These resources may include the number of team members to ensure that the

These resources may include the number of team

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These resources may include the number of team members to ensure that the employees are not over occupied. I would also consider retraining the employees to ensure that they clearly understand their expected roles as much as they increase their commitment towards them (Lencioni, 2008) . I would also consider reassigning the tasks and making unique combinations of the operations depending on the established skills of the employees, another possible action for their failures would be to provide a framework of responsibility under warning, once I completely address the external factors that contribute to their failures. I believe in fairness and giving an individual a second chance by addressing the external factors that may contribute to failure. I strongly consider employees as having a right attitude towards a job especially when they understand their responsibilities. My management philosophy is that as long as you hire competent employees and ensure that they understand your goals they will perform unless the resources are not enough. Competent employees are highly motivated by good performance. Dealing with Conflicts at the workplace Dealing conflict among my staff As a manager, I will deal with conflict among my staff by strictly engaging them to handle the conflicts among themselves when it is caused by personal reasons. However, if the employees cannot get along with each other I would consider listening to them individually and then make an independent decision. Since conflicts are not always negative I may consider the conflict as the basis of good performance (Conerly, & Tripathi, 2004). I may set them free to integrate into their best way workable for them in order to ensure that their uniqueness is utilized
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HANDLING CHALLENGES FROM INTERNAL AND EXTERNAL FACTORS 5 for the wellbeing of the organization. Solving conflicts among the staff depends on their effect on the team goals as some conflicts arise to harness efficiency at the workplace. The circumstance under which a manager should get involved in Conflict Resolution A manager should get involved in conflict resolution when it disrupts the operations of the organization. This can be noted from commotions at the workplace. This occurs when the conflict involves employee attitude towards the organization activities. A manager would also get involved when the conflict involves a team leader and the subordinate such it raises unique reactions from the employees. When conflicts occur between supervisors and the subordinate it's crucial as it gives an indication of unfavorable culture. A manager needs to get involved when a conflict gets beyond the organization attracting external attention. Handling a difficult Person higher in Authority In any conflict, the guiding principles should be contained in the policy of the organization considering also the informal systems which may operate in the organization. This is one of the most difficult situations as it may have adverse effects both to the manager and other employees. This conflict can be best addressed through the human resource department by
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