Professional Demeanor and Interaction Skills are the best
While human physiology’s high receptiveness to positive socializing is an established fact, this discovery’s significance in the organizational context has remained largely unexamined. I can cite two personal examples in a corporate setting (dealing with meeting and socialization practices) for demonstrating the way the relationship between physiology and positive socializing facilitates fresh hypothesizing with regard to the impact of organizational contexts (practice patterns, in this instance) on physiological resourcefulness of personnel via positive socializing. For instance, some firms’ socialization endeavors take the form of routine rotation of employees across different departments (EMILY D. HEAPHY & JANE E. DUTTON, 2008).
Interactions at the workplace have an effect on energy levels both in the home environment and at work; furthermore, they shape healthy behaviors. Scholars who have analyzed this aspect have found that their study participants are less patient, tolerant, and inclined to complete routine work tasks and personal activities (in short, less professional) when they engage in negative workplace interactions. Personally, I am more easygoing at home when my work day goes well, compared to a bad work day. On the occasions when my social interactions are unsatisfactory, I get short-tempered and my family members suffer its effects. However, it is found that a more professional workplace demeanor and enhanced, positive interactions impact worker energy levels positively. For my part, when I am accorded flexibility at work, respected, and paid attention to, I will put in more effort on my job. Psychologically, a professional demeanor as well as good interaction makes me feel good and energized, and raises my self-esteem (Karen Mastroianni & Julia Storberg-Walker, 2014).
Leadership and Communication — Issues
It is not easy for corporate leaders to identify the determinants of sound diversity management, and the precise leadership tasks for appropriately dealing with workplace diversity issues. Attaining a competitive edge via diversity management has become a key management, and thus leadership, consideration. To me, altering current outlooks towards workplace diversity evidently entails more than mere decisive leadership. It also requires personnel cooperation, since it impacts our interpersonal work relationships. Hence, I believe a manager has to display leadership traits, going beyond ordinary planning, control and organization. Because of change’s effect on personnel’s opinion of change, I believe leaders might have to follow principles of change management (Priscilla Dike, 2013).
The transactional approach to leadership characterized by conditional reward behavior significantly, adversely, and directly impacts a workforce’s perception of the company’s reputation. Overdependence on the punishment-reward system for exerting control might give workers (including me) a feeling that the company doesn’t trust them completely. Thus, we might develop an unfavorable perception of our firm’s reputation. Additionally, the assumed mediating part played by the aspect of personnel empowerment (control and competence) in the link between perceived company reputation and a transactional leadership style wasn’t supported. Findings corroborate the idea that personnel empowerment is a key aspect differentiating transformational and transactional leadership approaches (Linjuan Rita Men, 2010).
Acquiring Skills and Improving on Weak Areas
Technology has transformed the corporate sector and its operations. It has made telework and distance learning possible. One common training strategy is online learning, while email and web conferences are imperative corporate communication tools. Technology development has also given rise to the trend of e-leadership, virtual workers, and virtual companies. This virtual work climate calls for different leadership approaches (Szu-Fang Chuang, 2013).
1. I would personally be careful in my tone and the words I use, to deliver a clear message, whilst ensuring I maintain a good working relationship. After all, global executives have been advised to acquire group communication and interpersonal communication skills.
2. As actions speak louder than words, a global manager has to be familiar with different cultures’ nonverbal cues as well as behaviors considered acceptable or unacceptable by them. For instance, if I am presented with a gift by a Japanese counterpart, I must understand it as a gift of welcome or appreciation, and not a bribe; also, it would be polite for me to reciprocate by giving a gift in return.
3. Nonverbal as well as verbal communication skills have important applications in leadership. I need to be honest and open in my interactions for forging strong relationships with others. Transparency in communication also cultivates trust and respect for leaders, among subordinates.
EMILY D. HEAPHY & JANE E. DUTTON, 2008. POSITIVE SOCIAL INTERACTIONS AND THE HUMAN BODY AT WORK: LINKING ORGANIZATIONS AND PHYSIOLOGY. Academy of Management Review, 33(1), pp. 137-162.
Karen Mastroianni & Julia Storberg-Walker, 2014. Do work relationships matter? Characteristics of workplace interactions that enhance or detract from employee perceptions of well-being and health behaviors. Health Psychology And Behavioral Medicine, 2(1).
Linjuan Rita Men, 2010. Measuring the Impact of Leadership Style and Employee Empowerment on Perceived Organizational Reputation. Miami, Institute for Public Relations – School of Communication – University of Miami.
Priscilla Dike, 2013. The impact of workplace diversity on organisations. s.l., s.n.
Szu-Fang Chuang, 2013. ESSENTIAL SKILLS FOR LEADERSHIP EFFECTIVENESS IN DIVERSE WORKPLACE DEVELOPMENT. Online Journal for Workforce Education and Development, 6(1).
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