The Deputy Director Of Engineering And Planning

During my career, I have demonstrated my sound interpersonal skills and provide timely advice on complex policy issues that were relevant to my workplace. As I have held several managerial roles at lower to middle levels, I have always had to liaise with managers of an equal level to me, and also give advice to managers that held a senior status to me. I think that policy issues involve teamwork and effective and efficient communication between departments. In ITL I was directly involved with

1.1 Identify the regulatory requirements, codes of practice and relevant guidance for managing concerns and complaints in own area of work

The Care Standards Act 2000 introduce list for the protection of vulnerable adult known as the “POVA list” which listed care workers who considered unsuitable to work with vulnerable adults. Section 82(1) of the Act provides that a person who provided care for vulnerable adults must refer to a care worker to the Secretary of state if the provider had dismissed a care worker on the grounds of misconduct which harmed or placed at risk of harm a vulnerable

Everyone has unique skills and talents, which make us all unique. However, asking someone what are his special talents and skills needs deep thinking and causes hesitation. Let me share a story that illustrates what is one of my special talents that I value the most: solving issues and conflicts through discussion and conviction.

Have you ever been awed by someone who always seems to know what to say and how to say it in any situation? These people know how to communicate with diplomacy, tact, confidence and professionalism. They speak honestly, confidently and receive criticism constructively. They are powerful, not intimidating, and say what needs to be said without offending or creating conflict. This paper explains the why(s) and how(s) to do these things.

Both employees and customers can become confused or irritated by managers' poor interpersonal skills. Interpersonal skills are important to managers charged with building workplace trust and cooperation from staff members who are collectively accountable for furthering business goals. Imprecise and rash business communication frequently results in wasted time because of the need to revisit

Another interesting concept that I came across was that, I personally witnessed myself competing and avoiding to be less cooperative at times and was immediately pulled back to see this. However, I also believe that I brought a culture into the group, which fulfilled the role of a negotiator in order to avoid conflict and save time on decision making. This was to me a breakthrough in my learning experience only because I did not know I had them(skills). I understood the fact that many tradeoffs are made in a project, and a mediator was always in favor of the group. My intuition that our group had an integrative characteristic to its negotiation policies proved right. A lot of this was to make each other happy at the moment and also the fact that we were peers hoping to maintain long term relationship was also a reason. However, it was not possible for me to create a win win situation all the time. I believe that my reasoning and persuasion skills helped to some extent to avoid conflict. This was also a perfect opportunity for me to put a number of other alternatives on the table for discussion and thus exploring my creative side. Overall, I must say that looking back at our achievements, I think it was worth the time and effort and was not bad at

The statutory claim for unfair dismissal recognises that the common law cannot give adequate protection to the employees through the contract of employment, in that wrongful dismissal claim depends upon a breach of contract of the employment, usually in the form of inadequate notice being given by the employer. Many dismissals can be considered unfair that do not amount to the breach of the contract, for the wrongful dismissal claims look not to intention, motive, or the effect on an employee of a termination of the relationship nor to the procedural protections, but merely to the form of in which that relationship has been brought to the end. This paper will compare and contrast the different area between wrongful dismissal and unfair dismissal.

A better understanding of my own strengths and weaknesses will definitely be helpful for me to build on my strengths and apply the negotiation strategies learnt in the Managerial Negotiation course.

On 24th October 2012, the employee Mrs Smith reported a grievance against Mr Hamilton on the grounds of age discrimination. The act of discrimination was reported to be on the 10th October 2012. Mrs Smith reported this grievance verbally to Mrs Tool (manager) on the 10th October 2012. However Mrs Smith felt the outcome of the verbal report had not resolved the matter and therefore reported the grievance formally in writing on the 24th October 2012. Mrs Smith wanted her grievance to be discussed formally and resolved. The grievance report was received and dealt with by

Firstly, I have held management position and customer service position in which I have held the fullest of discretion. These positions included being Duty Manager and a Vice president/founding member of a University student society. In these positions, I displayed strong leadership but also using my interpersonal skills to collaboratively solve problems.

My strengths as a negotiator before Negotiation workshop: As briefly mentioned in the executive summary, my personal power is my main strength. Aspiration, confidence, skills, and knowledge are the basic components which shape my power of negotiation. Prior to negotiation, I always do my homework; I believe being well-prepared is the first step before any negotiation. I try to collect as much information as possible. Adequate information about the other parties at the negotiation table, their history, interests, aversions, and possible positions give me the power which comes with knowledge and confidence. With regards to my negotiation skills, I am always positive when entering a negotiation. I personally believe there is always some sort of solution out there for each and every problem we may

The aim of this Assessment is to demonstrate an understanding of employment regulation and how it is enforced. Other areas covered include; how to manage recruitment, manage issues relating to pay and working time lawfully and how to ensure that staff are treated lawfully when they at work. Finally it will cover managing performance and disciplinary matters lawfully.

Brief Description: Responsible for noting the minutes of the project teams meetings. He is an MBA graduate from the Strategic Human Resource Management Institute in Hong Kong. He is a confrontational and expressive individual with a slight temper, but other than that has many traits applicable to high power distance cultures

An effective negotiator is a strategic negotiator, who is able to switch back and forth between different phases of a negotiation without losing the goal in mind. An effective negotiator takes time to process what is happening during the negotiation and ensures that the right problem is being resolved while taking into consideration other party’s intrests to finding a common ground. Concequently those type of actions facilitate in the process of a negotiation by creating a cooperative environment and enhance the furture relationship between the parties (Fells 2012; Sebenius 2001). An effective negotiator aknowledges that no party is the same and as every negotiation, every negotiator is different from one another. These variations explain the DNA of negotiation that requires an effective negotiator to take into considerations the strands of the DNA, such as “reciprocity, trust, power, information exchange, ethics, and outcome” that vary from person to person (Fells 2012, pg 8).