•Examine the most common differences affecting employees with organizations and give two (2) specific examples of techniques that managers can use to effectively capitalize on the individual differences of their staff to accomplish the shared mission of the organization. Please complete the True Colors Personality Quiz by clicking on the link below. This will help you understand how your color interacts with those with the same and different colors in your personal and professional relationships! Then, you will be able to avoid potential conflicts and better manage challenging situations to look like the leader that you truly are in your organization Innocent http://365tests.com/personality-tests/free-color-personality-test/ Include your findings in your discussions. Team, I look forward to everyone sharing the results of their True Colors Personality Quiz assessments! The beauty of understanding yourself better will allow you to better interact with your co-workers, friends and familial relationships. I scored the highest characteristics in the BLUE BLUE category, and I am in total agreement! Wow! It really works! Smile Based on your colors, try to assess the colors of your co-workers, friends and family members for fun (feel free to have those who agree to complete the quiz themselves!!). Based on what you learn, you will gain more insight into how best to interact with them to establish better working relationships. You will become a master at conflict management/avoidance, also! Your work and home environments should become more pleasant, enjoyable and productive for all involved. Teaming exercises should also be more productive. Yes, brainstorming exercises with your co-workers can actually be fun, after all! All employees will be courteous and respectful of each other…all because of your findings and your ability to manage them differently based on their personality colors!! The key is peeling back the layers of each person to gain a better understanding of what makes them tick, for lack of a better word. Approaching them from this perspective demonstrates that you took the time to learn and care about them. They will feel more connected to you and supportive of your efforts. They will work harder for you as long as you celebrate their successes as a team, also. An example that I will share with you involved a weekly ice breaker event I would hold where each team member would bring in a different cultural dish. I purposely hired a team of diverse employees and encouraged cultural acceptance. Although it was only food, everyone shared and discussed the history of their meals based on their cultural backgrounds. This dove-tailed into discussions about their families and allowed them to peel back the layers of their lives in a non-threatening way to get to know each other. They were able to discuss more sensitive issues with respect and understanding, and I found that they operated as a true team, cheering each other! Needless to say, we achieved our results by a huge margin, and yes, we had to celebrate with a team dinner Smile Try to complete this discussion question with this type of information in mind. Be sure to take a look at the information that I placed in the “This Week in Business News” forum, as well. To apply this exercise to your real-world situations, be sure to include your organization’s goals. That will help you determine the best course of action when creating your cohesive teams within your organizations in real life. I always like to have fun in my work day. In fact, my motto is, “we can have fun, but we must get the work done!” I have discovered the employees that are having fun are more creative, helpful, forgiving, supportive and productive. They will stay late with you because they see you rolling up your sleeves working alongside them, no matter how menial the task. That’s a true leader!! Cool https://youtu.be/op9-WiDvlBs
https://primewriters.org/wp-content/uploads/2020/08/LOGO2.png 0 0 Joseph https://primewriters.org/wp-content/uploads/2020/08/LOGO2.png Joseph2021-05-01 13:06:212021-05-01 13:06:21Influence behavior
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