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Lecture 3.2

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26 views20 pages

Lecture 3.2

Uploaded by

araavs36
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Interpersonal skills

► Social Responsibility
► Handling Tough Conversation
► Responding to anger
► Support & Negotiation
Social Responsibility
► Meaning
Accepting ideas and beliefs of others while also
respecting and caring for peers/others feelings in order
to accomplish a task.
► Social Responsibility and Justice
Equity, social justice, and developing interpersonal skills
and relationships in a physical activity setting.
► Social Responsibility at workplace (CSR)
It is the continuing commitment by business to behave
ethically and contribute to economic development while
improving the quality of life of the workforce and their
families as well as of the local community and society at
large”
https://www.youtube.com/watch?v=DG4DZ-GfDFk
Corporate Social Responsibility (CSR)

Why CSR:-
✔ Business uses scarce resources of society
✔ Government alone cannot tackle problems of inclusive
growth
✔ Business should supplement Government’s efforts in
addressing social challenges we face today.
✔ Business cannot succeed in a society which fails.

https://www.youtube.com/watch?v=G8-PhzRkp7M
https://www.youtube.com/watch?v=f-v2V1NChng
Social Responsibility at
workplace
Steps Involved to be social responsible at
workplace
Step 1: Find socially responsible co-workers.
Step 2: Help one co-worker to recruit others
Step 3: Use the first charity as the reason to
talk about more charities.
Step 4: Start with simple charity events in the
office.
Step 5: Make social responsibility a regular
part of the workplace.
Handling Tough Conversation
► Workplace Conflict
► Can be a serious problem in the workplace
► Will result in a loss of productive employee time
► Could result in civil/administrative litigation
► Costs of an adverse determination
► Additional liability of managers and supervisors
► https://www.youtube.com/watch?v=kod7xggeHko
Preparation

What is happening?

What are my reasons for having this conversation?

What has contributed to the issue?

What do I want?
Creating Awareness 8

©2009 Pivotal Point Training & Consulting Inc.


► Awareness of yourself and others is 95% of the
cure:

► Ask yourself : Who/what triggers you? How do


I act and how do I feel around the difficult
person? Do you become difficult?

► Ask again: How would I like to act and feel


around this person? Visualize and imprint this.
Responding to Anger 9

©2009 Pivotal Point Training & Consulting Inc.


“How do we deal with
the anger and
frustration ignited by
our interactions with
difficult people in a
healthier and more
productive way?”
PRINCIPLES OF CONTROLLING ANGER
10

.
► Principle No. 1: For Every Action…
► Principle No. 2: Stronger emotions dominate
► Principle No. 3: What gets rewarded gets repeated-
✔ Rewards( smiling, acknowledging, etc.)
✔ Infliction of pain( ignoring, embarrassment, taking privilege)
► Principle No. 4: Move the conversation forward
Employers Role
Support
► Prevention through good company
culture, training and education
► Proactive and responsive to complaints
► All reasonable steps necessary to
prevent
► Prompt, thorough and effective
investigations
► Appropriate follow-through
Training Employees
Support
► Raise awareness about the issues and concerns
about difficult conversations
► Provide examples of what contributes to
ineffective conversations
► Show them how to conduct effective conversations
► Provide checklists for preparation
► Provide templates for conducting the meetings
► Link it to management development
Seven Steps While Negotiating 13

Carr, Swanson and Randolph LLC


► Set the Positive attitude
► Listen to the Person
► Remain Calm
► Provide Feedback
► Express Empathy
► Consider the “ME” in the Problem
► Try Blending(reducing differences)
► and Redirecting(changing direction of
Communication)
Team Integration, Decision making
& Reality Testing
► Today in an environment that is highly competitive, and driven
by considerations of technology, innovation, quality, cost
effectiveness, timeliness and excellence in service delivery,
Government organisations cannot afford to lag behind
Team Integration
► Today with the growing complexity of society and the
continuing development of technological capability, more
organisational life will revolve around group and team
structures
► The contribution of teams and groups will find accrued
importance in the decision making process
Leadership variables 15

► There are five main variables that can


influence leadership behaviour:
1. The tasks and goal of the organisation
2. The leader’s knowledge, skills & attitudes
3. The followers skills, attitudes & motivation
4. The context or situation
5. The resources available
Preparation for effective 16
Team Building
► Effective work teams do not just happen miraculously;
they are the result of careful planning and preparation.

Preparing you:
the Leader Pr
theg
ep
i n me arin
par ork ent mb g te
e
Pr w ronm ers am
n vi
e
17
Preparing the work environment
1. Identify the department’s purpose that explains
clearly (as a whole) what the department is
supposed to do
2. Each employee in the department has clearly
defined job tasks with defined performance
levels
3. Ensure that every person/supervisor at every level
in the department demonstrates daily:
a. Leadership skills
b. Work assessment skills
Cont. 18

4. Make sure that:


a. There is proper delegation at every level
b. There is chance for creativity, innovation &
decision making by the employee
c. Much emphasis is laid on employee coaching,
training and development at all levels
Preparing you: The Leader 19
1. Make sure that all new employee have completed a measurable and documented
orientation and basic training program in their new job within the department
2. Ensure good communication and discussion with your staff:
3. To identify work related strengths and performance improvement needs of each of them
4. To identify non-budgetary reward that could have value for each of them
5. So that you and your staff are in regular agreement on the priority
6. The need to identify potential team leaders and identify additional training or experience
opportunities that will help them in their development
7. The need to identify to your satisfaction, the limits of authority you will be willing exert
8. Discussing with the potential team leaders to help them see through your eyes
9. The need to develop: “ Team code of conduct” in conjunction with your potential team
leaders that will be observed when you begin the creation of work teams
Preparing the Team 20
Members
10.You need to ensure that every team members receive training (on/off
job) on:
a. Communication: oral and written- better communication skills will
make it easier to work with each other, their leaders and their
staff/customers
b. Problem solving
c. . Conducting effective meeting: Allowing them to lead departmental
meetings to develop their skills and confidence, take some work load
off their leader, and spot future talent
d. Any kind of training to help them increase their value to the
organisation

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