Relationship Management Flashcards
Process of developing mutually beneficial contacts through the exchange of info
Networking
Effective networking requires:
- finding people who have something you would like to share
- having something others would like to share
- allocating time to make and maintain connections, even when there is no current need for support
Variety of forces who all share in the value of the org and its activities
Stakeholders
HR’s stakeholders
- external (customers)
- internal (employees)
- suppliers (vendors)
- communities, political groups, religious institutions, and governments
Being sensitive to and understanding of one’s own and other’s emotions and the ability to manage one’s own emotions
Emotional Intelligence (EI)
Qualities that build trust
- common values
- benevolence
- predictability and integrity
- aligned interest
- capability/competence
- communication
Conflict occurs inside a team, related to task or personality
Intragroup Conflict
Conflict between team and an outside group, often about competition for limited resources or conflicting goals
Intergroup Conflict
Conflict resolution tactic that restores good relations by emphasizing agreement and downplaying disagreement, useful when time is limited and movement forward is needed
Accomodate
Conflict resolution tactic where the leader imposes a solution, useful in a crisis or when authority is challenged
Assert/compete
Leader withdraws from situation or accepts it, useful when the conflict will resolve soon on its own, or is not worth the time investment
Avoid
Tactic that accepts the fact they disagree, and work together to find a 3rd way, useful when stakes are high, relationships are important, and time allows
Collaborate
Asks those in conflict to bargain until mutually acceptable solution is defined, useful for complex issues, where both sides are determined to win
Compromise
5 Collaborative approach steps:
- Both sides express their own perspectives of the disagreement
- Both paraphrase each other’s positions to confirm understanding
- Brainstorm solutions, focusing on those both sides believe are workable
- All parties agree on next steps
- Facilitator ends meeting emphasizing advantages of the new solution
How HR should approach conflict proactively
Through clarity and communication