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Posted on October 1st, 2012, by

Today, human resources play an extremely important role. At the same time, professionals cannot achieve a considerable success if they fail to meet demands modern business environment and organizations pose on employees. In this respect, the failure of Diana to be promoted proves the fact that modern professionals should be not only well-qualified but they also need to have positive personal characteristics, skills and abilities which allow them to work effectively and productively, and, what is more, to improve their professional performance and develop positive interpersonal relations within the organization in which they work. If an individual is unable to meet the existing demands and adapt to changing workplace and business environment, he or she is doomed to failure.

On analyzing the case of Diana’s failure to be promoted, it is important to lay emphasis on the fact that her failure is, to a significant extent, determined by her personal characteristics and inclinations. In other words, it is rather her personal problem than the problem of the company that she has failed to get the promotion. In fact, the main, if not to say, only advantage of Diana is her professional skills and abilities. She is a well-qualified professional and she is able to perform her duties perfectly well, but she is hardly able to develop positive interpersonal relations with other people, especially her subordinates. To put it more precisely, she has poorly developed interpersonal competence. Obviously, this is a serious problem, especially if the company is concerned with the development of a positive organizational culture and formation of a team of professionals who work together for the overall success of the company. In such a context, interpersonal relations of employees are crucial. Therefore, if Diana is unable to develop positive interpersonal relations other employees, she can hardly be an effective manager to the company.

At the same time, the root of this problem lies probably in her highly formal management style which implies the existence of a considerable distance between Diana and employees. In such a way, employees cannot feel her support or appreciation of their work. In fact, Diana turns out to be separated from her subordinates by the invisible wall she has raised by her management style. As a result, the promotion of Diana could increase the risk of communication gaps between Diana and her subordinates because she could hardly change her management style at once.

In addition, Diana gets used to work in single units, while the company needs manager who is able to work in a larger organizational context. Therefore, is too focused on the unit she manages, while the company needs the manager who is concerned not only with the effective and productive work of his or her unit but with the overall success of the entire organization. Otherwise, the company can hardly succeed in the contemporary business environment.

Finally, Diana is unable to adapt to changes in her workplace and business environment, in which the company operates. The lack of flexibility is probably the most serious problem of Diana because she cannot change her management style nor she can adapt new strategies in her work with employees. In this respect, it should be said that the flexibility contributes to the professional growth of the manager, while the lack of flexibility decreases the manager’s prospects.

As for the development of Diana’s competences, it should be said that Diana should primarily focus on her communication skills. It proves beyond a doubt that communication plays crucial role in the establishment of positive interpersonal relations. In fact, the problem of Diana is probably provoked by her poor communication skills. Otherwise, she would be able to develop more effective interpersonal relations with employees. At the same time, she needs to recognize her weaknesses that means that she has to develop skills of critical thinking. In such a way, she will be able to critically evaluate her skills, her weaknesses and problems she has. In other words, she would perceive her management style more adequately and, therefore, she would be able to change her management style and improve her interpersonal relations with her subordinates. Consequently, if she is able to evaluate her work critically she is likely to become more flexible and she will be able to adapt to the changing environment in which she works.

In addition, the development of positive interpersonal relations may need additional training. In this regard, the company should assist Diana to change her management style and extend her management strategies. For this purpose, the organization needs to organize training courses where such managers as Diana can acquire new experience and develop new skills and abilities. Alternatively, it is possible to use the knowledge share strategy to help Diana. For instance, she may work for some time with a senior manager who applies effectively progressive management methods and whose vision meets the vision of the company.

Thus, Diana needs changes to be promoted. Otherwise, she has a few prospects to grow professionally.

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