Dual reporting lines and gender

Question 1

following four key ele¬ments of Successful matrix

Answer 1

Develop a New Mindset: changing your attitude
Redirect Conflict; stepping back and disarming the conflict, Be ready to compromise in conflict situations and be open to making trade-offs
Zoom Out; It’s Bigger Than You: There is always an overar¬ching goal– bigger than you, sometimes bigger than your team,
Prioritize:prioritize issues based on urgency and importance

Question 2

How to avoid goal mis-alignments

Answer 2

Filter Priorities
Make Goals Visible
Lock For Early Warning Signs
Use Goals to Drive Your Meetings
Be on the Hunt-Watch out for priorities that conflict

Question 3

how to resolve conflict

Answer 3

STEP 1: Analyze the Issue 
Reiterate
Recognize
Renegotiate
Refine

Step 2: Have a conversation with the other matrix supervisor
Step 3: Document agreements and inform staff member
Step 4: Escalate the Conflict ( last resort)

Question 4

remedial measures to underperformance;

Answer 4

According to the ST/AI/2010/5, the supervisors can apply the following remedial
measures to underperformance;
• counselling,
• transfer to more suitable functions,
• additional training and/or
• the institution of a time-bound performance improvement plan, which should
include clear targets for improvement, provision for coaching and supervision by
the supervisor(s) in conjunction with performance discussions, which should be
held on a regular basis

Question 5

Steps for providing a formal opportunity to improve are:

Answer 5

-Determination of performance shortcoming
-“Performance improvement plan” developed and agreed
-Opportunity to improve
Determination of performance improvement

Question 6

unsatisfactory

Answer 6

withholding the within-grade increment, non-renewal of the staff member’s appointment or termination of the appointment for unsatisfactory performance

Question 7

importance of flexible working

Answer 7

The Secretary-General, recognizing the importance of flexible working arrangements in balancing the demands on staff while at work with life outside the office and the challenge of finding new and better ways to manage people, time, space and workloads effectively

inclusive and achieve gender parity