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One factor that I realised is that all these skills are connected to ‘Supportive Communication’. It clearly demonstrate that the most important skills within an organisation is having a very good communication skill. Without this skill it will be more difficult to approach and convey your message to your team members within the organisation. It shows that supportive communication is problem-oriented which concentrates on the problem and solutions sides rather than the characteristics of an individual.

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In my opinion, empowerment of employees works as its optimum when the employees have a fully understanding the difference between ’empowerment’ and ‘having the power to do whatever they want’. Ensuring that the management provide their employees guidance and understanding with decision makings could eventually decrease the number of mistakes that may lead to having the business reputation at risk. I believe that the benefits and disadvantages of empowerment lies in the hands of the business managements and employees; how they provide employees their level of freedom and how an employee will behave towards the responsibility/responsibilities given in which he/she could take advantage of.

Having some knowledge about conflict management can be very useful when working in a specific organisation or workplace. If an individual have the understanding of how to manage conflicts and issues that may occur in any circumstances, it can lead to a decrease of tensions, stress level within the workplace. It can also lead to employees being more productive in achieving a certain goal or task/s.

In my own perspective, I would say that these 5 five skills are very substantial to have a good knowledge and understanding of each individual skills. Once these skills are acquired and precisely learned it can be very powerful and effective when implementing within a specific organisation. It takes substantial amount of time to fully understand when, and how to apply these skills in different issues and situations within an organisation.

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