The Concept of Human Relation Skills Essay Example | Topics and Well Written Essays - 500 words

The Concept of Human Relation Skills - Essay Example The school's management mentioned in the case studies were keen enough to ensure that the supervisors assigned to each school were able to illustrate effective human relation skills aspects (Wiles & Bondi, 2004). Concerning the case studies within our textbook, supervisors play an important role in the organization. This is because they are responsible for making sure that the duties, which are assigned to them by the higher-level managers, are carried out effectively with no delay. The responsibilities of the supervisors include giving the managers accurate and timely information that is required for planning as well as informing them of the performance of each department. The role of the supervisors is also to act as a form of bridge for passing information between the management and the employees (Wiles & Bondi, 2004). Therefore, the responsibilities of a supervisor in an organization need to be emphasized for better operational results. Being a supervisor is not an easy task because of the changes that are incorporated into the role. Based on the case studies, a supervisor is meant to carry out responsibilities that ensure the operations that are conducted in the organization are in line with the organizational goals. New supervisors are expected to apply more human relations as well as conceptual skills. They are also expected to look at the activities within the departments and devote a significant amount of time in planning. Another change that is quite evident is that once an individual becomes a supervisor the relationship that existed with the other employees’ changes based on the fact that he/she will be addressed as a member of the management.  

Organizational Influences on Ethics Essay Example | Topics and Well Written Essays - 750 words

Organizational Influences on Ethics - Essay Example The most outstanding and palpable form of counterculture (as a form of subculture) that I encountered is dressing. The subculture that was most difficult to deal with was collective ambivalence towards organizational mode and policies of operation. This is because, this form of leading subculture is mostly exhibited within the organization’s high echelons (managerial positions), yet these positions are to enjoy the value of self-management and independence. Because of this relative extension of the value of self-management and independence to organizational executives, it becomes impossible to forge a definitive and defined approach to decision making and organizational approaches. As a matter of fact, a resolute attempt to draw out a clear, monolithic and definitive organizational policy may set precedence to organizational dictatorship. Just as Owen (1990) posits, it is obvious that when dealing with these three groups or subcultures, leadership styles will inevitably vary. When dealing with the executive rank of the organization to eradicate collective ambivalence, democratic leadership style will greatly helps, since dialogue will be paramount. Likewise, to deal with the issue of inappropriate relaxative by the junior management, prescriptive and delegative type of leadership became needful. As for the problem of dressing among the junior-most staff, prescriptive type of leadership became useful, since, it is important that every organization chooses its dressing code and that these rules are adhered to. One of the examples of managerial malpractice is negligent supervision. Taking the nursing or healthcare providing institution, negligent supervision may occur when the manager or an officer in the management personnel fails in supervising the activities of both independent contractors and employees at the institution, and thereby causing the medical institution, a department or its facilities to fail in its objectives (Morrison,