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PREPARED BY: AISHAH SHAHIRA BT SAMSURI(2011993935) NURUL ADLAH BT HUSSIN (2011968343) SARAH SARWINA BT MOHAMAD (2011998461) NORFARAHIN BT JANG(2011983965) PREPARED FOR: PN.AZIZAN BT ZAINUDDIN
Question 1
Transformational leadership is currently the most popular perspective of leadership. However, it is far from perfect. Discuss three concerns with transformational leadership.
What is leadership?
Leadership is when a leader can influence, motivate and enable others to contribute towards the effectiveness and success of the organizations of which they are members.
Frame message around a grand purposes with emotional appeal that captivate employee and stakeholders
Create a shared mental model of the future so, organization will act collectively toward the goal Use symbols, metaphors to communicate the vision
Question 2
Describe strategies that would help a team of employees to reduce the level of socio-emotional conflict while the team is engaging in constructive conflict. Your answer should also briefly explain why each strategy may be effective. Describe four types of conflict resolution styles that could be used to overcome interpersonal conflict.
Setting the limits oTarget point: The best possible outcome that an individual hopes to achieve in negotiation oResistance point: The worst outcome that an individual is prepared to accept before walking away from negotiation Assessing power o Having lots alternatives will help to increase the power to win Creating and claiming the value: Value creation ensures both negotiators obtain the best possible outcomes So negotiators need to become the problem solver
It also being reported can improves long term relationship reduce stress and minimize emotional defensiveness and other indications of relationship conflict.
However, problem solving is best choice when there is some potential of mutual gains which is more likely to occur when the issue is complex and when the parties have enough trust, openness and time to share information.
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Forcing
Becoming a preferred style when you have a deep conviction about your position
For example: believe that the other persons behavior is unethical It is also suitable when the dispute requires a quick solution and the other party would take advantage of more cooperative strategies
However there are also problems with this style. The first one is
tendency of getting highest risk of relationship conflict
The second is it will lead to high risk of escalation or impasse if the other party employs a forcing style and last but not least it may damage long term relations and reducing future problem solving
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Avoiding
People tries to smooth over or avoid conflicts situations altogether. Avoiders try to suppress thinking about the conflict. Avoiding cant resolved the conflict and it may increase the
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Yielding
Giving in completely to the other party Involves making unilateral concessions and unconditional promises Party who applied this style treat the other party with respect and
Conclusion
In conclusion, reducing the level of socio-emotional in an effective strategies is essential since it can influence the attitude of the employees while performing their task at the workplace. Apart from that, it is important to choose the best conflict style because there is always a tendency that employee or organization would use different conflict-handling styles in different situation. In other words, the best style varies with the situation.
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