marco, 2012).
Critical evaluation of team performance and, including key Maori values
For the Koper Resources Company where they were facing many issues for the land they are using for the copper mining. To resolve such issues it is significant for them to build a good team for managing these works and should be able to handle such issues that can occur while doing their work. Team building activities are as important as the team work then only it will be a help in strengthening the bond of the people in a team or group who all are having different temperaments (Harmsworth, & Awatere, 2013).
The components of a good performance- management system are simple, but implementing them into a fundamental operating system of business is more challenging than it appears. Effective management performance is vital to businesses or companies (Memon, & Kirk, 2012). Through which formal and informal both processes help in aligning the employees, resources, and the system for meeting the strategic objectives. For keeping a business on track it is essential to provide an early warning of probable problems that helps leader in making adjustments for any situation that occurs in the middle of the work (Guthrie, 2018).
To help the process running effortlessly there are three approaches that can be implemented for managing a team performance in the organization.
A). SMART system approach
SMART system is a good place to start the goal settling such as specific, measurable, attainable, relevant, and the time-related for the team.
Specific: Specific includes the requirement what exactly company wants to achieve. This helps in providing a specific description for the goal settling and clarifies the differences between two different things for a particular project. For example, KRC wants to grab this opportunity of copper mining in that particular land area, but they want this to continue by completing or removing the issues or problems that are occurring for the Maori people and the government department for the national park safety (Spiller, Erakovic, Henare, & Pio, 2011).
Measurable: This helps in identifying the exactly key values. This means breaking down the goals into some measurable elements with some concrete evidences. Defining the physical appearances of the objectives helps in making it easier to reach. For example, KRC has to completing its project by covering all the other issues from the New Zealand government for the national park and the issues that are impacting Maori people liveliness by the mining work, do they have to measure them and differentiate them into their team for working differently on the particular topic for a smooth working plan (Bouton, 2007).
Issues Related to Corporate Social Responsibility
Attainable: This includes the acceptance of the goals, where company is putting efforts, time and other costs sources but the goal is going in a different way or against the profits and the other responsibilities and priorities company have in their list. For example, company needs to complete its copper mining but if company will not fulfill the requirement for completing the goals or if they will resolve the issues related to the Maori people and will not create a safety and healthy culture then it will go beyond the goals and things will get against to the goal settings (Shahin, & Mahbod, 2007).
Relevant: This includes the relevant skills, sources and the ways to get the things done. It is important before setting any goals for the teams or individual in an organization it should be relevant to the particular targets and goals. Goal completion is vital and having targets met or worked towards is the overall idea when the targets are productive at the workplace and the team or people will contribute to the company’s success. For a leader it is also very important to help their employees for their goals that how they will contribute in the growth of the company. For example, KPR have some certain targets to complete but if the company will not be able to relate the work with the targets for the team then it will automatically the waste of time and cost of the sources (Shahin, & Mahbod, 2007).
Time-related: Goals must be related to with the time. Setting a deadline for a simple task for so far and a short deadline for something complex and the thing which is very time consuming are also not productive. Because such things of time related are incredibly demotivating for all employees and team mates so every goal needs to have a deadline and a specific time frame in the mind (Mclaggan, Botha, & Bezuidenhout, 2013).
Along with these SMART goals company should also focus on some other approaches that should be included in the business such as:
B). Comparative Approach
Comparative approach includes the ranking an employee’s performance with the respect of others in the team. People in the team or individuals are ranked on the basis of highest to the lowest in the work performance. There are many techniques as well for the comparative approach that includes forced distribution, paired comparison, and the graphic rating scale. Forced distribution includes the ranking employees in the team or a group. For example, if the KPR has 100 members in a team where there are some top performers who are constituting 10%, a group of people who are average in the performance who are constituting 40%, and the another group of people who are goop performer and constituting again 40% and the final who all are low performers and constituting the remained 10% (Dey, & Giri, 2018).
This ensures the rewards for all the top performers and by providing proper guidance and the training can be a result to managerial positions as well. While people who are not performing well are given a chance for the future improvisation or dismissed if the performance does not meet the requirements or the standards. Then company move forwards to give a chance to the new hires. As the system ranks the people on the basis of categorization rules rather than on their presentations, in such cases people will who are getting the high ranking in this categorization will get a better pay as incentives or other benefits and those who are not performing as per company’s expectations or who all are lower performers are not deserve to any such benefits (Dweck, 2013).
Theory to Frame CSR Activities and Its Approaches
In paired comparison technique the company includes the comparison factor where they compare an individual’s or a team performance from other individuals or group of people and assign scoring board for them from 1 to the last , 1 for the highest scorer or the higher performers. The summation of all the winning points will include the final performance scores (Workopolis, 2017).
The comparative approach includes the advantage for the small group of employees with the similar work profile, and this could be disadvantage for the people who are working on the different job profiles. Since the scale is subjective based judgment, there is a high chance of preference (Kelly, 2015).
C). Attribute approach
In this approach of system, employees have been rated on the basis of a specific set of constraints that includes, problem solving skills, teamwork, communication, Judgment, creativity and innovation (Kelly, 2015).
The major disadvantage with this approach of act are dimension is of the subjectively or it can be heavily dependent on the nature of the evaluator. The best part of this approach is that it is accurate in terms of identifying the best performances and the advantage of this approach is its simplicity as the most of the organizations follows the same and use this approach for motivating their employees and give them reward to contributing in the company’s success (Kelly, 2015).
Conclusion
In the conclusion of the above text, the KPR was able to complete the process or continuing on the opportunity by implementing the different approaches for better team performance. Also, they have found the solution the for Maori people values for that particular land. KPRF have also benefits the people with the CSR activities and have befits their own team by implementing the approaches to enhance the team performance and for motivate them.
References
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