What are human relations in businessSolutionA business can be.pdf

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What are human relations in business? Solution A business can be term as an organization of people working together (along with several inputs) to acheive some objective. This definition of busniess focuses mainly on the importance of people that create organizations, without whome businesses can not be operate. one another important dimension of the above definition is that people do not work in isolation but together. Togetherness is an essential element of the success of a business. Thus, in order to get people (employee/workers/owners) together so that they work in harmony without any conflict of interest, adhere to get the organizational goals and not putting individual goals over organizational goals, some sort of activities are required. And in order to carry out the activities to fit people together to get maximum efficiency of business, a department named HUMAN RELATIONS work for fitting people into work situations so as to motivate them to work together harmoniously. Human relations can also be viewed as a process in which few apointed/employed line managers train employees, address their needs, foster a workplace culture and resolve conflicts between different employees or between employees and management. Human relations not only can be a department but is also a study of why people beliefs, attitudes and behaviors sometimes cause interpersonal conflict in our personal lives and in work-related situations. The study aims to understand the poeple working together so that harmony can be insisted within themselves..

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Submit your final project. It should address each of the four sections (People, Organization, Workplace, and Behavioral Competencies) that focus on HR initiatives that move across an organization. 1.Strengths My areas of strength within the business domain include interpersonal skills and teamwork. I relate well with my colleagues and team members in matters associated with work. My interpersonal skills have resulted in positive relationships within the business team and this has been significant in motivating the team members towards achieving out business goals. Teamwork is also my area of strength. I believe that combined effort yields better results than individual effort and this is not limited to execution of duties but also the process of decision-making (Noe, 2017). These strengths are associated with consultation because they involve interaction, sharing of ideas and decision making. I am a human resource management professional and one of my key roles is to lead my team and ensure appropriate decisions are made. Consultation is therefore, a critical management element necessary in human resource management which makes it a strength is execution of human resource management duties (Noe, 2017). Some of the supportive examples within this domain include spearheading the team by embracing opportunities, establishing a culture that fosters intra-organizational teamwork and partnership, identifying missing team roles and fulfilling them, promoting effective teamwork practice and working environment. Weakness My weakness within this domain is conflict management. Managing conflicts requires the ability to identify contentious issues among parties in disagreement. This involves bringing together the two parties, listening to their grievances and finding a balance or a solution to the problem. I have never been comfortable with negativity in my life both at a personal level or when other parties are involved. I find it difficult to take sides in cases where two or more individuals are in conflict for the mere reason of being perceived as biased. While my profession requires me to administer organizational policies to members of my team, I have constantly struggled with conflict management despite being a fundamental aspect in leadership. Every workplace experience conflict among employees and this may be due to personal or company-associated problems. It is my goal to develop a positive mindset towards leadership by embracing conflict management as a critical aspect that impacts team productivity. One of the supportive examples include approaching conflicts in respectful and unbiased manner and referring serious cases to higher levels of management where it deems necessary. Another example is to identify conflict sources and develop strategies to minimize them. Strategies Creation and management of a network of relationship within the workplace is one of the elements that define a successful human resource management professional. Communicat.

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An effective job title wiil typically include a general term, the level of experience and any special requirements. The general term will optimize your job title to show up in a general search for jobs of the same nature. The level of experience will help you attract the most qualified applicants by outlining the amount of responsibility and prior knowledge required. And if your position is specialized, consider including the specialization in the job title as well. But avoid using internal titles, abbreviations or acronyms to make sure people understand what your job posting is before clicking.

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Running head: TEAMWORK BEHAVIOR IN THE WORKPLACE 1 TEAMWORK BEHAVIOR IN THE WORKPLACE 3 Target Behavior and Outcome Criteria Definition Teamwork Behavior in the Workplace Case Study Description How an organization describes teamwork is important as it helps in measuring the potential of achieving its objectives. For example, if a company considers a particular strategy regarding its concern of reaching certain performance criteria, the top management team can only suggest what other levels of the organization can implement. In that regard, collaborative efforts are required, since, on their own, this can only be a nightmare. Often, being authoritative in implementing organizational policies makes the entire process fail. Politi and Street (2010) asserted that achieving a shared goal reflects the capacity to think and communicate (p.580). Taking views from others helps to build a shared spirit among them and, hence, working as a team towards achieving it. In the working environment, employees may demand to work alternative arrangements to enable them to have a work-life balance. Here, the company or the managers need to consider what a significant number of the employees view as beneficial to them and the organization alike. After all, the workforce determines the level of performance. Many of the businesses have changed the dance to suit the music of new demands in the market including the employees’ point of view. Many organizations describe teamwork as one plus one equals one. In that regard, they tend to believe that the efforts of the management team and that of the workers results in the improvement of the performance. Therefore, the overall consensus is that neither the managers nor the workers can accomplish the organizational goals without the participation of each of them (Politi & Street, 2010). With that in mind, many companies would rather seek to encourage teamwork behavior among the employees for the sake of performance. As such, this concept of synergy describes why some of the businesses succeed while others do not. Teamwork is more in-depth than a mere cooperation among the employees. Whereas cooperation is of vital importance to teamwork, it only partially paves ways towards achieving certain goals. A willingness to support cooperation stems from the culture of an organization that emphasizes the importance of developing relationships between coworkers (Ng & Burke, 2005, p.1205). In that regard, organizations that portray discrimination in various levels of administration only nurture deviant behaviors among the workers. Consequently, it becomes hard for the business to realize its goals. Teamwork cannot exist in a working environment where each employee does things separately. Therefore, it is important that organizations cultivate teamwork behaviors or cultu ...

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I totally agree that stress management is so important and should be addressed within the work place. There is no way employees will be at their peak productivity without stress management skills and strong mental health. What type of interventions would you think would be helpful in the stress management training program? As someone working in the field, I would suggest both educational sessions to teach coping skills (which you mentioned) but also experiential workshops so allow participants to practice and experience the skill. I would include meditation, art, yoga, and others in the workshops. heres another Great job with your posting this week! Interesting perspective as you are a mental health counselor. I choose stress management as my HRD issue most need of prevention. I feel like a lot of mental health and substance issues are the end result of improper stress management by the employees. I feel like if we can teach people how to manage their levels of stress they will never need the coping mechanisms you’ve highlighted. As I am twenty-seven I found the second discussion question particularly interesting. I do feel like I am at a point developmentally where I am striving becoming established in my current career and field. I am definitely hoping to successfully navigate this phase and thus, have higher job satisfaction, advance within the company and ultimately receive higher financial rewards. I completely agree with you that there needs to be ongoing training for employees in the midlife transition phase to ensure that they do not “grow apart” from the company and vice versa. Good response Number of pages: 4 (1100 words) Instructions: Below will be 3 posts for 3 different students, please comment on their post, each comment is separate. Also comment on question 2 part. So you will end up with 4 comments for post 1, 2, 3 and question 2. post 1 While there are many topics that should be addressed by employee counseling and intervention, I believe a major priority for HRD of an organization are stress management interventions. The text defines stress with three main components, “some environmental force affecting the individual, which is called a stressor, the individual’s psychological or physical response to the stressor, and in some cases, and interaction between the stressor and the individual’s response” (Werner, 2017, p. 370). Stressors may include stimuli from both inside the organization and form the employee’s home life. None-the-less I feel like stress is linked to many of the other aspect that HRD management and intervention would cover. I also feel like stress, internal and external to the employee’s place of work, may cause the employee to perform under their ability at work. Thus, I feel that it is of paramount importance for HRD to intervene and attempt to help employees manage their stress levels. The two many types of stress interventions are educational interventions and skill-acquisition interventions. Both of .

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