Social intelligence Case Study Example | Topics and Well Written Essays - 1000 words - 1

Social intelligence - Case Study Example The motivational task in the given context evidently requires careful planning due to several factors. Among those factors, diversity of age and sex seems the most crucial one despite the small size of the firm. Another important factor is that the business is a family owned firm that can be vulnerable to sentimental issues, cultural factors, traditions, and conventional way of business operations. However, considering all such matters I would prepare a motivation plan that may include but not limited to the following strategies. 1. The primary step is to ensure that all members are made aware of the specific goal the team has to attain within the stipulated time. 2. Assigning right individuals on the right positions is another part of team motivation. A wrong individual can spoil the entire team work if the team composition is not right. 3. According to the progress (or flaws) of the whole project, goals of each individual has to be set or reset on a regular basis. 4. I would also e nsure that the team is aptly provided with growth opportunities in a way their competencies are being enhanced. 5. I would give the team on time constructive feedback, and would recognize their outstanding performance. In a family business setting, paying higher attention to the needs and requirements of non-family employees also is vital for the sustainability of the firm. Attention in this regard not only refers to the financial compensation but also intrinsic rewards, for these strategies are the integral aspects that motivate and retain these valuable employees. Each team member will be helped to identify their potential in terms of professional as well as personal growth. The logic here is that a growing employee will stay with the firm longer and will let the firm grow as they are learning new skills and working smarter. In this context, an inclusive definition is relevant, Social Intelligence is the capacity to understand and respond effectively to the emotions, social cues a nd needs of others in a way that furthers our own values and demonstrates respect for others at the individual, team, organizational and global levels† ( Hughes & Terrell 2011). 2. The age spectrum of employees is getting wider these days more than ever before due to several factors like delayed retirement and professional durability. This has dramatic effects on the workplace aspects including organizational culture, recruitment, retention, and interaction between colleagues. Internal work teams and mentoring arrangements are required to attain cross-generational collaboration in the given context. In order to enhance personal relationships and to overcome misconceptions team leader requires greater flexibility and diplomacy. The senior employee in the given case values wisdom gained through years of experience and does not want to make further mistakes whereas the new employees who are innovative believe that the world needs new solutions to address the changes and subsequen t challenges. Resisting to the conflict would worsen the condition regardless of its intensity. Therefore, speaking it out is important because solution to the problem may be easier than what was expected. For instance, in the given organizational context, the senior member can be given more autonomy in terms of how they proceed with the project whereas the young members of the team may be asked to provide frequent updates in turn.

Recruitment, selection, and retention challenges Essay

Recruitment, selection, and retention challenges - Essay Example f mismatch between job description and job requirement, the organization might be forced to cancel the recruitment results and conduct fresh recruitment. The organization might also decide to train the employee to make sure he/she can carry out the duties associated with that job requirement. Most organization use job interviews and resumes to get information about job applicants. Technology may be used to conduct job interviews via live video conferencing (Billsberry, 2007). It is important to ensure that the organization selects a job applicant who will feel comfortable and will be successful. This can be achieved if you assess your organizations culture, define the candidate you are looking for and taking time to learn about the applicants working style and personality. Managers need to select candidates based on occupational qualifications. The selected applicant should possess the necessary skills required to be successful when carrying out the requirements of the job. The law prohibits any form of discrimination during the recruitment process. It is illegal to discriminate against sex, age, marital status, ethnicity or religious affiliation (Billsberry,