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I chose to interview Regina Geis, who holds the administrative role as acting supervisor for the County Mental Health adult day program, which provides services for individuals with intellectual disabilities. Ms. Geis has held this position for 15 months. This is her first managerial position within a human service agency. Her style of management has changed over this short period of time. She feels that she is now more direct with her direction with staff. She stated, “Maybe now I come across as a little bit cold. But I have learned that I now have to use the least amount of words to get my point across.” Ms. Geis feels that to be an effective leader one must demonstrate with a high level of confidence, “even if I’m unsure of myself, I have to be ready to stand by my decision and carry it out.” Although, she also stated a competent supervisor must also be able to accept when they are wrong. Ms. Geis provides supervision for 15 direct care workers in the programs and finds “That’s a lot of different viewpoints and perspectives to sort through.” Therefore, she finds difficult people are not easy to work with. From an administrate role, she states, “You can not let it consumes you and affect you negatively.” Ms. Geis feels that to be an effective manager when working with complex individuals one must learn how to use their strengths and adapt the work environment. “You find what they are really good at and place them in the best role that uses their strong points.” In the beginning, Ms. Geis would quietly sit quietly during entire managerial team meetings, but now she is more confident in her abilities, position, and will speak up. “Now I give my opinion or raise questions to ask. Sometimes, I may raise a concern that gives ... ... middle of paper ... ... me to strengthen these weaknesses, I will seek training online, at the local community college, and at workshops. Works Cited Edmondson, J. (2009). Let's be clear: How to manage communication styles. American Society for Training & Development, Inc., 63(9), 30-31. Retrieved from http"//go.galegroup.com/ps/i.do?id=GALE|A212767598&v=2.1&=novaseu_main&it=r&p=ITOF&sw=w&asid=0abb8dfff77dba5f747cb1b4c13a9d9f Grant, A., & Taylor, A. (2014). Communication essentials for female executives to develop leadership presence: getting beyond the barriers of understating accomplishment. Business Horizons, 7, 73-83. doi: 10.1016/j.busher.2013.09.003 Groves, K., & Vance, C. (2009). Examining managerial thinking style, eq, and organizational commitment. Journal of Managerial Issues, XXI(7), 344-366. Geis, R. (2015, march 30). Interview by Student Name [Personal Interview].
Lashinger et al highlights the need for communication within leadership as effective communication is essential to influence change and motivate others. Emphasising the need for communicating effectively towards all staff members, whilst undergoing change to ensure all staff feel supported and understand the process, allowing implementation to be more successful.
Hybels, Saundra, and Richard L. Weaver. Communicating effectively. 4. ed. New York [u.a.: McGraw-Hill, 1995. Print.
When studying Business or other majors in most universities in the United States, every student must endure a recurring theme eventually. In some way, shape, or form every student is exposed to at least one Communication class as a general requirement. Most students ignore the value in these lessons due to the ignorant belief that the information is too obvious or unrelated to their career. The business world is one of these careers that exemplifies the importance of communication studies. The movie Office Space humorously illustrates workplace communication etiquette, as well as, overviews of interpersonal communication through a hierarchical structure. When looking at this film from a communication standpoint, almost every scene demonstrates the structures and styles that Wood describes in our textbook. In the film, the main
Leadership is an important attribute in individuals such as managers, academic experts, and researchers. The topic of leadership continues to gain popularity and importance in almost all sectors. The way leaders in managerial positions communicate determines their effectiveness and success in achieving high levels of performance and success in their organizations. There are numerous books that provide an insight into effective leadership and communication. One of such books is by Atwater and Waldman (2012). This paper provides a summary, contextual analysis and critique of the book.
This Communications Style Inventory provided an accurate reflection of my communication style for the majority of the time. I would argue my communication style is dependent on the situation. When I communicate with students, I tend to take on the role of supporter/relator. I listen to their problems and tailor my reactions to their emotions. When I am with friends, I am a promoter/socializer. I still value building those relationships, but they often do not require the emotional support the students need. Although controller and Analyzer are my lease score traits, I do use those qualities when I need to be direct or need to work by myself.
McPherson, W. (1997, March). "Dressing Down" in the Business Communication Curriculum. Business Communication Quarterly, 60(1), 134-146.
I have taken an interview of the Human Resources Manager Mr. John Smith of a respected University. I asked him to come for a coffee at Starbucks coffee shop. He did not refuse me and came at time. First, I shared my course content and whatever I knew about course and career. I started with explaining many things regarding human resource management, as he is the most competent Human Resources Manager in my eyes. I started by describing about what our College is teaching about Human Resource Management.
Polycom was founded in December of 1990 and went public in 1996. Its global workforce is comprised of approximately 3200 employees. Revenues for 2010 were posted at $1.2 billion. Polycom prides itself in being
During my interview with Regina Martinez, BS RN and currently an Assistant Director of a home health agency, I discovered her leadership style matched the above quote. Martinez had extensive experience in management prior to joining the medical field. As a single working mother, she worked her way up from waitress to manger of a popular seafood restaurant. However, her dream had always been to become a nurse and she began her medical career as a certified nurse’s aide (CNA), while working through college. She graduated from nursing school with a Bachelor’s degree in Science and has been a Registered Nurse (RN) for more than two decades. She quickly earned the respect of doctors and fellow nurses, becoming a Charge Nurse on the floors she worked. She has worked as Medical Surgery nurse, emergency room, and as Director of Nursing for home health and long-term care facilities where she was responsible for over 150 employees.
This theory has been subject to many articles and studies in the communication and social departments. Indeed, studying this theory can help us understanding human relations in interpersonal communication. Each of us has been one day confronted to uncertainty, whereas in initial encounters, or moving to a new a new place, or beginning a new work.
This morning I interviewed a lovely young lady from the Key Peninsula Family Resource Center. Gina is the Center’s Coordinator and a social worker. Gina earned a Bachelor’s of Science in Social Work from the University of Washington and has been employed at the center for six months. She will be continuing her education at the University of Washington for her Masters in Social Work. She informed me that a Bachelor’s in Social Work or a similar degree in Human Services is very important to attain work in the field. Additionally good time management skills, a good sense of professionalism and how to work with people from different social and economic backgrounds. However, the most important quality is a good attitude.
This selection is of special interest to me because, as a student looking for a job, I am untrained in the aspects of Executive Presence. Everyone who has read one of Sylvia Ann Hewlett's books know that she is among the most renowned business thinkers and authors across a wide range of subjects. In her selection, she explains three pillars of executive presence: gravitas, communication, and appearance, but the focus of this selection is on gravitas, or presence.
Today, women are entering the leadership sphere, which is mainly occupied by men. Many women leaders believe that people perform best when they feel good about themselves and their work. An effective leader creates results, reaches goals and deadlines, and quickly recognizes vision and objectives with high level of quality and productivity. To accomplish these, a leader should have special qualities like able to motivate others, specific and technical skill set, clear sense of purpose, mission, clear goals, focus and commitment. Over the years, women have proven themselves to be successful leaders as men. For instance, Oprah Winfrey, one of the most successful and famous African-American women in history to have made a huge impact and difference
According to him, there are two skills necessary for supervision, one is leadership skills and other is managerial skills. While giving perfect examples, he has explained how one needs to go past their comfort zone to learn more to be successful alongside positive hierarchical development (Sargent, 2003).
Women leaders have the crucial soft skills of empathy, innovation, facilitation, and active listening (Masaoka, 2006). They also have first-hand life experiences that bring technical skills and experiences from the street level to the workplace (Masoka, 2006). Women often build stronger relationships with clients and outside contacts than their male counterparts. This relationship building skill, provides a key aspect which helps to move businesses forward (Giber et al., 2009). Fortune 500 companies with a high percentage of women significantly outperformed those with fewer women. Companies with the highest representation of women showed higher returns on equity than those with fewer women employees (Giber et al., 2009). Thus, future organizations may have a higher percentage of female leaders than we have experienced in the past. Future leaders must ensure that there is equality among the workforce and that women are accurately represented among the