What is right? What is wrong?

Ethics are the standards of moral behaviours, that is, behaviours that are accepted by society as right versus wrong.

Many people today, including myself I suppose, have few moral absolutes.

Many people today decide situationally whether it is okay to steal, lie, and/or drink and drive.

Many people seem to think that what is right is whatever works "best" for themselves. This type of nonchalant thinking has led to numerous scandals in government, and business. 

 

In countries like Canada & the USA, with many diverse cultures, it may initially seem impossible to identify common standards of ethical behaviours. However, there is hope!

The Holy Bible, Aristotle's Ethics, William Shakespeare's The Merchant of Venice, The Koran, the Analects of Confucious, and The Book of Mormon - you'll find these basic moral values:

integrity, respect for human lives, self-control, honesty, and self-sacrificing are right; cheating, cowardice, and cruelty are wrong.

Furthermore, all of the world's major religions support a version of the Golden Rule:

Do unto others as you would have them do unto you.

 

Remember! Ethical behaviours begin with you & me.  

We, as a society cannot expect people to become more moral, and ethical unless we as individuals commit to becoming more moral, and ethical ourselves.

Ethical behaviours should be shown throughout our daily lives, not only in our business/work environment(s).

 

 

 

 

 

 

 

                                                                                        - with excerpts from the textbook:

                                                                                        Understanding Canadian Business 5th Edition

 

 

 

 

 

 

 

 



Why you need to be more flexible?

The biggest weaknesses that could be keeping you from getting promoted.

Employee turnover, downsizing, an economy in "flux", and many other factors contribute to the ever-changing face of business.

While men & women might once have hoped to grow old with a company, today's workers are more inclined to switch jobs several times before they retire.

 

Companies routinely evolve to serve their customers, a learning process that will include some trial and error.

Companies should be willing to try new strategies as they adapt to the ever-changing markets.

Workers who are flexible, and able to adapt to adjustments in the workplace are amongst the most desirable employees.

 

What defines adaptability?

Adaptability varies depending on the profession, but taking the time to learn how to accommodate the needs of bosses, and other workers may be an excellent way for men/women to ensure their long-term successes.

 

Embrace change

Most professional environments are fluid, and employees who resist change may find that their employers will deem them "expendable".

Employees must recognize that change is a part of the business world, and that they must "go with the flow" to maintain their good standing with the employer.

 

Look for benefits

A willingness to be flexible will benefit employees just as much as it benefits employers.

A flexible schedule, or the ability to telecommute will present new opportunities that may make your life simpler.

 

Keep lines of communication open

Many men/women enjoy working for companies that try new things.

Keep lines of communication open with supervisors to ensure that your ideas are heard, and also encourage your subordinates to offer their ideas too!

 

Don't equate flexibility with being a push-over

Flexibility shouldn't go as far that an employee feels like they are being taken advantage of.

As companies change, the process is best if it involves "give and take" on the part of employees, and their employers.

 

 

                                                                                      - Metro Creative

What causes a high employee turnover?

Employment rates are steadily increasing, which means businesses are growing!

Thus, business owners are seeking talented employees to fit into their teams.

Although the growth is positive, it is still very important for business owners to keep their employees "happy", and to avoid the costs & dangers of having a high employee turnover.

An employee turnover is a percent of employees that leave a firm each year.

In order for small business owners to retain their employees for the long-term, they need to be cognizant of the reasons that cause their good employees to quit in the short-term.

• Mismanagement of resources

How well do you manage, and measure your greatest resources?

Once an employee is hired, it is up to the firm to identify that individual's talents, to assign him / her an appropriate work-load, and to provide good goals for that individual to work toward.

• Improper talent acquisition

The bridging of the talent gap may create significant complexities, especially for a small business owner.

Large businesses have greater incentives to attract top-talent.

However, some people do prefer to work for small businesses if the monetary compensation, and other benefits will meet / exceed their needs.

• Bad hiring decisions

The most common reasons people give for quitting their jobs are :

- boredom

- a weak / toxic relationship with their supervisor(s)

- it is a wrong "cultural" fit for them

- the job's formal description on the paper and the actual job doesn't match  

- lack of opportunities for professional development & career growth

Network like a boss!

According to THE CANADIAN OXFORD DICTIONARY, a network is a group of people who exchange information, contacts, and experience for professional or social purposes.

So, when you schmooze, you win!

These are five "tips" to network like a boss!

• Mix it up

Avoid relying on just only one method for networking.

Use a blend of on-line and in-person methods & approaches.

Always carry your business cards, and always have a short speech ready to introduce yourself because you may meet a new person on any given day. 

• Be reasonable

When, or if you ask for help be honest about what you need.

Try not to get yourself discouraged because some people aren't able to give you the proper help you desire.

• Be constant

Always network, not only when you are desperate for help.

Also, periodically visit / call your people to see how they are, and to give an update about any good changes in your life.

• A.C.T. quickly!

Acknowledge, Communicate, and Take action quickly!

Always follow-up with the people you've met soon after the event while the connection is still "fresh".

Promptly respond to any requests that come to you from your network.

• Give thanks, and praise too!

Always show, and give appreciation to your people for any help they've provided to you.

Always return their favours with favours.

Show it, but also tell it!

Ditch these over-used expressions to avoid boring your next hiring manager!

Do you think that describing yourself as a "highly qualified self-starter, who is a creative problem solver" will help you get the job? Think again!

According to a new survey, these expressions are amongst the most over-used on resumes.

Some executives were asked "What are the most over-used, or meaningless phrases you see on resumes?"

Their top responses, along with advice on how to give employers what they are looking for in your application, and during the interview(s).

• HARD WORKER

Elaborate! Explain specifically how you've "gone the extra miles".

Did you regularly meet the tough deadlines?

Did you handle a high-volume of projects, or tackle tasks outside of your job description?

• TEAM PLAYER

Being able to work well with others is a must for every job in today's current world.

Provide specific examples of how you partnered with your colleagues, and what was the outcome?

• PROBLEM SOLVER

Be specific when you describe this trait of yourself.

What was the difficult situation? How did you solve it?

• SELF-STARTER

Employers like individuals that initiate!

What was your immediate contribution to the team?

Show the hiring manager how you took action first when you saw an issue that needed to be rectified.

• FLEXIBLE

Yes! Hiring managers like employees that adapt to new situations quickly, but describe to her\him how you did it?

What was the major change(s) at your workplace?

How did you handle the unpredictable working day?

• HIGHLY QUALIFIED

What makes you "Highly qualified?"

Highlight your achievements, and accomplishments in your previous positions.

Emphasize your own authentic skill-set. What makes you "special?"

Also show your formal educations, and certifications!

• PEOPLE PERSON

Employers like employees that have good communication skills, and are able to build good relationships with the internal, and external contacts.

How did you "win-over" a challenging co-worker, or customer? 

   

Slacking co-workers?

Did you know? 

Slacking co-workers cause a quarter of their hard-working colleagues to put in 4 to 6 more hours of work each week, according to research from the New York Times best-selling authors of "Crucial Confrontations".

The on-line survey of 549 people found that goodwill isn't the only victim in this situation  - 

productivity, satisfaction, and quality also suffer.

In fact, four out of five say the quality of their work declines when they have to pick-up their co-worker's slack - 

That's a huge potential blow to the bottom line when you consider that 93% have a co-worker who doesn't do his \ her fair share.

With such a great toll on resources, what do the majority of employees do when they are faced with slacking co-workers?

Unfortunately, not much!

The study shows that only 10% speak-up, and hold their under-performing colleagues accountable for their "bad" behaviour.

The top five reasons employees list for biting their tongues : 

1. They don't believe what they say will make a difference.
2. They don't want to under-mine the working relationship.
3. It's not their place.
4. They fear retaliation.
5. Unsure how to approach the conversation.

Joseph Grenny, co-author of Crucial Confrontations says employees often avoid holding others accountable for "bad" behavior due to fear of the potential risks of speaking-up, but do not consider the risks of not speaking-up.

"Those who are best at holding their colleagues accountable realize that if they don't share their concerns with a slacking co-worker, they will have to live with the consequences that result from holding back their informed opinions, such as low productivity, lost revenue, and strained relationships", says Grenny.

Grenny also says when we fail in our attempts to hold others accountable, it's often because we rely on ineffective strategies such as couching (to word in a lofty manner), relying on non-verbal cues, passing the buck, or asking others to read our mind.

Grenny offers five "good" tips for candidly, and respectfully holding co-workers accountable for their "bad" behaviour :   

1. Suspend judgements, and get curious. Perhaps your co-worker is unaware of the effects of his \ her actions. Enter the conversation as a curious friend rather than an angry co-worker. 
2. Make it safe. Don't start by diving into the issue. Establish safety by letting your co-worker know that you respect him \ her, and reminding him \ her of the mutual goals you share.
3. Share facts, and describe the gap. Start with the facts of the issue, and strip-out any accusatory, judgemental, and inflammatory language. Then, describe the gap between what was expected, and what was delivered.
4. Tentatively share concerns. Having laid-out the facts, tell your co-worker why you're concerned. Help your co-worker see the natural consequences of his \ her actions.
5. Invite dialogue. Ask if he \ she sees the problem differently. If you're open to others' points-of-view, they'll be more open to yours. 

                                                                                                    Source : Marketwired

Making the most of your entry-level job!

     Many top-level business executives, including some C.E.O.'s began their careers in entry-level positions!

These positions may not fulfill a post-grad's dream, but they are often great opportunities for freshly-minted graduates to learn about the given industry.

     Like many opportunities, entry-level jobs are often only as valuable as employees want them to be.

Those who approach entry-level opportunities with a good attitude, and a strong desire to learn are the ones who are most likely to someday consider their experiences as entry-level employees as invaluable.

With that in mind, the following are a few ways entry-level workers can make the most of their opportunity :

• MAINTAIN A GOOD ATTITUDE

The chances are that your first few months as an entry-level employee will be spent performing some tedious tasks which may have only little to do with your long-term career goals.

Approaching these tasks with enthusiasm may be difficult, but do your best to maintain your positive attitude.

Your co-workers, and bosses will observe how you respond to your work-load, and that can dictate your future with the company.

In addition, those who are above you on the company "food-chain" have most likely performed some menial works when they began their careers too!

A poor attitude that suggests you are above menial works will harbour resentment amongst you, and those who've already done them.

• BE READY TO "CHIP-IN"

A willingness to co-operate, and work a few extra hours when help is needed is a great way for entry-level employees to get noticed!

Helping co-workers is excellent, but make certain that your own responsibilities aren't suffering because you've been too quick to lend your helping hands.

Once you have "cleared your plate", then approach your boss about helping the others.

This good gesture will get you noticed. 

• LEARN THE "LAY OF THE LAND"

The companies vary in regards to the culture, especially offices. 

A casual environment may have prevailed at your past internship, but that doesn't necessarily mean your new employer accepts the same.

When  beginning a new entry-level job, give your attention to how the staff interacts with one another, and how decisions are made.

Information such as this will help you to advance in your career, and build good relationships within the company.

• DEVELOP YOUR SKILLS

Not everyone will expect you to be fully satisfied with an entry-level position for your entire career, so don't be afraid to seek opportunities to further develop your skills.

These opportunities may present themselves within the company via an interesting project, or outside the company via a class at the local college.

Please do take advantage of any chance to develop your skills.

Don't feel guilty about pursuing opportunities that have only little to do with your current position, as long as you're still doing your current job to the best of your abilities.

A good company will be impressed by your desire to learn, and grow your skill-set, so don't hesitate to seek these opportunities.

                                                                                  from : The Government of Ontario

The ten most unhelpful thinking styles.

1 . All of nothing thinking : Sometimes called "black & white thinking".

• If I'm not perfect, I have failed
• Either I do it right, or not at all

2 . Mental filter : Only paying attention to certain types of evidence.

• Noticing our failures, but not seeing our successes

3 . Jumping to conclusions : There are two key types of jumping to conclusions -

• Mind reading (imagining we know what others are thinking)
• Fortune telling (predicting the future)

4 . Emotional reasoning : Assuming that because we feel a certain way, what we think must be true.

• I feel embarrassed, so I must be an idiot

5 . Labeling : Assigning labels to ourselves, or other people.

• I'm a loser
• I'm absolutely useless
• They are such idiots

6 . Over-generalizing : Accepting a definite pattern based upon a single event, or being overtly "broad" in the conclusions we draw.

• everything I do is always rubbish
• nothing good ever happens to me

7 . Disqualifying the good (positive) : Disqualifying the good things that are happening, or the good things that you have done in your past.

• That doesn't count anymore

8 . Magnification (catastrophicizing & minimizing) : Blowing things out of proportion (catastrophicizing), or inappropriately shrinking things to make them seem less important (minimizing).

9 . Using critical words : Using critical words like "should", "must", or "ought" may make us feel guilty, or that we have already failed. e . g. When we apply "shoulds" to other people, the result is often frustration

10 . Personalizing : Blaming yourself. Taking the responsibility for something that wasn't completely your fault.
Also, blaming other people for something that was your fault.

Good work habits, skills, and abilities!

It is very important for everyone in the workforce to have good work habits, skills, and abilities!

Some of these are :

Working safely

• Working in a manner that prevents injury to self, and others
• Reporting unsafe working conditions
• Participating in health & safety training as required
• Using and wearing all the required protective equipment, and devices

Teamwork

• Working willingly with others
• Showing respect for the ideas, and opinions of others
• Taking responsibility for his / her load of the work
• Contributing to the team's efforts via sharing information, resources, and expertise

Reliability

• Being punctual
• Following directions correctly
• Giving attention to details
• Using the time effectively, and getting the work done "on - time"
• Working in accordance with the health & safety practices

Organization

• Organizing work priorities when faced with many tasks
• Devising, and following a thorough plan to complete the tasks
• Revising the plan when it's necessary to complete tasks, or make improvements

Working independently

• Accomplishing tasks independently
• Independently selecting, evaluating, and using the appropriate tools, resources, and actions
• Using prior knowledge, and experiences to correctly solve problems, and make good decisions

Initiative

• Beginning, and completing tasks with little, or no prompting
• Approaching new tasks with confidence, and a good attitude
• Seeking proper assistance when it's necessary

Self - advocacy

• Asking proper questions, and seeking clarification when it's necessary
• Identifying, and making good use of resources & support
• Being "proactive" to safeguard your individual rights and responsibilities

Customer service

• Listening effectively to determine, and meet client's / customer's needs
• Interacting positively with co - workers, clients, and customers
• Aspiring to meet, and exceed client's / customer's expectations
• Creating a good impression of the company, and organization

Entrepreneurship

• Recognizing, and acting upon beneficial opportunities
• Being persevering
• Being innovative, and creative
• Being versatile, and resourceful

The Storage Capacity of DNA

Computer users generate enormous amounts of digital data that has to be stored for access as needed.

Scientists are hoping to revolutionize current methods for digital storage by imitating a far superior data - storage system found in nature. DNA (DeoxyriboNucleic Acid).

Consider : DNA, found in living cells, holds billions of pieces of biological information. 

"We can extract it from bones of woolly mammoths... and make sense of it," says Nick Goldman of the European Bioinformatics Institute.

"It's also incredibly small, dense, and does not need any power for storage, so shipping and keeping it is easy."

Could DNA store man - made data? Researchers say yes!

Scientists have synthesized DNA with encoded text, images, and audio files, much as digital media stores data.

The researchers were later able to decode the stored information with 100% accuracy.

Scientists believe that in time, using this method, 0.04 ounce (1 g) of artificial DNA could store the data of some 3,000,000 Compact Discs, and that all this information could be preserved for hundreds of years.

Potentially, this system could store the whole world's digital archive.

DNA has thus been dubbed "the ultimate hard drive."

What do you think? Could the storage capacity of DNA have come about by evolution? Or was it designed?

                                                                                            Source : Awake! DECEMBER 2013

Most ridiculous excuses for missing work!

Survey Details Workers' Most Ridiculous Excuses for Missing Work

Human Relations : Part # 16 - Do you hear well?

Do you hear well?

According to my Canadian Students' Dictionary, to hear means to listen to attentively.

A failure to listen may cost your organization to lose monies. 

Two examples of how are : 

• A draftsman who doesn't hear the architect tell him to make an important change in the blueprints may cause the loss of thousands of dollars, because the specifications are incorrect.
• A salesperson who fails to hear the message from the client about keeping an important delivery date, and as the result misses the date, may lose not only the sale, but maybe one of your organization's most valuable clients too.

Employees should test whether or not they are good listeners at their workplace, by asking themselves these questions such as : 

• Does my boss, or supervisor have to "fight" to get my attention?
• Do I find myself thinking overtly about something else in the moment my boss, or supervisor begins verbally instructing me?
• Do I feel that my boss, or supervisor insults me by constantly repeating the message / instructions ?
• Do I always find that I must go back to ask my boss, or supervisor to repeat their messages / instructions?
• Do I always feel confused about the messages / instructions given to me from my boss, or supervisor to do the job?

If an employee can definitely answer "no" to all of these questions, she / he is a good listener!

If not, she / he should strive harder to improve their listening skills.

Study examines mental health in the workplace.

Training and return - to - work strategies needed.

     Organizations across Canada need to establish graduated return - to - work strategies, and other accommodations to aid employees who return to work after being treated for depression. 

This recommendation is part of a series of conclusions in a new Conference Board report, 

Depression in the Workplace : Insights from employees and supervisors, published recently.

     The new survey of employees, and supervisors found that after a work absence due to depression, two - thirds of employees who return have difficulties concentrating, remembering things, making decisions, and performing tasks - even after being medically cleared to return to work.

    According to the report, the specific strategies, and accommodations required will depend on the individual's circumstances, but might include reducing distractions to improve concentration, or providing minutes of meetings to assist with memory, and follow - up tasks.

     "Individuals who experience depression can show a significant decline in their work productivity and problems can arise even years after the period of depression. This has a significant impact for employers in terms of lost productivity," said Louise Chenier, senior research associate. "It's important to stress that once an accommodation measure has been identified and implemented successfully, the employee should be treated like all other employees. The temptation is to lower expectations. This approach can lead to inequities between employees and perceptions of unfairness." 

HIGHLIGHTS

• In Canada, approximately 16 percent of women, and 11 percent of men will experience a major depression in their lifetimes, according to Health Canada.
• Absenteeism is one factor associated with lost productivity, but a more critical factor is presenteeism - where an individual is working but not fully productive.
• Managers need training to recognize the signs and symptoms of mental health issues, and ensure employees receive the support required.

     The results are based on a Conference Board survey of 2,004 individuals (including 727 front - line supervisors), conducted between Feb. 18 and Mar. 5, 2013

     In all, 147 respondents had taken either a short, or long - term leave of absence from work due to depression.

     The overall study results align with other research showing that individuals experiencing depression often continue to suffer from cognitive symptoms even after treatment.

     The findings of this study will be presented on Oct. 30th at the Conference Board's Wellness and Sustainable Health Care Summit in Toronto. Additional research on wellness and workplace health will be will be presented at Disability Management and Benefits 2013 : Driving Productivity with effective Workplace Practices on Oct. 28th, and 29th, also in Toronto.

     Funding for this research was provided by Lundbeck Canada Inc. 

     The report is available at http://www.conferenceboard.ca/e-library/abstract.aspx?did=5730

   

     

     

Human Relations : Part # 15 - Employee absenteeisms & latenesses!

Employee absenteeisms & latenesses

There are three good reasons why employee absenteeisms, and latenesses are a greater problem in today's business world than they used to be.

• Many employees no longer hardly commit themselves to a career, or a company as much as they used to in the past.
• Many schools, and educational institutions have become more "relaxed" about teaching the proper disciplines of business management - in turn, many supervisors, bosses etc. are also too "relaxed" in managing the business, thus they allow their employees to be frequently absent & late for the jobs.
• Many employees do not feel very obliged to strictly adhere to the attendance standards, and the other rules imposed upon them by their organization's management.

Unfortunately, the employees suffer the most when, and if they are absent because:

• a poor attendance record will keep them from building good horizontal working relations with their other co - workers, and
• a poor attendance record will also hinder them from building good vertical working relations with their supervisors, bosses, managers etc.

The job should be the employee's #1 priority in his / her's life, but an employee should not come to the workplace if:

• he / she feels that they may endanger their own health, or the health of their co - workers.
• The employee is in a psychological, or emotional state that they feel may hinder their job performance, and may create an unsafe environment for themselves, and the others.

There are six good tips for how to have a good attendance record @ your workplace!

1. Stay home under the following conditions: (a) if, and when you are honestly sick, and feel that your sickness would worsen if you did come into your workplace, (b) if, and when your emotional / mental condition is such that you will make a negative contribution to your organization's productivity, and you'll also endanger the safety of the others, and (c) if, and when you do have a family crises, and are urgently needed.
2. Notify your company immediately of your decision to stay away from your workplace. Tell your supervisor / boss etc... honestly, and straight - forwardly why you are not coming into the workplace today. Tell your supervisor / boss etc. first before you tell any of your co - workers.
3. If, and when you do stay at home for more than a single day because of your sickness, keep a daily progress report of your condition. Also, make a good estimate of if, or when you will be able to return to your workplace.
4. Use your authorized sick - leave time only for real crisis, and emergencies! Never cry wolf falsely!
5. Always give yourself "lead" time before the scheduled time you are to be at your workplace. Always strive to never be late for you job(s)! It is better to be fifteen minutes early, than to be one minute late. When, or if you will be late though, tell you manager / boss etc. the true reason why?
6. When, or if you do have a true reason for being absent / late from your workplace for a family wedding, funeral, court appearance etc., tell your manager / supervisor / boss etc. as far in advance as you're able to. 

Human Relations : Part # 14 - Be a champion!

Ten tips a new employee may follow to ensure they are successful on their new job.

• Balance home, and career life
• Use a calendar, or notebook to help keep you organized for your new job
• Ask good questions about working your new job e. g. if you don't understand a certain workplace procedure, continue asking the questions until you do
• Use your best judgement(s), especially when you're being asked to work extra hours, and in taking your breaks too. Being zealous is good, but being overtly zealous will get you into troubles!
• Do not ostentatiously show your education(s), or previous job - working experience(s)
• Make good friends @ your workplace, but beware of making them too early!
• Work your job energetically!
• Be mindful of your personal appearance, hygiene, and your organization's standards
• Carefully read your employee handbook et cetera
• Always strive to communicate in your good attitude when you are communicating with your co - workers, and the customers. Saying "good morning", "please", "thank - you", "I'm sorry" are examples of good (positive) verbal communication. A friendly smile, gently shaking a hand, gesturing positively with your hand, or head are examples of good non - verbal communication.

Be a champion! Humanly relating with a good attitude is very important for your successes on your job, and @ your workplace!

Roar!

Human Relations : Part # 13

ATTITUDE ADJUSTMENT.

     These are three suggestions for improving the way in which you can build good relations with all of your co - workers, especially those from cultures other than your own!

• You take the initiatives (first steps) to build equally good relations with all of your co - workers.

Go about building the relationships slowly.

Get to be a good co - worker to know.

• Give those from differing cultures other than your own the opportunities to perform their "special" talents, and abilities to you.
• Apply the Mutual Reward Theory (M.R.T) which is a relationship of two co - workers / people that is positively enhanced when there is a satisfactory balance of rewards between them.

In a good M.R.T. relationship, both parties in the relationship win!

     Differences, and prejudices are lessened when two people from differing world cultures continuously strive to build strong working relations between themselves.

If, and when the performance(s) are judged fairly - good, and mutually rewarding relations between yourself, and the new co - worker from the differing world culture could exist.

Given the opportunity to work closely with him / her, the greater your personal growth could also be.

     People from other world cultures outside of Canada, and the U.S.A. do have difficulties in adjusting to a diverse work team. Language(s) is sometimes the number one barrier.

Yes. When a new employee becomes a new member of a work team, adjustments must be made by all members of the team to make english the predominant language in the team, especially if the work team is already heavily diverse.

By making english the predominant language in the team, the work team's challenge would be made that much easier.

But, sometimes the language(s) is not the number one barrier.

There are also cultural attitudes, and perspectives either good, or bad of those from other world cultures, which may create some sort of biases in the work team.

Many people have negative views, and ideas of other world cultures, and have never had the opportunities to work closely with a person from an other world culture.

Simply an idea of the relative unimportance of an employee in the work team could be the number one barrier for the work team to adjust to be greatly productive.

The benefits of culturally diverse work teams should be good, and enjoyable for everyone!

Human Relations : Part # 12

Make repairs quickly!

The three disadvantages to leaving a damaged relationship damaged.

1. Constructive "mind - time" will be lost - Preoccupying yourself with a relationship left damaged is not good! Living daily with an unhealthy, damaged relationship, especially with a manager, will cause a reprocessing of the conflict over, and over, thus stealing "mind - time" from your best pursuits.
2. An already distressing situation will be compounded - Emotional conflicts at your workplace will be more distressing than long hours, and heavy job demands. Also, emotional distress at your workplace will make the other areas of your life more difficult.
3. Your chances of becoming a victim may increase - In some workplaces, a damaged relationship left unattended may make you the victim!

     The direct approach is the most effective way to rebuild a damaged relationship!

I like this relationship rebuilding strategy the best because it makes the individual(s) involved responsible for accepting their share of the blame for the conflict, mindless of which party made the human relating error.

Openly communicating at your workplace is essential for good relationship restoration.

An open mind will yield better results!

Human Relations : Part # 11

Defining Frustrations.

You get frustrated at your workplace when you are prevented from accomplishing your "purpose", or fulfilling your desire(s).

Three situations that are often frustrating to you at your workplace are frustrations caused by stress / distress such as:

1. overworking your job
2. trying to achieve too many goals in the same time
3. working with overtly stubborn peers, and superiors

Four ways in which you could overcome your frustrations at your workplace are:

Admit to yourself that your frustrations make you behave aggressively through for example verbal aggression, and teach yourself to recognize them.

                                                                       

Try to recognize aggressive behaviours in your co - workers including your managers too.           

Their aggressive behaviours may not be directed toward you personally, but you may just happen to be at the wrong place, at the wrong time.

Be sensitive about your own natural aggressions, especially your verbal ones, and be very cautious about them in your group discussions, and staff meetings as well.

Don't allow aggressive behaviours by your co - workers stop you from achieving your goals!

Also, a good understanding of emotions i.e. having emotional intelligence may help an employee create a good job career for themselves by yielding the benefits of becoming more aware of other worker's needs, creating a good self - image, and creating better social interactions at your workplace!

Human Relations : Part # 10

Teamwork!

Teamwork is the cooperative effort(s) by the members of a team, or group to achieve a common goal.

The four C's to be an effective team member are :

1. Conformity to all, and every decision made with the other team members.
2. Cooperation with the other team members without unnecessary conflicts.
3. Contributing talents, and skills.
4. Collaborating with the other team members.

A team of people from different cultures will have greater perspectives about work than a team of people who are all from the same background.

A team of people from different cultures may present many diverse challenges to both management, and  team members, especially in a culturally "sensitive" workplace.

One must learn to be effective!

With a proper understanding of people, and the Mutual Reward Theory (M. R. T.) - please read Human Relations : Part # 8 - the successes of a work team may be excellent!

The five attitude factors that need to be present among team members to make the team successful are :

1. Acceptance of the team concept.
2. Accepting the four C's to be an effective team member.
3. Employees must be responsible for their own actions at the workplace!
4. Employees must keep their attitude good.
5. Employees must be self - disciplined.

Also, anyone who has played out a season on a formally organized sports team would have some very valuable insights into what makes a work team successful.

The more insights, the better!

Human Relations : Part # 9

The three working environments in which managers operate are :

• The structured environment
• The permissive environment
• The democratic environment

1. The structured environment - The managers are usually fairly strict, and use many restrictive controls.
In this type of environment, the manager(s) always expects the employees to be precisely "on - time" for their shifts, orderly, accurate, and highly efficient, and effective.

Also, the manager in this type of environment may appear unfeeling to a new employee at first, but the manager is most likely very interested, and very willing to help the new employee more than he / she does initially reckon!

2. The permissive environment - This is the direct opposite of the structured environment. 

The manager(s) in this type of environment are "easy - going", use a free - reign style to manage, and there are few restrictions.

This type of environment is acceptable in the world as well, but is the most risky of the three for the manager to create, and most dangerous for a new employee to work in, because of his / her great need for supervision initially.

3.  The democratic environment - This is the preferred environment for most managers operating in modern - day organizations, but is the most difficult, and challenging of the three to create!

In this environment, the manager works very closely with, and for the team, and is a great leader as well.

Each employee should feel as though they are a good part of the team, and also should feel personally satisfied with their works accomplishments.

Greater workplace, and team productivity should also be a result of this type of environment.

The manager's roles in all three of these environments should be :

Teacher - He / she should teach the new employee the proper routines of the job, and should also greatly influence their attitude toward the "good". 

Counselor - He / she should be a good counselor / coach.

His / her job is to make certain that the employees achieve their maximum potential at the workplace!

To correct the employee's errors.

To give employees good, and proper tips on improving their team, and workplace performance.

Leader - The manager must provide the proper leadership the team, and department does require.

He / she must continuously motivate all of the employees.

He / she must help the employees to develop a long - term career with the organization.

The employee's role in all three of these environments should be : 

To simply be a good employee!

• Practice good, and ethical behaviors at the workplace!
• Maintain open, and honest communications with your manager(s).
• Don't discuss your manager(s) negatively with your co - workers.
• Avoid transferring the negative attitudes you may have developed of previous managers, to your current manager.
• Expect some of the work days to be very challenging under your new / current manager.
• Don't make minor workplace issues major workplace issues!
• Don't let your manager intimidate you!
• If you make a mistake at your workplace, correct it quickly!
• Remember - not every manager likes their job.
• If needed, simply ask your manager to personally mentor you.

Managers are humans too!