Human Relations : Part # 8

The six employment human relationship characteristics.

1. Mutual Reward Theory - The Mutual Reward Theory (M. R. T.) states that a relationship between two people is enhanced when there is a satisfactory "balance" of rewards between them.

In a good M. R. T. relationship, both parties prosper, but the M. R. T. is biased toward a "win - win" outcome.

If the relationship is to remain healthy, and prosperous for a long period of time, it must contribute something  valuable to both persons.

If, and when one of the persons does discover that she / he has been contributing substantially more than the other, the relationship may quickly weaken!

However, if, and when there are "balanced" rewards between the persons, the relationship may prosper very healthily!

A sincere relationship may also occur, if the relationship is close, emotional, and important enough.

     2. Value Conflicts - Everyone has her / his own personal values. 

To impose one's own personal values on another, especially at the workplace, will create a negative relationship between the employees who are "forced" to work together closely.

    3. Ethnic Implications - Diversity at the workplace is promoted when there are relationships that do include employees from differing ethnic backgrounds.

     4. Sexual Overtones & Harassment - Sexual Overtones = Sexual Tension (not dangerous!)

Sexual Harassment at the workplace is any, and every sexual harassing that does cause a co - worker to be uncomfortable, and has a negative effect on workplace productivity.

In most cases, sexual harassing is done in a deliberate way over a lengthy period of time.

There are also three other types of harassment which are :

• verbal
• visual
• physical

    5. Age Differences - Employee generation age gaps!

Many employees between the ages of 18 - 30 years reckon their young age a "handicap" versus the elder employees at the workplace, and they often get discriminated at the workplace because of their young ages.

    6. Irritation Threshold - Working relationships are frequently endangered of weakening because one of the employees does have an irritating habit / mannerism that bothers an other. 

Whether or not a habit, or mannerism of one employee irritates an other employee does depend upon the threshold, and tolerance acceptability of the other employee.

The irritation threshold is the tolerance acceptability for a habit / mannerism of an employee.

If, and when an employee does have a high tolerance acceptability , she (or he) has a good human relations skill!

If, and when an employee does have a low tolerance acceptability for another employee's habits / mannerisms, the relationship may quickly weaken.

An example of something someone else does that sometimes gets close to, or passes my threshold is an irritating laugh!

Ha! Ha! Ha! Ha! Ha!

Human Relations : Part # 7

Increase your personal productivity!

     Just do it! Increase your personal productivity to the point of it surpassing your co - worker's.
     Also, concentrate on building good horizontal relations with your co - workers to increase their productivity, as well as your own.

Be a leader!

In increasing your personal productivity, the advantages of giving attention to creating good horizontal working relations with your co - workers are:

• your job would become easier, and simpler
• you would be valued more, and greater by your supervisor / boss / manager
• you would get the support of your co - workers
• you would contribute more, and greater to your group's productivity
• your would be better able to demonstrate more, and greater insight, and sensitivity too!

The four primary "factors" that managers seek in their employees are:

1. an employee who strives to work close to their personal potential
2. an employee who is never completely satisfied with their personal potential
3. an employee who believes humanly relating @ the workplace is important
4. an employee who makes it their priority being loyal their company / organization

Although you may not have direct customer contact, you can still benefit from having a good service attitude.
A good service attitude is a desire to satisfy the company's / organization's customers so they'll continue to use its services, and products also!

All employees should make the time to identify who their true customers are, and to then try to serve them in the best ways possible with a good service attitude.
Everyone in the company / organization will benefit from a good customer service strategy, because it will create a "win - win" outcome for everyone in the company / organization, and of course its customers!

Your career advancement will also be better facilitated!

A good service attitude will help you learn more about yourself, and how you can improve your own personal productivity levels, and works quality too!

Be a leader!

The five stages of career development!

1. Preparation for the works - ages 0 to 25 years.
2. Organizational entry - ages 18 to 25 years.
3. Early career - ages 25 to 40 years.
4. Middle career - ages 40 to 55 years.
5. Late career - ages 55 to final retirement.
   
   

   
   

In the first stage - Preparation for the works, it begins for the person prior to him / her entering the works force, and the organization(s). In this priming stage, the person continues until he / she becomes approximately the age of 25 years. Also, in this first stage, the "young" person with no experience / no job does naturally begin to attain the necessary knowledge, skills, and abilities to continue developing their career, and eventually be in their own chosen occupation.

The "young" person in this stage did most likely use the time, and did use care in planning, getting the correct information(s), and developing their own occupational self - image, and initial choice of occupation. The "young" person also most likely began to assess alternative occupations, and pursue any / every necessary educations (formally, informally, or both).

In the second stage - Organizational entry, it begins for the person during, or after the first stage of the career developing. (approx. between the ages of 18 to 25 years).

If the "young" person does reckon that they are already prepared to enter the works force, they will begin to solicit, and obtain formal job offers from their organizations of choice. Also, according to the basis of complete, and accurate informations, the "young" person will select an appropriate organization, job, and position for themself. e.g. at the city's public library - the position may be in reference works, as a reference librarian!

3. Early career - ages 25 to 40 years.

He / she begins to learn the job, and its position, the organization, the organization's rules, and norms, begins to fit into their occupation of choice, increase their own competencies, and pursue their own chosen career goal(s).

4. Middle career - ages 40 to 55 years.

In this stage, he / she begins to assess, and modify their early career goal(s), make more appropriate choices in accordance with their elder years of age, and continue to remain productive in their works.

5. Late career - ages 55 - final retirement.

In this final stage, he / she continues to remain productive in their works, whilst maintaining their own personal self - esteem, and image. Also, he / she most likely begins to prepare for their permanent final retirement from the organization, job, position, and works force.

Human Relations : Part # 6

Individual Productivity Levels

    Each employee at your workplace has a current level of individual productivity that mainly remains constant throughout the course of his / her employment term. Although, it does often fluctuate eventually greater, or lesser, due to these five primary causes that make - up an employee's individual productivity level.

 

1. Mental ability - An increase, or decrease of an employee's I. Q. (Intelligence Quotient).
2. Stamina, and endurance - An increase, or decrease of an employee's ability to endure physical / moral strains, disease, fatigue, and personal hardships.
3. Manual dexterity -  An increase, or decrease of an employee's manipulative skills i . e. The ability to operate, or manage by skillt use of their hands.
4. Creativity - An increase, or decrease of an employee's ability to be innovative i. e. To begin, or introduce something new / make any necessary changes at the workplace.
5. Motivation - The employee's "inner - drive" that spurs them to take good action(s) at the workplace.

The difference between an employee's current individual productivity level, and their future potential individual productivity level is what they call the Productivity gap - How much an employee currently produces, and how much an employee is able to truly produce.

 

If an employee's productivity gap is small, the employee is working the job near to their future potential individual productivity level.

If an employee's productivity gap is large, something is wrong. The employee may need additional training, a special incentive, a change in job duties, or perhaps counseling for personal hardships. 

 

The group productivity gap is the difference between a group's current level of productivity, and their future potential level of productivity. A group is a branch, division, or department @ your workplace!

 

The best way for a supervisor, boss, manager, shift leader etc. to make the group productivity gap smaller is to make each employee's individual productivity gap smaller.

 

The primary responsibility of the group's leader is to help each employee achieve their maximum productivity, thus the group's productivity will improve, and be better for the business as well!

 

 

 

 

Human Relations : Part # 5

     The most vital part of good working relationships is verbally communicating - freely, frequently, and honestly.

There are two types of working relationships - vertical, and horizontal.

A vertical working relationship is the relationship with you, and your immediate supervisor.

Horizontal working relationships are those that are with you, and your fellow workers in the same department i. e. the people you work aside on an hour - to - hour, day - to - day basis.

In building good working relationships, there are two evils you should definitely avoid.

1. Avoid concentrating on building a good relationship with your supervisor whilst neglecting building good relationships with your fellow workers.
2. Avoid concentrating on building only one, or two good horizontal working relationships, and intentionally neglecting the relations with the rest of your fellow workers in the department.

Improving horizontal working relationships may also improve the vertical ones because:

Giving your attention to building equality in your working relationships is important!

All men are created equal.

The mistake is often made of concentrating on only one, or two horizontal relationships.

The remaining horizontal relationships you are in will weaken, and your vertical relationship with your supervisor will also weaken.

Giving your attention to building good horizontal working relationships with all of your fellow workers, you'll definitely build a good working relationship with your supervisor.

A good supervisor will definitely, and greatly appreciate the employee that builds a good team "spirit" in the workplace!

Remember, money talks!



Human Relations : Part # 4

     To re - iterate the definition of the concept of an attitude, an attitude is the position of the body, or manner of carrying oneself, indicative of a mood, or condition...

When someone @ your workplace discourages your good(positive) attitude, there are three "sure - fire" strategies you could, and should use to recover it.

• Take an immediate good(positive) action - Quickly! Do something good(positive) to recover your good(positive) attitude e. g. give an apology, a compliment etc. to the hater to prevent further damage in the co - working relationship from occurring.
• Make the value of your good(positive) attitude "priceless" - Please do conclude that your good(positive) attitude is "priceless" for your future job career successes. Please do recover it immediately.
• Strengthen yourself, so that your good(positive) attitude will not get discouraged again - Strengthen yourself to defend yourself from the bad(negative) behaviors of the individual(s) who are insensitive / disrespectful to you. Try to keep yourself separate from the "bad" individual(s) until they are properly respectful, and sensitive to you.

Yes! Your good(positive) attitude is "priceless", especially @ your workplace! If you don't recover it quickly, you are allowing the "bad" individual(s) to take / steal your good(positive) attitude away from you.

When we recover our good(positive) attitude quickly after having it discouraged, very little, or no harm in the co - working relationship(s) occurs. Having your "good" attitude discouraged lessens your personal confidence, and also your "good" effectiveness at your workplace. Yes it does take a "good" effort to recover it quickly after having it discouraged.

The longer you do allow your good(positive) attitude discouraged, the longer it will take to recover it.

A quick good(positive) action to recover it is recommended in these types of situations.



Human Relations : Part #3

     As it is in the wonderful world of human relations, the three most known types of communications are :

1. The written type - letters, memos, faxes, and e - mails
2. The verbal type - "in - person" conversations, telephone conversations... and
3. The transmissions of attitudes - facial expressions, hand gestures...

According to the Canadian Students' Dictionary by Houghton Mifflin

at-ti-tude is a position of the body, or manner of carrying oneself, indicative of a mood, or condition : "Men... sprawled alone, or in heaps, in the careless attitudes of death" (John Reed).

To expand the definition of attitude to meet my own personal opinions, I would add that attitude is also a mental "set". Attitude is the way an employee views, and interprets their entire job - working environment.

Your attitude about your job may be because of the way you view, and interpret your entire job - working environment i. e. the people, the places, and the things.

Whatever your current view of your current job / workplace is currently, there are four very important reasons why you do need to keep a good(positive) attitude for your career successes! 

1. To keep yourself energized, and motivated - let your inner enthusiasms "spill - out"
2. For first impressions - give a good(positive) attitude when you are meeting another(s) for the first time!
3. To positively influence your employer for pay raises, upward promotions et cetera... and
4. To positively contribute to the positive productivity of the other(s) in your workplace.

"Well sir, how do I keep my attitude positive every day? I hate my job!". 

Well Rehanna, the opposite of hate is love. Please do try, try, try!

1. Please do try to talk about the good(positive) things, places, and people @ your workplace, with the others at your workplace. Try to be complimentary to them, even if you do "hate" them.
2. Please do try to view the good(positive) in the people(s) with whom you work with, and for.
3. Please do try to view the good(positive) in your job, employer, and, or business organization.

Also, please do remember that you are getting paid good monies to do a good job.
You are not getting paid to hate your co - worker "Bob".

Please do try, try, try!