Management Practice Report: Communication, Action Research, and Stress

This report analyzes various aspects of management practice, encompassing group work, effective communication, action research, and workplace stress. The first component focuses on the benefits of group presentations, highlighting the development of skills such as breaking down complex tasks, time management, and enhancing classroom understanding. The second component explores effective communication, emphasizing coordination, planning, and the application of the Belbin theory in understanding communication roles. The third component delves into action research, its role in problem-solving, and its impact on improving pedagogical practices. The final component examines the causes of stress in the workplace, including long working hours, changes in duties, tight deadlines, job insecurity, low salaries, and changes in the work environment. The report underscores the importance of leadership, effective communication, and understanding workplace dynamics for successful management.

Management
Practice 1
MANAGEMENT PRACTICE
Student’s Name
Professor’s Name
University
City
Date

Management Practice 2
Management Practice
Component 1
Presentations call for a widespread input to accomplish the ultimate need for a
presentation and meeting the needs of a target client. As such, it needs composure, organization,
and confidence in outlining information in a fashionable manner. Working as a group proved
profitable for me due to the extensive knowledge I received. Group projects that are
appropriately organized can cement skills that can be of help to both individual and group work,
including the ability to: Breaking down complex tasks into more straightforward and workable
parts and steps, time management and planning and most critically via explanation and
discussion edifying classroom understanding (Cohen and Lotan 2014).
Working as a group assisted me to discover the essence of group effort where the
knowledge unknown to me was delivered and the gap covered by the rest of the team. At the
same time, it gave me the chance to specialize in an aspect that is familiar to me and added more
knowledge emanating from the group discussions held. At some time, I felt uncomfortable to
prepare for the presentation as I was a little bit nervous.
However, I gained the courage from observing the rest of the team present during our
personal rehearsal moments thus gained confidence and new styles of presentations. Besides,
working in a group taught me a lot of things such as accompanying body movements and speech
in fostering understanding to the audience (Potoski and Callery 2018). The group assisted me
discover the leadership in me as exhibited in guiding and remaining in charge of the presentation.
Further, the experience obtained therein remains beneficial to my future career and
communication capability. There are numerous benefits of classroom presentation: Group
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Management Practice 3
projects can help learners to build in them an assemblage of skills that are increasingly critical in
the workplaces and even the nonexecutive encounters (Caruso & Woolley, 2008; Mannix &
Neale, 2005). At the same time, working in a group taught me the fact that not all aspects
planned occur within scope and thus learned to appreciate the aspect of working on challenges
for a better and enhanced future performance.
Presently, I can confidently become a leader having understood the management of a
group and aspects ranging from conflict resolution, communicating issues and proper guidelines
during presentation of information. Success in group presentation comes from proper leadership
from a group leader in the ability to organize individuals and inspect their personal contribution
to reflect the overall goal of a question at hand.
Component 2
Effective Communication
In the course, I enjoyed the effective communication topic which I think left a lot to be
desired during my study and future career. I learned substantive information on coordination,
planning, organizing, and controlling functions in the field of communication. At no time can
one conduct all the activities perfectly as an individual and thus needs group efforts where each
is experienced in their field thus delivering final success based on an organization’s objective
(Gundersen and Berg 2016).
In this, I discovered that different individuals specialized in varied fields contribute
immensely to the overall performance of an organization. In such a case, there is no a ‘one fit all’
personality thus justifying the application of the Belbin theory in the aspect of communication
roles. Belbin theory on team role model has a direct relation to the elements in communication
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Management Practice 4
while working as a group (Simpson and Richards 2015). According to the theory, there exist no
wrong or right answers and no particular team role is greater than the other as long as one
understands their strengths and allowable weakness on a given role. After such an understanding,
one can best utilize the strengths to deliver success to a group effort.
As such, it fits the definition of the tendency to behave, interrelate and contribute with
others in a specified manner. The aspect contributes effectively in the field of communication.
During group presentations, assigning of roles are given based on individual’s ability to deliver
where one role is no better than the other. As such, every little effort by the members determines
the overall group performance in the long-run.
At the same time, I enjoyed the importance of communication topic where several
discoveries were made. Communication allows us several aspects such as interaction, persuasion,
control, influence, and management. Without proper communication, reaching an agreement
becomes a nightmare thus the need to exercise the same effectively in organizations (Mackenzie,
Golembiewski and Rahim 2018).
I feel that the present knowledge acquired from the Beiben theory and the importance of
communication would assist me become a better communicator and implementer in team work. I
understand that my future career shall involve working with different people and thus have to
learn to appreciate, discover, and allow them to exude their competency in attaining overall
organization goals. The newly found knowledge would undoubtedly be essential in my future
operation and communication needs not only at workplace but also in my daily social life.
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Component 3
Action research
Action research refers to self-examination which is done by people in a field to
investigate their problem and seek the solution to the issue as well. Extensively, it involves
carrying out an evaluation, analysis, and investigation of research methods specifically to
diagnose weaknesses and develop practical solutions towards efficiency (Calvert and Sheen
2015). Here, it leads directly to actions that change learning the environment. Once a teacher
begins reflecting on the classroom situation, good trainers will not hesitate in making official as
per the action research he or she conducted.
Playing an important role in improvement of specific pedagogical practices is the fourth
advantage of the use of action research (Kubiszyn and Borich 2015). As aforementioned, there
have been are numerous changes to the way subjects are taught in schools as a result of action
research (Coghlan and Brannick 2014). The classic stereotype of physical education as an
example is a course where students do militaristic things like push-ups, rope climbing, sit-ups,
laps, and played in sports like soccer, badminton, and hockey.
The concept remains essential in the learning process and decision making capabilities. In
the seminar, we gathered to handle the issue of communication breakdown experienced among
group members which led to lack of information and feedback on some issues vital to our end
goals. As such, we focused on the weakness while outlining the underlying aspects that may be
undermining the process of communication. In it, we discovered that the due process of
communication was not being followed to the latter (Dick and Greenwood 2015). As a result,
some information was not failed to be relayed to all quotas thus leading to failure in objectives.
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Management Practice 6
As such, we sought to discuss and further empower our group members in the
communication process. We taught and reminded each other on the encoding process where
translation of ideas to recognizable levels is done followed by the channel of communication
such as face to face, telephone, electronic media, and publication were explored. Besides, aspects
on information decoding and reduction of distracting factors were explored finalized by the
feedback process in completing the communication process.
The valuable information becomes essential in making decision on the essential
communication channel to use that reaches the target audience. The simulation exercise
conducted worked perfectly as the persons experiencing communications issues saw and went
through the illustrations that further improved their ability to communicate as per the
observations made (DeBenedectis, Gauguet, Makris, Brown and Rosen 2017).
The results of the case were essential to my future career. I feel confident to replicate the
presentations and lessons learned in boosting communication among individuals. In future, I
won’t hesitate to explore the use of simulation exercises in explaining the communication
process for enhanced understanding. Understanding the process of communication and utilizing
the aspects therein yields positive results in communication and thus remains effective in
attaining a group or organizational objectives.
Action research is an effective method, but it takes a lot of time to conduct to get the best
outcome. Action research is a never-ending process of reflection and action aiming to produce
most effective learning environment possible (Burns 2014). Finally, it is also important note that
not all problems can be solved at once but keep in mind that action research is a paramount
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process for the learning process to advance to meet the students' requirements of today and
tomorrow communication needs.
Component 4
Causes of Stress in Workplace
Workplace environment in the same respect as other fields of operation come with
several issues that might result in stressful activities. Stress emanates from several disturbing
factors that may affect the normal functioning mind of employees. One of the stress factors
relates to long hours of work within a given environment. Employees working over a long stretch
of time tend to experience the effect of monotony of tasks hence develop tired minds. The human
mind can work at optimum levels for the required 8 hours with a small extension (Eddy,
Wertheim, Kingsley and Wright 2017). As such, it becomes cumbersome for individuals to carry
out tasks hence leading to workplace stress.
Secondly, workplace stress arises from changes to duties where new or rotational jobs are
instituted at a given time. Workers tend to get used and experienced in their field of work and
become comfortable in them. However, when such duties are switched from time to time, they
tend to be new and tiresome yet still challenging since employees are used to a given format.
Implementing such changes leads to stress among workers whom for some reason would
demonstrate resistance and reduced performance due to stress experienced.
Moreover, tight deadlines in performance of tasks lead to stress among individuals.
People are programmed to work freely and at a pace that is reasonable and manageable by them.
However, the introduction of tight deadlines in a bid to meet a specific objective leads to
pressure on the mind and time of an individual (Maguire, P. and Pitceathly, C., 2002).
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Management Practice 8
Consequently, it puts strain on individuals who utilize all means to meet the deadlines to avoid
negative repercussions. As such, it leads to stress on the side of workers in the workplace.
Job insecurity is a causative factor for stress in the workplace. Individuals working in
environments where the guarantee of their job security lacks tend to be always disturbed and
unsettled during task performance. At all times, individuals keep focusing on searching another
job while trying to please their bosses to retain their present job positions. In the long-run, it
becomes difficult to manage the pressure of uncertainty and that of performance at the workplace
which leads to stress at the workplace.
Low salaries lead to workplace stress among individuals. People working in underpaid
institutions tend to fight between their performance and maintaining their family and work needs.
The push and pull between the issues results to challenges in meeting the demands of their cost
of living as well as the pressure subdued at the workplace (Kang and Sung 2017). Good pay acts
as a motivator to increased performance among workers.
Thus, balancing between non-motivating pay and the need for superior performance
yields to stress factors as the nature of lack of satisfaction continues to eat up the workers. Poor
remuneration leads to stress among individuals as they grapple with the thoughts of searching for
greener pastures while trying to balance with that of maintaining their current positions despite
the low pay scenario. The process leads to stress among workers which affects their performance
and overall concentration during task performance.
Changes in Work Environment
Employees are programmed to adapt to a culture present in an organization. Any
disruption in the normal functioning and running of an organization presents a stress factor to
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Management Practice 9
individuals. For instance, changing the task for individuals or the introduction of a new manager
with different policies and demands leads to a strained and challenged worker thus yielding into
stress. Such incidences strain employees used to a particular culture which takes time to change
or implement. Therefore, changes in the workplace cause stress among employees.
Family Demands
Employees operate in both the working and dwelling environments. A stress factor in one
of the areas affects the wholesome operation in the other and vice versa. As such, problems at
home lead to stress at the workplace demonstrated through reduced performance and low
concentration levels (Jacobs, Yu, and Chavez 2016). The problems experienced in the family
turn out as a stress factor to the present situation which complicates the environment of work.
Family demands and pressure may lead to stress among individuals in the workplace.
Impact of Stress in the Workplace
The present day workplaces have stress factors which end up wearing out the employees
thus impacting on their health and well-being. The pressure ranging from long work hours, tight
deadlines, and changes in the work environment lead to untold suffering on the side of workers.
The challenges experienced affect their lives in different ways depending on the stress factor.
Health Impacts lead among the consequences of stress in the workplace. According to research,
more deaths annually recorded are related to stress exposed to individuals in the workplace. Such
stressing factors lead to diseases such as diabetes, high blood pressure, and psychological
problems. The health implications affect the functioning of individuals which might in their
worst cases lead to death.
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Management Practice 10
Absenteeism is another consequence of stress in the workplace. Employees with high
level of stress tend to take leave or intentionally skip work days to deal with their different
pressure points (Chao, Jou, Liao and Kuo 2015). As such, it leads to a high absenteeism rate
among workers where some go to hospitals to nurse their situations resulting from the challenges
experienced.
At another level, the stress factor leads to reduced performance at personal level ad at an
organizational level. Whenever workers experience stress, it affects their moods and ability to
remain operation at an optimum level. Consequently, the organization experiences reduced levels
of production which cumulatively lead to low yields.
Financial costs are closely associated with stress factor challenges at workplace to both
the organization and the individuals faced by the situation. Workers affected by high levels of
stress face psychological issues and hence have to seek specialized medical care. As such, they
end up spending lots of money in the hospitals and the recovery process. On the other hand, the
organization ends up spending huge finances on replacement of employees and accommodating
for the days persons remain absent from the organization. All these impact negatively on the side
of workers and the organization.
Medical illnesses result from high stress levels in organizations thus acting as a
challenge. Psychological reactions to stress lead to poor physical health situations. Issues such as
stroke, heart diseases, ulcers, and physical ailments affect individuals thus becoming a negative
effect on the organization as workers constantly miss out on job to attend to their health concerns
(Zafar, Khan, Siddiqui, Jamali and Razzak 2016).
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Behavioral problems are outcomes associated with acting in stressful environments. Such
behaviors lead to reduced levels of activity, absenteeism, poor decision making ability, and
neglect of duties (Luthans and Doh 2018). Such habits affect the operation among firms which if
unchecked leads to a drop in the financial and reputational growth of a company.
Managing Stress Levels
Stress calls for proper management both at a personal level and at an organizational level.
Organizations ought to take the first initiative in reducing a stressful work environment. In so
doing, it is expected to employ the services of a consultant to assess the stress levels and develop
mechanisms towards its reduction (Tetrick and Winslow 2015). Issues such as creating
awareness and having mitigation plans in times when stress levels are expected to rise lead to a
reduction of stress levels.
At the same time, organizations need to design jobs in a manner that stimulates
employees towards productivity. Job positions ought to develop opportunities where the workers
feel a proper utilization of their skills and well-calculated work schedules that resonate with
required labor demands. The organizations need to monitor employees performance and
workloads and advise in situations where a reduction is noticed for proper improvement to be
conducted.
Moreover, it is wise to create clear and open channels of communication where
employees can air out their grievances and deal with stress factors openly. According to Boissy,
Windover, Bokar, Karafa, Neuendorf, Frankel, Merlino, and Rothberg, 2016, a firm can teach its
employees about stress awareness and ways of dealing with the same through reporting and
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seeking help. Uncertainty reduction and promotion of career development can very well reduce
stress levels leading to a remedy of the situation.
Positive workplace culture is essential towards the reduction of stress. Individuals and the
organization need to provide opportunities for socialization to relieve stress and interact with
peers for development (Lloyd, Bond and Flaxman 2017). In such setups, levels of change and
dissatisfaction can be noted and addressed accordingly. Participation of workers in decision
making can also reduce levels of stress since the impractical parts can be detected during
discussion stages thus addressing them in advance.
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