...Introduction 3 I. Understanding healthy relationship between employer and employee 3 II. Tips for building relationship 4 III. Barrier of building good relationship between employer and employee 5 IV. Nurturing and growing good relationship 6 Conclusion 8 Referencing 9 INTRODUCTION A man skillful in relationship building perpetually gets position in societies, workplaces, and any other places than those who lack of the skills. Many think of trying to build it as a waste of time and effort. However, that it is actually manageable to establish healthy relationship merely by knowing the secret factors and practicing them consistently. The scope of this term paper will cover the importance of good relationship and tips to abstain and follow in building the skills and finally the last chapter will present factors of nurturing and growing relationship. This term paper will mainly focus on convincing the readers to realize the importance of building healthy relationship and awake to explore more and enhance more skills for the benefits at their workplace. 1. UNDERSTANDING HEALTHY RELATIONSHIP BETWEEN EMPLOYER AND EMPLOYEE In a way of simply stating, all human beings of whatever age, whichever caste or position, whichever sex crave for and certainly need social contact or relationship to be interdependent upon one another. Through having mutual social contact, a number of our down-points can be sorted out and resolved. On the other hand...
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...HINDUSTAN/SAMBHAR SALTS LIMITED JOB PROFILE POST NAME: GM (WORKS) POSITION TITLE REPORT TO: FUNCTION LOCATION JOB SUMMARY: TOUCHPOINTS : : : : GM(WORKS) CMD TECHNICAL SSL EXTERNAL -CLIENTS # 1 REPORTED BY AGM,DGM,CM, SR. MGR, MGR,AM,SUPERVISOR DATE: 11.04.2014 VERSION: 1.0 APPROVED BY: CMD AS BUSINESS HEAD FOR SSL UNIT. INTERNAL GM-W,SSL,DIVISIONAL HEAD AT SSL, GM-COMM.,HO,CMD AREAS OF RESPONSIBILITIES ROLE ROLES & RESPONSIBILITIES 2 3 4 5 6 BEHAVIOURAL COMPETENCIES PRODUCTION DRIVER DIRECT AND COORDINATE ACTIVITIES OF BUSINESS OR DEPARTMENT CONCERNED WITH PRODUCTION ,PRICING, SALES, AND /OR DISTRIBUTION OF PRODUCTS. MANAGE STAFF , PREPARING WORK SCHEDULE AND ASSIGNING SPECIFIC DUTIES. ESTABLISH AND IMPLEMENT DEPARTMENTAL POLICIES, GOALS, OBJECTIVE, AND PROCEDURES, CONFERRING ORGANISATION OFFICIALS. PRODUCTION OF SALT AS PER PRODUCTION SCHEDULE, ACHIEVE MAX EFFICIENCY OF THE PLANT, COST OPTIMIZATION, MAINTENANCE OF PLANT EQUIPMENT CO-ORDINATION WITH TECHNICAL TEAM DRIVER CO-ORDINATION WITH TECHNICAL TEAM TO ENSURE MAX. PLANT UTILIZATION RELATIONSHIP MANAGEMENT DRIVER EFFECTIVE TEAM BUILDING WITH ALL DEPT. COST OPTIMIZATION THINKER ACHIEVE MAX. OUTPUT WITH LEAST RESOURCES TRAINING & DEVELOPMENT DRIVER TRAINING & DEVELOPMENT OF STAFF TEAM BUILDING AND SECOND LINE THINKER & DRIVER DEVELOPMENT LEAD THE TEAM WITH THE HIGHEST ETHICAL STANDARDS, BY MAINTAINING EXCELLENT COMMUNICATION, WHICH WILL BE MOTIVATING THE CONFIDENCE OF THE TEAM. WORKING COLLABORATIVELY...
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...Strategies for Building Effective Relationships LDR/300 September 8, 2014 Silburn Pitter Strategies for Building Effective Relationships Building effective relationships requires time and effort. The most effective relations take many forms and are fruitful, effective and satisfying. This only occurs when the parties involved cultivate a level of high trust in their relationships, also called inter-dependence. For this paper we will discuss the basic skills that a leader must possess in order to succeed in building effective relationships. We will also discuss some of the methods used to build effective relationships with superiors and peers. Finally we will look at the role of the leader in different participatory management methods. Leader Skills These features not only facilitate a relationship to mature and deliver exceptional results, but just as importantly, they also preclude a relationship from unraveling under the weight of confusion and external stimuli – a vital aspect in today’s fast-paced and ever-changing world Anyone coming up thru the ranks in the military and in the civilian sector knows that in order for a leader to be successful that they must possess certain leadership skills. Although not all inclusive, these skills will set up a leader to be successful. These skills include: organization and time management, selling skills, resource acquisition and management, technologically savvy, persuasive and negotiating skills, and ethics (Javitch, 2009)...
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...Strategies for Building Effective Relationships LDR/300 Strategies for Building Effective Relationships Building effective relationships requires time and effort. The most effective relations take many forms and are fruitful, effective and satisfying. This only occurs when the parties involved cultivate a level of high trust in their relationships, also called inter-dependence. For this paper we will discuss the basic skills that a leader must possess in order to succeed in building effective relationships. We will also discuss some of the methods used to build effective relationships with superiors and peers. Finally we will look at the role of the leader in different participatory management methods. Leader Skills These features not only facilitate a relationship to mature and deliver exceptional results, but just as importantly, they also preclude a relationship from unravelling under the weight of confusion and external stimuli – a vital aspect in today’s fast-paced and ever-changing world Anyone coming up thru the ranks in the military and in the civilian sector knows that in order for a leader to be successful that they must possess certain leadership skills. Although not all inclusive, these skills will set up a leader to be successful. These skills include: organization and time management, selling skills, resource acquisition and management, technologically savvy, persuasive and negotiating skills, and ethics (Javitch, 2009). Companies are not...
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...Trust and Interpersonal Relationships MGT 521 Week 4 Individual Assignment University of Phoenix March 17, 2011 According to Stephen B. King, a facilitator who wrote an article titled ‘Building trust among members of a work team: One facilitator's experiences’ (2000), he believes that trust has to be earned; it cannot be assumed among team members. Building trust among team members is not an easy mission, but is substantial to the success and cohesion of a team. His experience as a facilitator with a team of employees from the Penn State University library led him to question, ‘when working in teams, is trust assumed or do team members have to earn trust?’ In the interest of determining an answer to his question, King facilitated several surveys to assess how trust affects interpersonal relationships among team members. In addition to that, this paper will also take into consideration what teams must do when trust is lost and how to keep trust among team members. This paper will use some of the ideas put forth by King in his article coupled with other researches to provide some justification to the questions put forth. When working in teams, is trust assumed or do team members have to earn trust? The aforementioned paragraph referenced that building trust in a team environment is not an easy task. However, trust is essential to the effectiveness and success of teams. “Trust is a fragile thing: it takes time to build and it can be destroyed instantly...
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...Building Relationships “Just Because” Relationships are key to what PI is trying to establish as it helps other businesses. Perceptionicity was a phrase coined, “to define and encompass all the processes used to align perceptions within organizational and/ or corporate cultures.” (Aguayo, 4). With the help of the City of Influence, this section will help explain why developing relationships are key in order to help this idea of Perceptionicity expand across the business world. These principles include but are not limited to how relationships help motivate, how to develop relationships and the advantages to developing relationships in this way. Relationships Help Motivate Most, if not all businesses have employees. Whether it is one to one hundred thousand, the idea of motivation is applicable to these businesses. As an owner or manager we need to think, “When you are not around what motivates your employees?”(Aguayo, 5). This is important, because often owners or managers are not around! Without proper motivation or any motivation; how will the employee produce positive results for the business? PI can have an impact on businesses by helping their management realize this principle. A way to help with this is to not have relationship arrogance within the company. Relationship arrogance means to “prioritize relationships based on a forecasted return on investment.” (Stewart, 50). In a blunter manner, it is to only make relationships with those whom you...
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...Journal Article: Building Brand Webs: Customer Relationship Management Through the Tesco Clubcard Loyalty Scheme Group Topic: Customer Relations and the Food Industry In this journal article, the author, Rowley, examines the use of loyalty schemes and the role that they have in developing a customer relationship with the brand distributing, or communicating with the loyalty scheme. The role of loyalty schemes in branding is also examined alongside their effectiveness of keeping customers loyal. A central argument that is portrayed is ‘Do loyalty schemes work?’ (Rowley, 2005:194). This is assessed on their effectiveness on the way the brand or organisation is perceived and the way customers behave towards the brand. The theory that Rowley basis her argument around is that ‘relationship marketing acknowledges that a stable customer base is a core business asset’ (2005:195). The role of theory in this instance is used to help understand the use of loyalty schemes and the relationship they build with the customer and the brand. So by a brand opting to use a loyalty scheme, they can effectively get to know their customers. This can result in a stable customer base for them, therefore benefiting the business or brand in many ways. Another theory that is used in this article is that customer loyalty cannot be bought through such schemes, rather it is developed overtime through a sense of customer satisfaction and value. A number of different perspectives are...
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...focus of employee development has creates a sense of community and loyalty between employee and employer. Relationship building within an organization is a top priority for business success. Generationally changes in the workforce have created multiple variations of employees in today's workforce. The largest generation of employees is the baby boomers. This generation has traditionally been very committed to companies and have high trust and loyalty. Generation millennials have a much different outlook at employment than baby boomers. These two are just a couple examples of generational employees that companies must adapt to retain. Mentoring has been around for quite some time but traditionally was reserved for upper management. Companies realized the benefits of mentoring could be transferred to all employees as a part of development and growth plans. We will look at mentoring to compare the idea that mentoring is an effective and low cost way to develop employees and build that trust and loyalty needed for employees and organizations. We will look at two different articles from authors who have conducted research on the positive effects of employee development through mentoring relationships of the employee/employer. Defining mentoring is a critical step in the process of implementing and continuing a vital program. Greenhaus defines mentoring as a relationship between junior and senior colleagues. Organizations today have adopted many forms of mentorship and coaching...
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...Team Building There are many things may arise in the workplace that can cause conflict between employees and negatively affect the production or quality of work. In this paper I will give a summary of an article called becoming an evidence based HR practitioner. This article is relevant to this paper because it gives background on how to address issues in the workplace, using evidence based solutions. Also, I have chosen to focus on team building exercises and how they affect employees in the workplace. I will include evidence to support my argument whether or not this is a useful technique. Becoming an Evidence-Based HR Practitioner Becoming an evidenced based HR practitioner was a very insightful article to read. The article described EBHR as a decision making process that combines critical thinking and scientific evidence along with business information. It also informs the reader how to get started as an EBHR practitioner. The key aspect to EBHR is to actively manage professional decisions. This involves making decisions using practices supported by high research. The article also includes step by step set of approaches to becoming an evidence based HR practitioner. It offers guidance for evidence- based practice the article underscores the connection between effective practice and organizational research. Team Building and Employee Relationships The question I decided to focus on was “Do team building exercises improve relationships among...
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...authors and subscription information: http://www.tandfonline.com/loi/ctas20 Building Innovation Networks: Issues of Strategy and Expertise Lisa Harris, Anne-Marie Coles & Keith Dickson Available online: 25 Aug 2010 To cite this article: Lisa Harris, Anne-Marie Coles & Keith Dickson (2000): Building Innovation Networks: Issues of Strategy and Expertise, Technology Analysis & Strategic Management, 12:2, 229-241 To link to this article: http://dx.doi.org/10.1080/713698468 PLEASE SCROLL DOWN FOR ARTICLE Full terms and conditions of use: http://www.tandfonline.com/page/ terms-and-conditions This article may be used for research, teaching, and private study purposes. Any substantial or systematic reproduction, redistribution, reselling, loan, sub-licensing, systematic supply, or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express or implied or make any representation that the contents will be complete or accurate or up to date. The accuracy of any instructions, formulae, and drug doses should be independently verified with primary sources. The publisher shall not be liable for any loss, actions, claims, proceedings, demand, or costs or damages whatsoever or howsoever caused arising directly or indirectly in connection with or arising out of the use of this material. Technology Analysis & Strategic Management, Vol. 12, No. 2, 2000 Building Innovation Networks: Issues of Strategy and Expertise LISA HARRIS, ANNE-MARIE...
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...Strategies For Building Effective Relationship Tamekia Richardson LDR/300 November 25,2013 James Powell Strategies for Building Effective Relationship The company my uncle owns is in need of a need leader for the company. This is something that I have worked very hard for from the first day that I started working for the company. I will provide that I am ready to take on the full responsibility to lead this company in a positive way. The last leaders that was in charge did not stay around for varies of reasons. One the leader was not able to communicate with the team. Building effective relationships requires time and effort. The most effective relations take many forms and are fruitful, effective and satisfying. This only occurs when the parties involved cultivate a level of high trust in their relationships, also called inter-dependence. For this paper we will discuss the basic skills that a leader must possess in order to succeed in building effective relationships. We will also discuss some of the methods used to build effective relationships with superiors and peers. Finally we will look at the role of the leader in different participatory management methods. Basis Leadership Skills The number one basic leadership skill that is needed is to be able to communicate within the team itself. By doing this it will help to get to know each and every employee that works for the company. Communication is needed to also be able to deliver the product information...
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...possess, but when I think about what I look for in my role models, my colleagues, and in my friends I can pin point three virtues that I find to be most imperative. These virtues include honesty, reliability, and wisdom. I find these virtues to be important in all aspects of life; when we are growing up and look to our parents and other role models to shape ourselves, when we are building friendships and relationships, and when we are conducting business. Growing up/ Role Models It is important that our parents, teachers, and other role models hold these virtues. We need them to be honest in telling us what is right and wrong and what the real consequences of our actions are. We need them to be honest about what is happening in the environment around us, so that we can be knowledgeable. We need them to teach us that honesty gets us further in life. We quickly learn that in the short term lying can get us out of trouble or get us what we want. It can even make it easier to make someone else happy or comfortable in certain situations. But by being honest we build trust which is important for strong relationships, and with honesty comes less stress. When you begin to tell lies you create this alternate reality, which depending on how many lies are told and the extent of your lies, can become difficult for you to remember. This in turn can cause you to make up new lies to save your old lies and create stress for yourself by having to remember it all. As your mother always told you, honesty...
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...and what their expectations are. A score of 25 means I fall in a comparative low range in my task oriented leadership style. The relationship result assesses the extent to which I allow subordinates to feel comfortable, with themselves, among others and in a group. A score of 47 means I fall in a comparative very high range in relation to how people think oriented I am. These results indicate that I fall within acceptable thresholds in my leadership style in relation to how task and people orientation. Discussion: The results indicated above supports my leadership style in my workplace. I believe that effective results are better attained when leaders emphasizes more on relationship than spending a good portion of the time monitoring subordinates to meet target. To this end, I have an open door policy at work where my staffs are encouraged to meet and share ideas on what, in their opinion, constitute the right course of action. I encourage my team leaders to consult with team member in the developing strategies of meeting set goals. I have an inclusive culture at my work where employees are made to feel they are a part of decision making- and that their contributions are of a greater value to how we collectively solve problems, how we function well as a group and what it takes for us to attain set goals. I do invite my staff to after work activities such having dinner together and drinking at various spots with the aim of enhancing the spirit of the team. Showing a...
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...conflict and increase the overall respect and trust level between team members. Here are three ways to increase your ability to listen: Clarify content -Two powerful phrases that everyone needs to learn, "Did I hear you say...?" and "So you're saying..." There's no harm in being wrong. By simply repeating what you think you heard, you are letting the other person know that you are engaged and making a concerted effort to listen, and not just hear them speak to you. There's a big difference between listening and hearing. Mirror the speaker - You can practice this one while driving. Put talk radio on and as the on-air person is speaking repeat everything he or she says within a second after the word is said. This is hard but valuable work to increase your ability to focus on the one who is speaking. Don't do it when you're with one of your team mates! Otherwise, you're liable to get hit. After a while practicing in your car, however, you will be able to mirror the speaker's words silently in your head. When you can listen closely to every word spoken, you'll understand everything people are telling you. Stop what you are doing - Stop multitasking and focus on the person speaking to you. An executive I know literally realized that she had a bad habit. When her employees would come to her office, she'd be shuffling papers, finishing an email, or clicking on the web while her employee would be talking to her. When she realized that her multitasking was lowering her overall...
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...Case Study Table of Contents 2.0 Executive Summary 2 3.0 Case Analysis 2 3.1 Major Issue 2 3.1.1 Relationship Building 2 3.1.2 Adversial versus Guanxi Business Methodologies 3 3.2 Cultural Theories 4 3.3 Cultural Characteristics involved in the case 8 3.4 Solution and Action Plan 10 4.0 References 12 2.0 Executive Summary There was breach of faith by withholding information and not being upfront during the communication process between different parties. This situation was also caused by cultural differences like relationship building, “Guanxi”, emphasis on personal relationships versus factual-based legalistic approach, completely varied styles of doing business, and also individual parties not conforming to the business methodology that they were accustomed to. There was also lack of communication between the parties. The Seven Dimensions of Culture were identified by management consultants Fons Trompenaars and Charles Hampden-Turner, and the model was published in their 1997 book, "Riding the Waves of Culture." 3.0 Case Analysis 3.1 Major Issue The major issue in this case is that there was breach of faith by withholding information and not being upfront during the communication process between different parties. This situation was also caused by cultural differences like relationship building, “Guanxi”, emphasis on personal relationships versus factual-based legalistic approach, completely varied styles of doing business, and also individual parties...
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