workplace scenarios
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Q: Here are a list of suggested workplace scenarios. Visualize yourself as a member of a team and come…
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Here are a list of suggested workplace scenarios. Visualize yourself as a member of a team and come up with ways to solve the problematic behavior.
Scenario 1: The leader of the team wants to do everything him or herself. They have a very big ego and are difficult to work with.
Scenario 2: One team member is extremely shy. However, he or she has the most expertise and background to help solve the technical issue your team is experiencing in your best product.
Scenario 3: Two of your team members do not get along. There are many hard feelings between the two and they refuse to communicate with one another.
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- Here are a list of suggested workplace scenarios. Visualize yourself as a member of a team and come up with ways to solve the problematic behavior. Scenario 1: The leader of the team wants to do everything him or herself. They have a very big ego and are difficult to work with. Scenario 2: One team member is extremely shy. However, he or she has the most expertise and background to help solve the technical issue your team is experiencing in your best product. Scenario 3: Two of your team members do not get along. There are many hard feelings between the two and they refuse to communicate with one another. Scenario 4: One of your team members is very social. In fact, he or she believes they are the life of the party. This team member enjoys telling jokes continually which derails the conversation. Scenario 5: One team member is very sensitive and emotional. This member gets upset when he/she doesn’t feel listened to and is extremely offended if all of his or her ideas do not get used.…As Dr. Brown outlines in her book, "Items that frequently show up as things that get in the way of psychological safety in teams and groups include judgment, unsolicited advice-giving, interrupting, and sharing outside the team meeting. The behaviors that people need from their team or group almost always include listening, staying curious, being honest, and keeping confidence." After watching Amy Edmondson's TED Talk "Building a Psychologically Safe Workplace" (posted in this week's course content), reflect on the three guidelines she presents to build feelings of psychological safety in an organization. Create a craft case study describing a scenario that presents a problem faced in an organization (could be real or fictional but realistic) in which the outcome would differ based on high or low feelings of psychological safety in the team, and describe how a leader could use all three guidelines presented in Edmondson's talk to improve the outcome. Choose an organization or industry…List three ways that a team leader can prevent workplace bullying?
- Within the context of understanding organization behavior, there is no specific consensus over the role of conflict in groups and whether conflict was beneficial or harmful to work quality, both individually and collectively. Applying your understanding of the conflict process, critically discuss the five stages of conflict that might experience by Robyn and her team members and predict the outcomes of conflict.(Reward folly is a concept that refers to how organisations expect or hope for a certain kind of behaviour while reward for a different type of behavior. An example from my organization to better understand this would be- Our company divided us into groups and then formed teams by assigning different projects to different teams. The company expected us to work as a team and help each other by sharing ideas and collaborating witj each other. But at the end of the project term, the company management decided to pick the best team members in order to reward them for their exceptional contributions. This right here is an example of reward folly because on one hand our company expected us to move forwards as a team and on the other hand the company itself was creating a division between us by choosing the best performers rather than rewarding the whole team for the effort. Final answer Final answer - Reward folly is a very common concept that has been practiced by organisations for a very…Employee behavior plays a pivotal role in shaping the culture, productivity, and overall success of any organization. It encompasses a wide range of actions, attitudes, and interactions displayed by individuals within the workplace. From punctuality and professionalism to collaboration and communication skills, employee behavior can significantly impact the dynamics of a team and the achievement of organizational goals. One aspect of employee behavior that deserves attention is attitude towards work. Employees who exhibit enthusiasm, motivation, and a strong work ethic tend to be more productive and contribute positively to the work environment. Conversely, those with a negative attitude may drag down morale and hinder team performance. Therefore, fostering a culture that promotes positivity and a sense of purpose can help cultivate desirable employee behavior. Communication is another critical element of employee behavior. Effective communication not only facilitates the exchange…
- help asap please, give an correct and elaborated answer. 1. Describe three different safe work environment programs. Avoiding accidents and injuries is obviously a good thing for workers and the organization, so why do you need to motivate workers to behave safely?Suppose you have just assumed leadership of a group with high cohesiveness and low performance norms. Which of these actions might be good options for you to improve the situation you are facing? Check all that apply. Create three subgroups and have them compete against each other for a prize Add some new members to the group Give them positive reinforcement Have the group as a whole compete with another group for a prizeCREATING A MOTIVATING WORKPLACE: REWARDS AND JOB REDESIGN Organizations use specific incentives to motivate individuals, teams, and the entire organization to achieve organizational goals such as productivity, reduced turnover, and leadership effectiveness. They can also redesign jobs to create more motivating wo rkplaces Employee Recognition: Showing People That They Matter Expectancy theory tells us that a key component of motivation is the link between performance and reward (that is, having your behaviour recognized). Employee recognition programs cover a wide spectrum of activities. They range from a spontaneous and private “thank you” on up to widely publicized formal programs in which specific types of behaviour are encouraged and the procedures for attaining recognition are clearly identified. VariablePay Programs: Improving Productivity A large body of research suggests that pay is far more…
- Mauricia Corp., a biotechnology firm, has initiated a program that encourages employees to form groups, on the basis of a particular characteristic such as race, sex, ethnicity, etc. Mauricia Corp's initiative is based on the belief that such programs would help team members to discover their true potential and climb the corporate ladder. Which of the following is a likely disadvantage of such a set up? a. It could result in a reduction in productivity. b. It could lead to divisiveness. c. It may widen power distance. d. It may heighten the sense of individualism.Scenario: you are the manager of a group of 10 staff within the firm you work for. Your staff have shown to be unmotivated with their work of recent times due to staff cutbacks and no pay increases for 3 years because of budget constraints. Describe two (2) practical methods you could consider to attempt to motivate your staff without increasing their pay.Answer this question in no more than 400 words.As a consultant for Amazon warehouse workers and using citations and references, the three strategies are• Strategy one: Improve Employee Recognition and Rewarding Strategy two: Foster a Positive and Supportive Workplace Strategy three: Invest & Develop Employees Research-Based Rationale: Expectancy Theory: When employees believe their efforts will lead to performance, they are motivated (Vroom, 1964). Job Demands Theory: High job demands can cause strain until adequate job resources are available (Bakker & Demerouti, 2007) Goal Setting Theory: Locke and Latham's goal-setting theory emphasizes the benefits of setting challenging and specific goals (Locke & Latham, 2002). Therefore, based on the above utilize performance and Training Initiatives. Performance Initiatives: Describe suggested performance initiatives based on best practices for successful organizational consultation. description of proposed performance initiatives is supported with specific and relevant…
