問題一覧
1
refers to the disagreement or
friction between individuals or groups within an
organization, leading to tension, negative
emotions, and potential disruptions in the work
environment.
workplace conflict
2
this type of conflict occurs when individuals or group have different ideas or approaches regarding work related task goals or methods
task conflict
3
involves interpersonal issues and tension between individuals often stemming from personal differences , comm breakdown or unresolved conflict
relationship conflict
4
is a skills that consist of dealing with confrontation diplomatically and cinstructively
the conflict management
5
when team members are at loss to whom to turn to for direction or clarificationof their mission it can be frustrating and confusinh
no directional leadership
6
people may hold idfferent expectations in how other staff should work they usually wants other to work similarly to their own working style
different working styles
7
this leads to a poor sense of direction as team members are confused as to where they should target their energy and where they should target their enrgy outcome possible
focusing on wrong result
8
undefined jobs roles can cause numerous
problems, such as incorrect delegation and stepping on colleagues' toes.
unclear job roles
9
The hiring process audits each candidate for fundamental skills, but it often leaves out some arguably more important skills that are priceless for a team to work well together, such as people skills, emotional intelligence, the ability to patiently work with others and self-awareness.
poor hiring process
10
People come from different backgrounds and a lack of understanding or acceptance in employees can form barriers between people.
different personalities
11
Building community goes beyond setting up a team meeting place, it is more of a complex array of several workplace variables including the intangible skills of each individual, the precedents set by previous projects and the fair and understanding
no community building
12
Communication must be clear, succinct, accurate and timely to reduce the amount and severity of conflicts.
Poor Communication and Misunderstanding
13
Employees may be uncomfortable requesting resources which may leave them feeling frustrated at management and those who do not require as much support may be irritated by these employees.
resource availability
14
When new staff are not trained adequately they may suffer from a lack of focus, disinterest in moving company projects forward, discrepancies in job delegation and gaps in employee communication
Inadequate Training of Staff
15
Employees access emotional support and they will believe that the company does care about them.
level of support
16
Having a poor work environment can alter behavior and people are more likely to target their emotions towards a person.
poor work environment
17
Treating others poorly due to their beliefs, disabilities etc. is illegal. It can lead to conflicts that are expensive and difficult to resolve and these disputes can also give your company a poor reputation.
bullying / discrimination and harassment
18
are when you try to stop conflicts from occurring in the first place as interventions can be time-consuming and use many resources.
preventative measures
19
may be needed as conflicts can still occur despite preventative measures. If a conflict does occur there are different ways of resolving it
conflict resolution
20
Consists of a trained mediator talking with those involved to address the problem. Mediators encourage people to calmly speak and listen to one another. They guide the parties to reach a resolution that is: acceptable to everyone, repairs relationships and gets work back on track.
mediation
21
This is like mediation, but the conciliator will provide their own opinion on the matter. So the conciliator facilitates the communication and steers the parties towards an agreement but the ultimate decision to agree on the settlement still remains with the parties.
concilation
22
is the most formal option where evidence for both parties is submitted to an arbitrator. The arbitrator considers the evidence, makes the final decision and imposes a legally binding settlement.
arbitration
ICT HISTORY
ICT HISTORY
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BBME MOTIVATION
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p.e
Desa Mae Santiago · 41問 · 2ヶ月前p.e
p.e
41問 • 2ヶ月前問題一覧
1
refers to the disagreement or
friction between individuals or groups within an
organization, leading to tension, negative
emotions, and potential disruptions in the work
environment.
workplace conflict
2
this type of conflict occurs when individuals or group have different ideas or approaches regarding work related task goals or methods
task conflict
3
involves interpersonal issues and tension between individuals often stemming from personal differences , comm breakdown or unresolved conflict
relationship conflict
4
is a skills that consist of dealing with confrontation diplomatically and cinstructively
the conflict management
5
when team members are at loss to whom to turn to for direction or clarificationof their mission it can be frustrating and confusinh
no directional leadership
6
people may hold idfferent expectations in how other staff should work they usually wants other to work similarly to their own working style
different working styles
7
this leads to a poor sense of direction as team members are confused as to where they should target their energy and where they should target their enrgy outcome possible
focusing on wrong result
8
undefined jobs roles can cause numerous
problems, such as incorrect delegation and stepping on colleagues' toes.
unclear job roles
9
The hiring process audits each candidate for fundamental skills, but it often leaves out some arguably more important skills that are priceless for a team to work well together, such as people skills, emotional intelligence, the ability to patiently work with others and self-awareness.
poor hiring process
10
People come from different backgrounds and a lack of understanding or acceptance in employees can form barriers between people.
different personalities
11
Building community goes beyond setting up a team meeting place, it is more of a complex array of several workplace variables including the intangible skills of each individual, the precedents set by previous projects and the fair and understanding
no community building
12
Communication must be clear, succinct, accurate and timely to reduce the amount and severity of conflicts.
Poor Communication and Misunderstanding
13
Employees may be uncomfortable requesting resources which may leave them feeling frustrated at management and those who do not require as much support may be irritated by these employees.
resource availability
14
When new staff are not trained adequately they may suffer from a lack of focus, disinterest in moving company projects forward, discrepancies in job delegation and gaps in employee communication
Inadequate Training of Staff
15
Employees access emotional support and they will believe that the company does care about them.
level of support
16
Having a poor work environment can alter behavior and people are more likely to target their emotions towards a person.
poor work environment
17
Treating others poorly due to their beliefs, disabilities etc. is illegal. It can lead to conflicts that are expensive and difficult to resolve and these disputes can also give your company a poor reputation.
bullying / discrimination and harassment
18
are when you try to stop conflicts from occurring in the first place as interventions can be time-consuming and use many resources.
preventative measures
19
may be needed as conflicts can still occur despite preventative measures. If a conflict does occur there are different ways of resolving it
conflict resolution
20
Consists of a trained mediator talking with those involved to address the problem. Mediators encourage people to calmly speak and listen to one another. They guide the parties to reach a resolution that is: acceptable to everyone, repairs relationships and gets work back on track.
mediation
21
This is like mediation, but the conciliator will provide their own opinion on the matter. So the conciliator facilitates the communication and steers the parties towards an agreement but the ultimate decision to agree on the settlement still remains with the parties.
concilation
22
is the most formal option where evidence for both parties is submitted to an arbitrator. The arbitrator considers the evidence, makes the final decision and imposes a legally binding settlement.
arbitration