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Scenario::
The organization that you are employed by treats the ability to have good workplace relationships as a very important part of the skills of their managers. You have been selected for a promotion within your workplace. You will be required to become the team leader of a team that is having difficulties with team relationships. The team is made up of a very diverse group of individuals and some of those individuals are finding it difficult to feel comfortable in their workplace. The effect of the disharmony is the productivity has dropped.
You are tow rite a report to your manager describing what you should do to improve the workplace relationships of team. You are required to show how you will improve teamwork and moral so that productivity will increase. (The report should be of 1000 words).
You will need to address the following points in your report and give examples if possible.
Instruction to the student:
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As a manager, I know for certain that teamwork is a core pillar for the success of any organization. Disharmony, on the other hand, is disastrous because it encourages division, poor understanding and poor performance of the employees. When there is a poor working relationships in the workplace, employees will produce dismal performance because they fee uncomfortable, odd and demoralized to discharge their duties as they ought to (Beale, D & Hoel
2011). Therefore, as a manager, I will make it upon myself to ensure that I do not lead a divided workforce. To improve workplace relationships, teamwork and quality service delivery, I will strive to take the following measures:
Communication is key in any organization. With effective communication, there can be an interrupted flow of information between the management and the workforce. One fact that can not be disputed is that the employees feel uncomfortable to relate with one another because of poor communication (Shockley-Zalabak 2011). In this regard, in my capacity as a manager, I will do my best to ensure that there is always effective and open communication amongst the employees and with their managers. This will help in the sharing of information and establishment of healthy relationships in the workplace.
As a manager, I know that my role is not to dictate, but to be consultative. Therefore, before making any major decision, I will have to seek the opinion of the employees. Many employees feel discouraged because they are not consulted when making decisions in the organization. This is why they have poor working relationships and feels demoralized to perform well (Zhang & Wang 2011). However, as a new manager, I will not dominate the decision-
making process. Instead, before taking any measures, I will have to directly or indirectly involve the employees. This will motivate them because they will feel recognized as an important class of stakeholders within the organization.
Obviously, such a workplace can not run smoothly without conflicts. More often than not, employees will have to disagree because of their diversities, attitudes, opinions and worldviews. However, whenever such conflicts arise, I will have to ensure that they are amicably resolved. To do this, I will come up with well-outlined rules to be followed by all the employees. Also, disciplinary procedure will be provided to ensure that no one feels infringed in case of any problem. More importantly, I will adopt a diverse and flexible approach when resolving conflicts. Some of the methods to use will be negotiation, dialogue and mediation (Forsyth 2012).
The organization, being an equal opportunity employer, has a combination of employees from diverse backgrounds. There are workers from different geographical, national, racial, ethnic, religious and socio-cultural background. To accommodate all these workers, I will have to foster a spirit of cultural tolerance in the workplace. I will make it necessary for the organization to have a set of organizational culture that is diverse in nature (Shockley-Zalabak 2011). Hence, for cohesion and cultural understanding to exist, all employees will be encouraged to conform to the organizational culture. If properly done, no conflict will arise as a result of cultural disconnects.
Just like any other manager, I should not live in denial, but accept the fact that employees in my organization face lots of difficulties. To address all of them, I will have to adopt an ethical reaction approach. Here, I will have to keenly listen to all the employees and treat them with all the respect that they deserve (Beale, D & Hoel 2011). At the same time, I will not discriminate upon anyone, but accord all employees equal treatments when addressing their complaints or solving their problems. This will be quite satisfactory to all the grieved persons.
I don’t think it will be fulfilling to manage a team that does not have confidence and trust in me. Whenever discharging my duties, I will always try to win the rust and confidence of my team members. To do this, I will have to take lots of measures. First and foremost, I will have to involve my team members on all the major decision-making exercises (Keashly, et al 2011). Secondly, I will be a critical listener who always lends his ears to whatever the team members have to say. Moreover, I will be a truthful and honest manager who makes promises and
promptly fulfills all of them, give credit to the team and admit whenever I am wrong.
The only style of interpersonal communication I will adopt is face-to-face. This is a type of communication in which people directly communicate with one another when they physically meet. This is a good style of communication because it bridges the gap between individuals and eliminates any unnecessary barriers that might prevent an effective communication between them (Ting-Toomey & Chung 2012). For instance, when used to communicate with employees, face-to-face communications will make it much easier for me to freely interact with the workers in an environment that is not restrictive, but conducive to all.
During my rein as a manager, I will also encourage my employees to make a good use of their networking to improve their relationship. The big size of the organization can be a good thing if properly utilized. So, all the workers should be encouraged not to operate as a clique, but be free and open people who can interact with anyone else regardless of their differences (Zhang & Wang 2011). Such networks can help in promoting peace and cohesion at all times.
I know it is incumbent upon me to manage all the conflicts that arise in the workplace. To achieve this goal, I will begin by acknowledging that conflicts are necessary and can not be avoided whatsoever (Forsyth 2012). Nonetheless, I will not hesitate to deal with it head-on before it becomes disastrous. Meanwhile, I will manage conflicts by involving many stakeholders and referring necessary cases to the necessary staff (Keashly, et al 2011).
The following legislations will be applicable in the management of employees:
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