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澳洲企业人际关系论文-How to Deal with Difficult People at Work?如何处理工作中

时间:2012-01-05 11:11来源:www.liuxulw.com 作者:澳洲企业人际关系 点击:
提供澳洲企业人际关系论文-How to Deal with Difficult People at Work?如何处理工作中难相处的人

How to Deal with Difficult People at Work如何处理难相处的人在工作吗

人际关系影响的有效性可以持续工作和健康的员工以及他们的心理状态。然而通常的问题产生积极的人际关系的形成,澳洲企业人际关系论文尤其是当有一些困难的人在一个组织,那些忽视利益和需要的员工。事实上,它是有可能找到这样困难的人实际上在任何组织。许多员工相信相互沟通和工作与这些人是不可能的,但是,在现实生活中,我们必须学习如何应付难相处的人。如果一个人知道如何表现和交流和难以相处的人他/她不会有任何严重的困难与这些人,虽然这并不意味着这个人将能够建立友好关系与难相处的人。然而,许多人就不知所措,不知道该如何处理难相处的人。在这方面,它可能是指麦凯的文章开心的“五人你工作中遇到的困难,如何与他们相处”,《Horsch的文章“如何工作困难的人在工作。”

事实上,这两个前述文章建议相当不同的方法去解决问题之间的关系难相处的人。麦凯研究不同类型的困难和发展各种类型的建议等,考虑特定的性格特征的各种类型。把它更确切地说是作者区分为一种喋喋不休的难相处的人。处理一个喋喋不休,麦凯推荐的同工及避免侮辱,而不是避免与人的沟通射击,那是不可能的,作者建议将此归咎于你和解释,你的同事有问题时浓度。当我聆听她些有趣的故事。另外,可能限制沟通与这个人有午餐每周一次的实例。

另一种类型的难相处的人是一个gossiper谁总是流言蜚语和讨论各种故事相关的其它人。作者推荐改变沟通风格和这个人,当他/她开始閒言閒语,它是必须的、用来解释这个人,你不感兴趣的人们生活在讨论在背后。同样建议提出了有关投诉者。把它更准确的说,他只是建议改变谈话的主题,以避免听力的投诉。此外,有可能delegators谁试图代表他们的工作和职责。在这种情况下,有必要来解释你自己要做的工作和责任要尽。最后,有信用的人总是gabbers借入资金。与此相关的人,这是必要的,以拒绝帮助他们当他们请求帮助不断。

Interpersonal relationships can influence consistently the effectiveness of work and well-being of employees as well as their psychological state. However, often the problem of the formation of positive interpersonal relationships arises, especially when there are some difficult people within an organization, who ignore interests and needs of other employees. In fact, it is possible to find such difficult people practically in any organization. Many employs believe the communication and mutual work with these people are impossible, but, in actuality, it is necessary to learn how to deal with difficult people. If a person knows how to behave and communicate with difficult people he/she will hardly have any serious difficulties with these people, though it does not mean that this person will be able to establish friendly relationships with difficult people. However, many people do not know how to deal with difficult people. In this respect, it is possible to refer to D.R. McKay’s article “The Five Difficult People You Meet at Work and How to Get along with Them” and to J. Horsch’s article “How to Work with Difficult People at Work”.
In fact, the two aforementioned articles suggest quite different approaches to the problem of relationships with difficult people. D. R. McKay studies different types of difficult people and develops recommendations concerning each type, taking into consideration specific traits of character of each type. To put it more precisely the author distinguishes the chatterbox as one of the types of difficult people. Dealing with a chatterbox, McKay recommends avoiding insulting the co-worker and, instead of avoiding the communication with person pointblank, that is not always possible, the author recommends to put the blame on you and explain the co-worker that you have problems with concentration while listening to her interesting stories. In addition, it is possible to limit the communication with this person and to have a lunch once a week for instance.
Another type of difficult people is a gossiper who is always gossiping and discussing various stories related to other people. The author recommends changing the communication style with this person and when he/she start gossiping it is necessary to explain this person that you are not interested in discussing other’s people life behind their back. The same advice the author gives in relation to complainers. To put it more precisely, he simply recommends changing the subject of the conversation in order to avoid listening complaints. Also, there may be delegators who attempt to delegate their jobs and duties to you. In such a situation, it is necessary to explain them that you have your own job to do and duties to fulfill. Finally, there are credit gabbers who are always borrowing money. In relation to this people, it is necessary to refuse to help them out when they ask for help constantly.
Alternatively, J. Horsch recommends changing your own attitude to work and difficult people. the author argues that self-perception is very important and the way we perceive other people may be even more important. This is why it is necessary to accept difficult people as they are and develop assertiveness in your own forces that will help to avoid conflicts with difficult people.
In such a way, it is possible to use various strategies and approaches to difficult people, but, above all, it is necessary to develop flexible communication style in order to be able to maintain normal relationships with all people at work. Otherwise, you risk to become a difficult person for them.

References:
Horsch’s J. (2008). How to Work with Difficult People at Work. Retrieved October 11, 2008 from
McKay, D.R. (2008). The Five Difficult People You Meet at Work and How to Get along with Them. Retrieved October 11, 2008 from
Schein, E. H. (1999). Organizational culture and leadership. San Francisco: Jossey-Bass.http://www.liuxuelw.com/azqygllw/2012/0105/812.html
Schmitt, B. and Simonson, A. (1997). In Marketing Aesthetics: The strategic management of brands, identity, and image, New York: The Free Press.



 

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