Identifies relationship undermining behaviors in the workplace and articulates ways to avoid those practices.
Identifies positive relationship building behaviors in the workplace and articulates how to engage in these practices.
Your Assignment: Developing Positive Relationships
Please read the following scenario and write a 500-1000 word essay which addresses the questions below:
Scenario:
Your friend Julia is about to start a new job next week as a customer service representative at a large technology firm. Even though the job is a great move for her professionally, she is a bit apprehensive, because at her last organization, many of her co-workers did not get along with each other.
Those negative interpersonal relationships often made her last job an unpleasant place to be. Julia asks you what she can do as a new employee to really build positive relationships with her new co-workers.
What are two pieces of advice you could give Julia about things she should do as a new employee to build positive relationships with her co-workers? Provide specific advice for what Julia can do and explain how it will foster positive workplace relationships.
What are two pieces of advice you could give Julia about things she should not do as a new employee to build positive relationships with her co-workers? Provide specific advice for what Julia can avoid doing and explain how it will encourage positive workplace relationships.
rly regarding leader-member relations, if the group are familiar and trusting of the leader policy implementation becomes much simpler. Similarly to leadership, understanding and adapting to the situation is key to a leader being able to implement policies that ensure a group work as a team. Teamwork is a product of good leadership, and is again the responsibility of the leader to ensure the group are working successfully together. Highly functioning teams are essential within organisations to increase productivity and member satisfaction, by utilising the talents of all group members effectively within the constraints of the task, personal relationships and the group goals (Pettinger, 2007). Figure 2: Tuckman’s Model of Group Development (Agile Scrum Guide, 2019) Tuckman in his Model of Group Development provides easily identifiable stages that a groups performance can be measured against, making it useful for monitoring performance, Figure 2 shows Tuckman’s model. Ranking group performance against this scale can provide leaders with a clear understanding of how the group are functioning, allowing them to implement policies to change this if performance is unsatisfactory (Pettinger, 2007). Within organisations, the theory can be loosely applied to creating teams by grouping familiar individuals with the aim that they will reach the norming and performing stage of the model quicker. For short and simple tasks this is an extremely effective way of organising groups, due to the increased short term productivity. However there are significant issues with grouping individuals in this manner, particularly when tasks become more complex, and ultimately the model should mainly be used for monitoring the progress of groups (Pettinger, 2007). Figure 3: Belbin’s Team Roles (PrePearl Training Development, 2019) A more functional approach of grouping individuals is to utilise Belbin’s Team Theory (Belbin, 2017). Belbin identifies 9 key roles that must be fulfilled within a group to ensure success, the roles are summarised in Figure 3. The roles cover a wide spectrum of skills that need to be present within a group to ensure success, and becomes essential when tasks are lengthy and complex. Organisations can find the Belbin roles eac