Who has the most impact on a group's behavior and beliefs? a. Manager b. Supporter c. Leader d. Follower
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- Conflict is inevitable in any workplace due to differences in personalities, perspectives, and goals. Effective conflict resolution is essential for maintaining a positive work environment and promoting productivity. Managers play a crucial role in resolving conflicts by facilitating open communication, understanding the root causes of the conflict, and mediating discussions between parties. They should encourage employees to express their concerns and perspectives while remaining impartial and objective. Active listening, empathy, and emotional intelligence are key skills that managers can utilize to de-escalate conflicts and find mutually beneficial solutions. Additionally, implementing conflict resolution processes and training programs can help employees develop constructive conflict management skills and promote a culture of collaboration and teamwork Question: What strategies can managers employ to prevent conflicts from escalating in the workplace, and how can they foster a…Based on your personal characteristics and cultural self-identification please answer: how could you change the feelings of distrust a co-worker may have towards you? Please write in your own words and do not plagiarize.Stereotype threat is defined as the fear of being judged according to a negative stereotype. Even if an employer were successful in hiring only non-prejudiced managers, stereotypes still exist in the broader society and hence, the workplace. Stereotype threat has been documented across a wide range of diversity dimensions and performance domains. It extends beyond those in traditionally disadvantaged groups to those who are members of high-status groups. Stereotype threat affects everyone as every individual is a member of at least one group about which stereotypes exist. How can mangers actually use stereotype threat to create more diversity-friendly work environments? How would you do it in your organization?
- Attitudes and values are not the same. Select one: a. True b. FalseDiscuss how you think confirmation bias may impact decisions in the workplace and how leaders might work to overcome these biasesMichelle Williams recently graduated with a bachelor’s degree in hospitality management and has been hired as the front desk manager in a medium-sized hotel located in New York City. The hotel’s clientele is truly international and so is its staff, which originates from more than twenty different nations. Many of the employees speak more than one language, often at work. Michelle is from the midwestern United States and has had little experience in managing and motivating a multicultural work group. Indeed, she knows little or nothing about many of the cultures she is surrounded by. One challenge put to Michelle when she was hired was to give a “lift” to the staff and try to create more of a team atmosphere. Currently, the employees at the front desk operate as a bunch of individuals, with little sense of teamwork. It seems as though the differences in culture are preventing the group from getting closer. As a result, the atmosphere at the front desk is cool and functional, rather…
- Suppose you are working in an international firm where people are working in a large number. Some of them are Americans, most of the employees belong to Europe, a few from Africa and around 1 to 2 % is Asians. You sense a strong emotion of dislikeness and feel if Asians and Africans are under pressure in every meeting and daily routine as well. As a manager, you are supposed to conduct a session in which you will work on different strategies to minimize hate and conflict among all employees in the firm Suggest effective strategies/techniques to lessen the conflict in your working environment. 2. Should there be some penalty for those who violate the set rules (regarding conflict)? If so, give two to three examples of penalties for employeesBuilding trust in an organization can be accomplished through: A. lying during labor negotiations B. stealing from the company C. having sex with interns D. ethical behavior of management E. back stabbing activities among employeesMary Parker Follett would advise the group to: -Find a way to accommodate Onyealisi in his desire to avoid accountability to the group -Develop a system that resolves the group's conflicts through competition -Seek a more integrative approach, and find ways to address the conflict through collaboration -Continue to avoid the issue, but only until it begins to truly impact group performance
- A diverse and inclusive workplace is one where all employees feel involved and supported. Organizations that respect the unique needs, perspectives, and potential of their employees earn trust and commitment from their employees. Explain the difference between diversity and inclusion in the workplace. Provide an example of each term.what is the risk, cost and consequence of having or not having empathy and social skills within an organization
