This document identifies potential sources of conflict within the author's organization, Batitang National High School, and provides recommendations for avoiding conflicts. The potential sources of conflict are: different values, interests, and personalities among staff; poor individual performance; and scarce resources. The document recommends: respecting differences in values, interests, and personalities; clearly defining roles; monitoring performance; addressing resource issues; and improving communication through listening and understanding what is not said. Maintaining proper communication through empathy and sensitivity can help avoid misunderstandings and conflicts within the organization.
This presentation outlines my personal understanding of what happiness is, based on 4 years of learning about it, and finding my own path in the world.
The professional application of social work values, principles, and techniques toward one or more of the following goals constitutes social work practice. assisting individuals and groups in obtaining tangible services; providing individual, family, and group counseling; assisting communities or groups in delivering or improving social
Read Ch5. There are 3 Questions Put the Questions on top of each tenoelrx
Read Ch5
. There are 3 Questions: Put the Questions on top of each one. Have to make it good. 200+ words
0--No summary or summary is not on topic.
0.5--On topic with no reference or connection to the week's readings.
1--On topic and includes a reference to the week's readings.
1. How might an administrator help inform his/her staff on the importance of community relations?
2. What steps might be taken with all members of a staff to discuss and model effective messaging for students, parents, community, etc.?
3.You have been asked to give a workshop to new school board members on their role in school–community relations. What points would you cover in your presentation?
Chapter 5 Administering the Program
After completing this chapter you should be able to …
■ Distinguish the key organizational and administrative structures that characterize successful programs.
■ Identify the roles boards play in contributing to school–community relations success.
■ Identify the roles administrators play in contributing to school–community relations success.
■ Define the standards for education public relations practitioners.
■ Outline methods for delivering training and support to staff to foster the development of skills essential to their communication roles.
Setting up a school–community relations program means paying attention to organization and determining who is responsible for what. What is the role of the board of education? What do the superintendent and the administrative team need to do? How about the person appointed to be in charge of the operation? What kind of organizational plan will be developed? Which administrators and supervisors are responsible for which parts of the program? How much money will be allocated to the school–community relations effort? An important component must be clearly outlined: the role of teachers and support staff.
THE BOARD OF EDUCATION
Board members must constantly remember that the schools are owned by the people: taxpayers. The community expects the children sent to the schools to learn effectively, and the community members pay the bills to keep the schools running. In most districts, people elect representatives to govern the schools they own. They should, therefore, be kept informed on a regular basis about how money is being spent and how effective the education being provided is.
How people feel, what they believe, and how they act toward the school, its officers, proposals, and programs can be summed up in the term public opinion. Public opinion is that intangible but powerful force in American life that influences all that is done in public affairs. A school board must know something about the nature of public opinion in order to run a good school system. If it fails to do what the public wants, sharp criticism follows. If it moves too far ahead of public opinion, it invites opposition. If board members confuse their own interests with those of the pub ...
Make 3 comments on classmates postClassmate Post 1The trust .docxinfantsuk
Make 3 comments on classmates post
Classmate Post 1
The trust between the franchisor and the franchisee is very in order for both of to be successful and to prevent problems between the two the in future. In the article Trust: Key to Successful Relationship explains the importance of the trust between the franchisor and the franchisee issues can come up there is not any type commutations between the two. One of the statements in the article mentions that it important for the franchisor to review the marketing material provided potential franchisee to make sure the franchisor can and will deliver on the promises that are made in those materials. (Modell, 2010).Just like any type of agreement or advertisement where a company has to back up a service or a product, the franchisor has to standby the statements and promises that were in the material if not that could be some issues where that would cause a lack of trust between the franchisor and the franchisee which can result in legal problems hurting the reputation of the franchisor.
Classmate Post 2
“Trust must be earned; it is not a given”
Trust is essential in any relationship. Trust is not given it is earned. When a relationship of any kind begins the actions of each person or group depicts the direction of the trust. Trust is build by working together and learning each other’s perspectives. Trust has many contributing factors. I think the number one component of trust is honesty and integrity. Honesty makes building trust easier. It provides openness and a point of establishment to know each other and their type of actions. In te being stages of a relationship trust is not easy because you don’t know the other person or group. Some people have alternative motives or hidden agenda that can be harmful to the other person. During the time of building a relationship it is important to give a little trust to provide the opportunity for it to be built. When in any relationship I believe we have to give a little to get a little. Ultimately you have to give trust to earn trust and vice versus.
Classmate Post 3
"Trust is one of the most important elements of a franchisor/franchisee relationship. Without trust, there is no way to ground the relationship, as there will not be effective communication or effective collaboration." (Whiteside, 2010). Trust is the foundation for the whole relationship. If there is not trust between the franchisor and franchisee then there will be break downs in the communication and the collaboration. If the communication breaks down then neither side will know what the other is doing then things will not get accomplished. Without trust the business will suffer because the franchisee will not believe that the franchisor has their business's best intentions in mind. Trust is what holds the relationship together and without it there will be no relationship.
Appendix B
HSM/270 Version 3
1
Associate Level Material
Appendix B
Program Scenario One
Far West Elementary Sc ...
This presentation outlines my personal understanding of what happiness is, based on 4 years of learning about it, and finding my own path in the world.
The professional application of social work values, principles, and techniques toward one or more of the following goals constitutes social work practice. assisting individuals and groups in obtaining tangible services; providing individual, family, and group counseling; assisting communities or groups in delivering or improving social
Read Ch5. There are 3 Questions Put the Questions on top of each tenoelrx
Read Ch5
. There are 3 Questions: Put the Questions on top of each one. Have to make it good. 200+ words
0--No summary or summary is not on topic.
0.5--On topic with no reference or connection to the week's readings.
1--On topic and includes a reference to the week's readings.
1. How might an administrator help inform his/her staff on the importance of community relations?
2. What steps might be taken with all members of a staff to discuss and model effective messaging for students, parents, community, etc.?
3.You have been asked to give a workshop to new school board members on their role in school–community relations. What points would you cover in your presentation?
Chapter 5 Administering the Program
After completing this chapter you should be able to …
■ Distinguish the key organizational and administrative structures that characterize successful programs.
■ Identify the roles boards play in contributing to school–community relations success.
■ Identify the roles administrators play in contributing to school–community relations success.
■ Define the standards for education public relations practitioners.
■ Outline methods for delivering training and support to staff to foster the development of skills essential to their communication roles.
Setting up a school–community relations program means paying attention to organization and determining who is responsible for what. What is the role of the board of education? What do the superintendent and the administrative team need to do? How about the person appointed to be in charge of the operation? What kind of organizational plan will be developed? Which administrators and supervisors are responsible for which parts of the program? How much money will be allocated to the school–community relations effort? An important component must be clearly outlined: the role of teachers and support staff.
THE BOARD OF EDUCATION
Board members must constantly remember that the schools are owned by the people: taxpayers. The community expects the children sent to the schools to learn effectively, and the community members pay the bills to keep the schools running. In most districts, people elect representatives to govern the schools they own. They should, therefore, be kept informed on a regular basis about how money is being spent and how effective the education being provided is.
How people feel, what they believe, and how they act toward the school, its officers, proposals, and programs can be summed up in the term public opinion. Public opinion is that intangible but powerful force in American life that influences all that is done in public affairs. A school board must know something about the nature of public opinion in order to run a good school system. If it fails to do what the public wants, sharp criticism follows. If it moves too far ahead of public opinion, it invites opposition. If board members confuse their own interests with those of the pub ...
Make 3 comments on classmates postClassmate Post 1The trust .docxinfantsuk
Make 3 comments on classmates post
Classmate Post 1
The trust between the franchisor and the franchisee is very in order for both of to be successful and to prevent problems between the two the in future. In the article Trust: Key to Successful Relationship explains the importance of the trust between the franchisor and the franchisee issues can come up there is not any type commutations between the two. One of the statements in the article mentions that it important for the franchisor to review the marketing material provided potential franchisee to make sure the franchisor can and will deliver on the promises that are made in those materials. (Modell, 2010).Just like any type of agreement or advertisement where a company has to back up a service or a product, the franchisor has to standby the statements and promises that were in the material if not that could be some issues where that would cause a lack of trust between the franchisor and the franchisee which can result in legal problems hurting the reputation of the franchisor.
Classmate Post 2
“Trust must be earned; it is not a given”
Trust is essential in any relationship. Trust is not given it is earned. When a relationship of any kind begins the actions of each person or group depicts the direction of the trust. Trust is build by working together and learning each other’s perspectives. Trust has many contributing factors. I think the number one component of trust is honesty and integrity. Honesty makes building trust easier. It provides openness and a point of establishment to know each other and their type of actions. In te being stages of a relationship trust is not easy because you don’t know the other person or group. Some people have alternative motives or hidden agenda that can be harmful to the other person. During the time of building a relationship it is important to give a little trust to provide the opportunity for it to be built. When in any relationship I believe we have to give a little to get a little. Ultimately you have to give trust to earn trust and vice versus.
Classmate Post 3
"Trust is one of the most important elements of a franchisor/franchisee relationship. Without trust, there is no way to ground the relationship, as there will not be effective communication or effective collaboration." (Whiteside, 2010). Trust is the foundation for the whole relationship. If there is not trust between the franchisor and franchisee then there will be break downs in the communication and the collaboration. If the communication breaks down then neither side will know what the other is doing then things will not get accomplished. Without trust the business will suffer because the franchisee will not believe that the franchisor has their business's best intentions in mind. Trust is what holds the relationship together and without it there will be no relationship.
Appendix B
HSM/270 Version 3
1
Associate Level Material
Appendix B
Program Scenario One
Far West Elementary Sc ...
Chapter 11/Flan 3440/Fall 2016 Chapter 11 Sum
Chapter 11: Intercultural Communication in Business, Health Care, and Educational Settings
CHAPTER OBJECTIVES
After reading this chapter, the students should be able to:
1. discuss how dimensions of the cultural context affect organizations across cultures;
2. identify how the environmental context affects doing business in other cultures;
3. identify variables in the perceptual context and how they influence business with other
cultures;
4. compare managerial styles of Japanese, Germans, Mexicans, and Chinese;
5. identify and discuss the four lay theories of illness;
6. identify and discuss patient–provider communication in health care settings across cultures;
7. identify and discuss learning style differences across cultures; and
8. identify and discuss teacher immediacy across cultures.
CHAPTER OVERVIEW
Coordinating and managing people from different cultures within business, health care, and educational settings represents one of the greatest challenges in the new millennium. Few managers, health care providers, or teachers will survive and function effectively without an understanding of the subtleties and complexities of interacting with others in a multicultural and multinational environment. Given the dramatic cultural transformation in today’s marketplace, health care settings, and classrooms, the relevance of intercultural communication competence cannot be overstated. To function effectively, business leaders, health care providers, and teachers must possess the skills to interact with people who are different from themselves.
CHAPTER OUTLINE
I. Intercultural Management
A. Successful cross-cultural management depends on the ability of managers to communicate effectively. Communication is especially important during the initial stages of a business relationship. Depending on the culture, the process of building trust among business partners may take days, weeks, or even months. Many American managers prefer to “get down to business” without spending much time getting to know their business partners. In fact, many American managers view such relationship building as a waste of valuable time. However, this is not the case in many cultures. Perceptions of time and timing are important considerations in cross-cultural business exchanges. American managers should allow the pace of negotiations to develop on their own and should not to impose artificial deadlines for the sake of efficiency.
Most of what students have been exposed to in this textbook can be applied to their role in organizational settings across cultures.
1. First, consider the cultural context of an organization. Organizational culture often parallels country culture. Hence, if values differ significantly across cultures, then the management practices of those cultures are also likely to differ.
2.In addition to assessing an organization’s cultural context, it is important to assess its envir ...
1. 0
A Paper on Potential Sources of Conflicts in my Organization
and How They May Be Avoided
A Term Paper
Submitted to:
Prof. Maria Merlina Mariano
Graduate School
COLLEGE OF THE IMMACULATE CONCEPCION
Sumacab Este, Cabanatuan City
As Partial Fulfillment in the
Requirements in the Course
Management Behavior in Organization
(Educ. 307)
By
Yolanda Daga Cordova
March, 2015
2. 1
I. Introduction
An organization is a social unit of people that is structured and managed to meet a
need or to pursue collective goals. All organizations have a management structure that
determines relationships between the different activities and the members, and
subdivides and assigns roles, responsibilities, and authority to carry out different tasks.
Organizations are open systems--they affect and are affected by their environment
Also an organization is a group of individuals who are assembled to accomplish a
common goal, mission or objective. Organization members are diverse and often have
different social backgrounds, works ethics, communication styles and opinions. While
organizations are expected to work together as a team, there are many potential
sources of conflict within an organization that may at times hinder its progress.
The objectives of this term paper about the potential source of conflicts in my
organization and how they may be avoided are as follows: First, to identify the potential
sources of conflicts in my organization. Second, to give suggestions/recommendations
on how these conflicts may be avoided.
II. Description of My Own School/Organization
Our school is Batitang National high School , a rural high school in the town of
Zaragoza in the province of Nueva Ecija. Batitang is one of the barangays in Zaragoza
which is a fourth class municipality. It is located in the south –west portion of the
province of Nueva Ecija which is some 140 kilometers away from Manila. It is bounded
on the north by the Municipality of Licab, on the north-east by Aliaga, on the south by
Sta. rosa, on the south-east by Jaen, and on the south by San Antonio, on the western
portion it is bounded by the Municipality of Lapaz in the province of Tarlac. Zaragoza
3. 2
belongs to the first congressional district of Nueva Ecija. It consists of one principal in
the person of Dr. Elenita C. Sumait (Principal II), one Head Teacher III in the name of
Mrs.Cynthia A.Castillo sixteen (16) teachers ,one security guard and one clerk .
Fiscal Management
The Principal as the budget officer looks into the priorities and legalities of the
procurement, payments of claims and other matters, such as disbursements of funds,
request for procurement of school needs passed thru the property/supply officer for
approval of the principal.
Communication
Proper communication bridges the members of any organization. There are
many ways and instruments to this.
The common tools of communication in this school are: memorandum, letter, and
publication on bulletin boards, conferences, verbal announcements, and one on one
dialogue. The special form communication to all teachers and students is the school
publication.
Leadership Administrative
The principal, supported by all teachers, manages the school. The experience
teacher is also involved in giving instructional support to teachers who need assistance.
Decision-making is usually made through consultation process. A regular staff
conference is done monthly other conferences are made as need arises.
4. 3
Establishing Linkages
Partnership of the school and other stakeholders is a must in education. The
school has to establish good rapport and image with the different sectors and agencies
of the government.
Batitang National High School has a very good relationship with the local
government, as proven by the financial support it extends to us such as gravel, and
other construction materials. It also supports other programs of the school like sports,
arts, and culture and maintenance of peace and order during school programs. The
PTCA is very cooperative and is always willing to help for the improvement of the
school.
. Also, in providing our school needs like perimeter fence, parks, development of
school office and classrooms, repairs of buildings linkage to GO’s and NGO’s are very
important to realize these needs.
III. Potential Sources of Conflicts in my Organization
There are many causes or reasons for conflict in any work setting/organization.
Some of the primary causes are:
1. Different Values
Any workplace is made up of individuals who see the world differently. Conflict
occurs when there is a lack of acceptance and understanding of these differences.
5. 4
2. Different Interests
Conflict occurs when individual workers ‘fight’ for their personal goals, ignoring
organizational goals and organizational well-being.
3. Personality Clashes
All work environments are made up of differing personalities. Unless colleagues
understand and accept each other’s approach to work and problem-solving, conflict will
occur.
4. Poor Performance
When one or more individuals within a work unit are not performing - not working
up to potential – and this is not addressed, conflict is inevitable.
5. Scarce Resources
Too often, employees feel they have to compete for available resources in order to do
their job. In a resource scarce environment, this causes conflicts – despite awareness of
how scarce resources may be.
6. Poor Communication
Different communication styles can lead to misunderstandings between
employees or between employee and manager. Lack of communication drives conflict
‘underground’.
6. 5
IV. Recommendations
How Potential Sources of Conflicts May Be Avoided?
1. Every member of any organization must understand that every person has his/her
own values depending on his/her culture. Every one must respect every opinion, belief,
values or culture of other person so that organizational coonflict may be avoided.
2. It is very important to understand the individual differences of every person. Each one
of us is unique or peculiar. No two persons are exactly alike even the twins. So, every
member of an organization must respect and understand other persons’ interests even
the strengths and weaknesses of each one of us.
3. In every organization, there are different personalities. If there are 30 members in an
organization, there are also 30 different personalities because of what we call individual
differences. So, it is a need for the organization to determine the roles of each member
depending on their personalities to avoid problems. An organization must be very good
in role allocation.
4. The manager in an organization must see to it that all of his/her members are
performing in accordance to the goals and objectives of their organization. He/she must
frequently monitor and observe if his/her subordinates do their part. If this happens,
conflict will be avoided.
5. If an organization lacks of resources, immediate action must be done. If not, conflict
will arise because members may feel that the organization does not give importance to
the needs and welfare of the employees.
7. 6
6. Proper communication is very important in an organization. As we all know,
communication is a two-way process. There is a speaker and a listener. The manager
must listen to his/her employees and vice-versa. If there is proper communication,
misunderstandings and problems may be avoided. According to Peter Druker, “The
most important thing in communication is hearing what is not said”. So, every member
in an organization must be very sensitive and show empathy to every other persons’
feelings and emotions.