discussion

Discussion 1

  1. Emotions can hinder a managers ability to lead if they let their feelings cloud their judgment. As a manager, the position comes with responsibilities of it’s own, and being a leader to any group of people can become stressful, on top of stressors that come from outside work and personal problems. In an article by Chron, they speak about how good communication leads to higher productivity and problem-solving skills. It states, “Employees who struggle on the job (Links to an external site.) naturally look to managers for guidance to solve their problems. A manager who lacks discretion, however, is unlikely to gain the trust he needs to address co-worker conflicts, declining performance or substance abuse issues.” (Heibutzki, 2018). A manager must be able to help their employee’s when they struggle, so being able to practice discretion and monitor their own emotions, it will create a better space for them to lead. Emotions can also cause a manager’s message to be miscommunicated. Much like Uber CEO Travis Kalanick, managers are human and they could answer a question in a rather aggressive way because they are emotional about the subject. When the textbook explained what happened to Uber CEO when one of the drivers asked him about fare prices, he became defensive about the state of his company, most likely leading to the outburst that cost him his reputation (Neck et al., 2016). Organizations providing seminars on how to be an effective communicator can help people avoid this when they are in a supervisory position of any kind.
  2. Empowering employees to have open communication, within reason, with their superiors will create a dynamic, possibly more productive environment. Much like how in our earlier case study about Kempinski Hotels, giving employees the space to speak up about what it’s like on the front lines makes them feel like they make a difference and have a say. This type of upward communication, which happens when lower level employees communicate to those in a higher level (Neck et al., 2016), gives executives feedback on how the processes they put in place are working. Richard Branson, founder of of Virgin, makes a point to have an organizational culture that welcomes communication. The front line workers, in his opinion, “know when things are not going right and they know when things need to be improved.” (Neck et al., 2016), this tactic of communication makes an organization a few steps ahead of others because they are constantly improving and innovating. Southwest also has the same idea behind their organization, make the employees heard and they will better the foundation from the front lines, back. 

Sources:

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Heibutzki, R. (2018, June 27). Why Is Effective Communication Important in Management? Work – Chron.Com. https://work.chron.com/effective-communication-important-management-27001.html (Links to an external site.)

Neck, C., Houghton, D., & Murray, E. (2016). Organizational Behavior : A Critical-Thinking Approach (Hardcover)–by Christopher P. Neck [2016 Edition] ISBN: 9781506314402 [E-book]. SAGE Publications.

 ReplyReply to Comment

Example of student reply

Hi Jewel,

I loved how you brought up our case study of Kempinski Hotels! This is a great example of how giving employees a voice can be beneficial to a company in so many aspects. The culture of an organization is very telling of how their employees are treated. Giving their employees a voice through accepting feedback and creating the ‘My Story’ site gave them the opportunity to share their own personal experiences in this workplace (Neck et al., 2018). This type of open communication with superiors is great when receiving feedback and possible recommendations for future decision making. I also enjoyed reading about the other companies that have similar cultures surrounding communication among staff members. It truly does show to consumers, and can be much more appealing when driving business profits. Thanks for sharing!

Neck, C. P., Houghton, J. D., & Murray, E. L. (2018). Organizational behavior

     (2nd ed.). Sage Publications. 

2.In what ways can emotions hinder a manager’s ability to lead? 

Emotions can hinder a manager’s ability to lead because it can change the communication and delegation styles between employees and manager. As we’ve discussed in previous chapters, emotional intelligence can help aide in creating effective managers. Emotions strongly influence decision-making, creativity and interpersonal relationships in any organization. In Bad Communication, Robert, an employee was being fired for miscommunication and unwanted anger from his manager it created a strained and stressful work environment to be apart of. Another example of how emotions can hinder a managers ability to lead was during the manager interviewing a new candidate and exploding on an employee for interrupting. Instead of processing the situation and responding in a calm and rational manner, this manager chose an authoritarian style of punishment. For example, the textbook explains that when in a positive mood (happy, relaxed, confident) our ability to take criticism increases. Versus when we are in a negative mood (stressed/angry/insecure) we have the tendency to snap and make irrational decisions with little regard to outcomes (Neck, C. P. et al., 2019). Banerjee-McFarland (2018), has a great article that expressed the importance of managers having a sense of self, have the ability to self-regulate their emotions, empathy, and the ability to reduce information overload. Information overload is exposure to a high volume of information in one setting. It is stated in the textbook that “Studies have found that information overload reduces creativity, decreases productivity, impacts workflow, and can even cause headaches, stress, and insomnia”(Neck, C. P. et al., 2019). In the context of emotions hindering abilities in management, having a better understanding of one’s emotions can allow leaders make carefully thought-out decisions that increase positive communication between themselves and employees. Managers who make “impulsive decisions or fail to control their emotions and lash out can quickly lose the respect of their subordinates”(Banerjee-McFarland, S.2018). 

What are the benefits of empowering employees to freely communicate with their superiors?

Some of the benefits of empowering employees to freely communicate with their superiors are that it allows for feedback, suggestions, and advice from lower-level employees who work closely with customers to be expressed to higher-level employees. By providing and empowering employees to voice their opinions in a constructive manner, you can allow for an increase in respect, productivity, and improvements made throughout your company. For example the textbook makes a compelling argument of “If lower-level employees do not effectively communicate with their superiors and instead withhold or filter information, this can leave those at the higher levels ignorant of what is really going on in the organization”(Neck, C. P. et al., 2019). Employees want to feel valued and appreciated, especially since lower-level employees have to undergo and experience customer-service interactions on a deeper level compared to higher-level employees. Casey Anderson brings up other benefits to empowering open communication with superiors such as being apart of the decision making process, employees understand their ideas are an important contribution to the company, and gives them the power to influence the outcome of their work” (Anderson, C., 2019). The benefits to this increased responsibility and involvement can lead to increased job satisfaction, positive attitude, and increased self-esteem and self-efficacy. By increasing open communication between high-level and lower-level employees this can allow for improved work relationships and encourages a strong sense of teamwork among workers.

References- 

Anderson, C., (2019). The Advantages of Employee Involvement in Decision Making. CHRON. https://smallbusiness.chron.com/advantages-employee-involvement-decision-making-18264.html (Links to an external site.) 

Banerjee-McFarland, Shabnam. (2018). The Importance of Emotional Intelligence in a Leader. Berette-Koehler Publishers. https://ideas.bkconnection.com/the-importance-of-emotional-intelligence-in-a-leader (Links to an external site.) 

Neck, C. P., Houghton, J. D., & Murray, E. L. (2019). Interactive: Organizational Behavior Interactive eBook (2nd Edition). SAGE Publications, Inc. (US). https://bookshelf.vitalsource.com/books/9781544364865

Youtube Video-Bad Communication-https://www.youtube.com/watch?v=AAhIFD9czks (Links to an external site.)

Example of student reply

Hi Samantha, you made some great points in this post! The manager in the Bad Communication video definitely showed some prime examples of how emotions could hinder leadership abilities. He constantly let his emotions get to him and took it out on the other employees. This created a negative workplace that the employees didn’t want to be a part of because of his constant outbursts. He wasn’t able to use is words to communicate effectively so he would just constantly throw assignments or orders at the employees which would stress them out even more. The point you states from the textbook about information overload clearly explains how wrong and detrimental this could be to a workplace. I also liked the benefits of open communication between higher and lower level employees that you explained. Another addition benefit of this may be that it creates a sense of openness within a company which can help build trust between the employees as well as their audience. When there is strong upward and downward communication, there will be confidence throughout. 

Youtube Video-Bad Communicationhttps://www.youtube.com/watch?v=AAhIFD9czksLinks to an external site.

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Discussion 2

1. Describe a situation in which not having enough conflict can be a problem.

Teams and organizations of all types face many challenges and it is inevitable that conflicts will naturally arise, especially when there is a significant lack of trust. The text defines conflict as followed, “Conflict: A clash between individuals or groups because of different opinions, thought processes, and perceptions.  (Links to an external site.)Many types of clashes can occur within organizations and between them and their constituents” (Neck, Houghton, and Murray, 1965). While conflict is generally known to be a challenging and difficult concept, it can also be positive, depending on the situation. A situation in which not having enough conflict can be a problem may include project planning or any planning phase in any task. In these specific situations of development within a business conflict is expected. Not only can it help promote constructive discussions and criticism, leading to new facts, ideas, and production, but it also can lead to more effective communication skills within the workplace and build a sense of trust and even more efficient teamwork. In chapter 11 the text also mentions relating to this topic, “When conflict is constructive it can help improve work performance, redefine company goals, and encourage people to communicate better. Such functional conflict consists of productive and healthy disputes between individuals or groups” (Neck, Houghton, and Murray, 1965). Not having enough conflict can absolutely lead to hardships, and most importantly an unhealthy environment. Not everything will always be perfect when a business is trying to maintain and develop, therefore conflict is a good thing because it proves that the business is being run smoothly, in a healthy way, and provides a sense of encouragement throughout the business. 

2. What kind of negotiating strategies would you use to build relationships in your professional life?

We may not realize it, but most of us negotiate on a daily basis in every aspect of our lives, with family members, friends, classmates, roommates, and partners, as well as with our coworkers, team leaders, and bosses. We define negotiation as the process of reaching an agreement that both parties find acceptable (Neck, Houghton, and Murray, 1965). Negotiation can provide compromise and prevent any negative actions or relationships from forming in the business world. Everyone is looking to succeed, therefore negotiation strategies are crucial to understand being that negotiating may occur quite frequently in the professional world and it is important to prepared for any kind of discussion. A negotiation strategy I would like to use in my professional life in order to build relationships would be integrative bargaining. The text states regarding this strategy, “Integrative bargaining occurs when both parties negotiate a win-win solution. It is about enlarging the pie so everyone gets a piece. This type of bargaining applies to businesses that want to build long-term relationships with each other” (Neck, Houghton, and Murray, 1965). I believe it is important to build relationships, loyal ones, with other businesses because it not only leads to support, but also more opportunity. Having bad relationships with other businesses can lead to detrimental outcomes, which is why I feel integrative bargaining is important for building relationships because it leads to two pleased businesses in the end, zero negative intentions, and overall a long term relationship rather than a temporary one.

There are four basic strategies for integrative bargaining:

  • Separate the people from the problem;
  • Focus on interests, not positions;
  • Generate a variety of possibilities;
  • Insist on some fair standard (Neck, Houghton, and Murray, 1965).

Being a business that is known for loyalty, honesty, and commitment, can lead to various long term relationships and more success for the business overall. Negotiation can be tough and can lead to scary situations, but if done so in a sophisticated, and professional manner, it can be done effectively. These four basic strategies for integrative bargaining would be used to build relationships in my professional life because they are efficient, mature, and productive abilities that would allow me to gain powerful relationships and positive growth for my business. 

3. Is the goal of negotiation to maximize your economic outcome at all costs? Why or why not? Is it ethical to do so?

I believe the goal of negotiation is to assist in maximizing the economic outcome at all costs because economic goals and achievements are main factors to a businesses success. While this is true, it also depends on the business individually and what their main intentions are when it comes to negotiating. It involves good interpersonal and communication skills, which are necessary for positive outcomes. Businesses are developed majority of the time for financial successes, therefore negotiation is not the main tactic but is one that can assist in those achievements. I believe it is ethical but also not ethical to do so. It is ethical because a business contains its own mission statement, morals, and standards, therefore if they are approaching situations that are following their morals, they are being ethical and true to their business. It is unethical in the sense that if done so in a greedy and dishonest way, it can do more harm than good. I feel the goal of negotiation in regards to economic enhancements is based on a businesses preference and personal goals. 

Neck, C. P., Houghton, J. D., & Murray, E. L. (1965). Organizational Behavior: A Skill-Building Approach (2nd ed.). Sage Publications, Inc. 

Example of student reply

Hi Kayla,

Great job responding to the prompts. To focus on question 3, which I found to be the most interesting question, I appreciated how you shone light on how negotiations can be unethical. Greed and dishonesty are present in business and it can be easy to fall into once you see how successful one could become. Do you think there is a way to avoid negotiations for the wrong reasons? Organizations can have a transparent pay scale, like I believe Whole Foods did in a prior chapter. This could eliminate greed induced negotiations, but do you think that would make them avoidable all together? I would love to hear your input on this!

2.Describe a situation in which not having enough conflict can be a problem.

– Conflict, in our textbook, is defined as “a clash between individuals or groups in relation to different opinions, thought processes, and perceptions” (Neck et al., 2019, p.308). A situation in which conflict is functional, meaning “a constructive and healthy dispute between individuals or groups” (Neck et al., 2019, p.308) would be, a meeting in which the members of an organization are determining what direction to take the organization in. All the members may or may not agree on what approach the company should take, but all of the members should be interested in the betterment of the organization, therefore conflicts may arise due to contrasting views on which path would be “better” for the company to take. 

2. What kind of negotiating strategies would you use to build relationships in your professional life?

–  The negotiating strategies I would use to build relationships in my professional life would be: accommodation, compromising, collaborating, generating a variety of possibilities, and insisting on a fair standard. What all these strategies have in common is that they all require both parties (myself and the other person/group) to find some common ground and that common ground can be developed together. I think these strategies would work to build relationships because they require both parties to put forth the same amount of energy into something to yield a favorable result on both sides. 

3. Is the goal of negotiation to maximize your economic outcome at all costs? Why or why not? Is it ethical to do so?

–  I personally do not believe that the goal of negotiation in all cases is to maximize my economic outcomes, solely because I usually do not think that would be the sole purpose for negotiating. I would need the context of what I am negotiating, but in the event I am negotiating for example, my salary that would be a situation in which I would be working towards maximizing my economic outcomes. Besides that specific situation, I do not believe that the sole purpose of negotiation is to maximize economic outcomes. On the other hand, I do think it would be ethical to maximize your economic outcomes when it comes to negotiation because your work load usually is proportional to the increase of salary that you are looking for. 

– Neck, C. P., Houghton, J. D., & Murray, E. L. (2019). Organizational behavior

     (2nd ed.). Sage Publications

Example of student reply

Hi Melanie, the accommodation strategy for negotiation is a great tactic for everyone to be satisfied! The whole point of negotiated is because one or more parties disagree, and they need to come together to make a decision that will hopefully satisfy everyone.  Accommodating employees during a negotiation process can be difficult, but at the end of the day this will lead to a more positive environment.  Employees should be ready to face a deal that was not something they were hoping for, but will be able to work with.  Good job.

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