Action for line manager in management conflict.

Action for line manager in management conflict.

Résumé du document

Line manager is a manager in the administration of the line functions of an organization; administration of activities contributing directly to the organization's output. Line managers have to deal with issues in their team. It is part of their role and responsibilities to resolve conflict before it goes too far. For that they should have mediation skills. He must have listening skills to determine if the conflict is useful or not for the company, if it's a good one or a bad one. It's of its responsibilities. If the conflict is functional: the constructive one, the line manager role is to capitalize the ideas and conversations resulting from the conflict. If the conflict is dysfunctional, he had to temper, and turn it in a positive one. But when the bottom line is reached, and the conflict does occur the manager had to deal with the issue. In this part we will see that a manager must monitoring his team relationships, how he can deal with issues, his role of mediator in conflict management, sometimes we need to follow the official processes, and then the personal style of the manager acting as role model.

Sommaire

1) monitoring team relationship 2) dealing with issues 3) the step of the mediatio 4) Use of official process 5) Personal style of the line manager 6) self-report quizz for manager

Informations sur la dissertation

Delphine
  • Nombre de pages : 3 pages
  • Publié le : 18/05/2011
  • Langue : anglais
  • Date de mise à jour : 02/01/2015
  • Consulté : 2 fois
  • Format : .docx

Extraits

[...] Personal style of the line manager Line manager must be seen as an example by its employees. He must follow the organisation's policies and procedures. If he don't it's difficult to ask the employees to follow rules that their superior don't. He mustn't let favouritism get settled in the group. He should be clear about his expectations of the team conduct, show what is positive behaviour. He is the model for the other member. Show how to interact with customers, colleagues, the public He shouldn't tolerate backbiting, between his team member, because it creates resentments, and encourage bullying. [...]


[...] Line managers have to deal with issues in their team. It is part of their role and responsibilities to resolve conflict before it goes too far. For that they should have mediation skills. He must have listening skills to determine if the conflict is useful or not for the company, if it's a good one or a bad one. It's of its responsibilities. If the conflict is functional: the constructive one, the line manager role is to capitalize the ideas and conversations resulting from the conflict. [...]


[...] Line manager also has the role to avoid that conflicts do a re-occur. A following up of a former conflict is necessary, because sometimes people still feel resentful about it. The manager should look at it, and take the temper regularly. The steps of the mediation As a mediator the line manager has to identify the roots of the dispute to solve it. He can follow a process of mediation. First the manager should have informal one-to-one conversations with each party in conflict. [...]


[...] Do you know when a team member is causing stress to others? Do you pick up on squabbles before they lead to conflict? Now multiply each column total by the weighting factor Personal style Role modeling Do you keep out of office politics and gossip? Do you have consistently good relationships with other managers? Do you communicate to your team what conduct you expect from them? Do you appear clam at work? integrity Do you see all employees as equally important? [...]


[...] Do you keep all employee issues private and confidential? Do you aim to gain the trust of your employees? Do you protect the anonymity of complainants? Now multiply each column total by the weighting factor 14-28 Reasonable: A score in this range is an indication that you show a good awareness of the behaviours for effective conflict management in this area. It may be helpful to use the competency framework to see if there are any behaviours you could add to your repertoire in this area to increase your effectiveness in managing conflict. [...]

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