Enhancing Workplace Relationships: Leadership & Management Strategies

This report discusses the importance of cooperation in the workplace, highlighting how it affects employee job satisfaction and overall business success. It addresses employee grievances, often stemming from unclear communication and the absence of proficient union representation. The report emphasizes the benefits of ethical organizational cultures where employee contributions are valued, and it explores how mentoring and counseling improve employee performance. Effective workplace communication styles, including controller and promoter styles, are examined, alongside the significance of developing comprehensive workplace policies that align with ethical values and legal requirements. This document is available on Desklib, a platform offering a range of study tools and solved assignments for students.

LEADERSHIP AND MANAGEMENT
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Importance of Cooperation in the
Workplace
 Cooperation in the workplace can make the
difference between achievements and failures for
several businesses. In a cooperation-driven
organization, individual employees voluntarily
involve in unambiguous and transparent
communication (Barmby, Sessions and
Zangelidis 2016).
 Transparent communication tends to improve the
level of job satisfaction of employees by
increasing cooperation level within the employee
base.

Importance of Cooperation
in the Workplace Employee collaboration is not
only equivalent to a satisfied
workforce, it signifies an
qualified workplace (Bozionelos
et al. 2016). A fundamentally
collaborative workplace further
compels employees to surpass
the expectations and
responsibilities assigned to
them.
 Such assertive coercion
however tends to occur with
successful knowledge sharing
and further developing the
business with informed as well
as sound decision-making.

Employee grievances
From the report on leadership and management at workplace, it
has been observed that effective grievance handling procedures
serve vital role in safeguarding the right and authorities of the
employees (Barmby, Sessions and Zangelidis 2016).
Further to this, these techniques of grievance procedures tend to
eradicate the need for employee strikes when any forms of
conflicting situations occur related to labour contract.

Continuation
 Employee grievances typically emerge because of ambiguous
contractual communication which further creates varied
interpretation as well as misapplication of the guidelines and
regulation.
 Lack of Transparent Organizational Labour Policies- Such
scenarios may create high level of confusion and
misinterpretation on part of the employees specifically when
there is an absence of proficient union to protect their
interests (Bozionelos et al. 2016).

Benefits of Creating an Ethical
Culture in an organization
 Thomas, Thomas and Firestone (2015) denote
that in organizations where there is a
perception that management really values
and gives importance to employees,
distributors and stakeholders.
 When a proficient management team tends to
behave ethically, there can be identified a
significant perception that the effort and
contribution of every single employee is
highly acknowledged and appreciated by
leaders.

Effect of workplace mentoring and counseling on
employee performance
 Various mentoring methods are highly accessible for wide range of
leaders to acknowledge the workforce (Barmby, Sessions and Zangelidis
2016). The techniques of employee coaching involve individual
evaluation meetings along with direct appraisal with feedback.
 Successful mentoring further offers feedback related to the contribution
level. Furthermore, customary employee mentoring has the propensity to
bring issues related to the performance to the employees’ concentration.

Importance of Workplace Communication
 Ability to communicate efficiently in the
workplace is identified as an essential skill which
modern organizations are naturally embracing to
adapt diverse environments in which they
execute their operations (Thrasher et al., 2015).
 Managers who usually collaborate with team
members on a group assignment understand the
intricacies and challenges of sharing knowledge
and information to the associates.

Communication Styles Used at Workplaces
Controller
 The controller communication style tends to be
very direct which receives demanding facts and
information in a very comprehensive manner
(Bozionelos et al. 2016). Individuals who
communicate in such manner have a propensity
to be highly enthusiastic and show greater level
of determination to roles assigned to them.

Communication Styles used at
Workplaces
 Promoter
 Promoter communication style on the other hand
tends to be highly passionate along with excellent
interpersonal communication (Thomas, Thomas
and Firestone 2015). Such communicators are
inclined to in efficiently delivering personal
information while talking to any workplace peer.
They also possess the ability to cater into
employees’ projects as well as conversations with
their listeners.

Importance of developing policies at workplaces
 Policies and legislations fundamentally help in
communicating ethical values as well as
expectations in the way business strategies and
employee handling will be performed (Barmby,
Sessions and Zangelidis 2016).
 Such comprehensive policies further keep the
organization in compliance with the proposed
legislation and provide protection against certain
employment claims.

Continuation
 Efficiently developing the content of the legislations
is regarded as good practice in order to consult with
major stakeholders and employee base of the
organization.
 This will further help in effectively addressing areas
of issues accurately and have an inclusive
perspective of the employee base (Thomas, Thomas
and Firestone 2015).

References
 Barmby, T., Sessions, J.G. and Zangelidis, A., 2016. Looking after
number two? Competition, cooperation and workplace
interaction. Journal of Economic Behavior & Organization, 131, pp.166-
182.
 Bozionelos, N., Kostopoulos, K., Van Der Heijden, B., Rousseau, D.M.,
Bozionelos, G., Hoyland, T., Miao, R., Marzec, I., Jędrzejowicz, P.,
Epitropaki, O. and Mikkelsen, A., 2016. Employability and job
performance as links in the relationship between mentoring receipt and
career success: A study in SMEs. Group & organization
management, 41(2), pp.135-171.
 Thomas, T., Thomas, J. and Firestone, H., 2015. Mentoring, coaching, and
counseling: Toward a common understanding. Military Review, 95(4),
pp.50-57.
 Thrasher, G.R., Zabel, K., Wynne, K. and Baltes, B.B., 2015. The
importance of workplace motives in understanding work–family issues