Developing behavior norms

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gerluhaaaqb

Writing

ACU

Description

Difficult behaviors are infecting the conflict culture in your workplace and inflicting a high cost on the organization. Your boss has tasked you with creating a set of behavioral norms in order to improve the organizational conflict culture. Use all the information you have learned in the program to this point to create your set of behavioral norms, focusing particularly on promoting constructive behavior and discouraging destructive behavior. Create a PowerPoint presentation with which you will introduce the new policy to all the employees of the organization. Your presentation must include information on the following topics:

Cover slide (see below for information that must be included)

Introduction to the new policy

  • Which behaviors will be encouraged?
  • Which behaviors will not be tolerated?
  • What is appropriate behavior in a meeting?
  • What is appropriate behavior on a team?
  • How will these new expectations vary across different areas or levels within the organization?
  • What process will be used to implement this new set of expected behaviors? Include a timeline for implementation.

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Explanation & Answer

Attached.

Developing Behavior Norms
Student Name
Institutional Affiliation
Professor’s Name
Course Name
Date

1

Introduction to New Policy
➢ Conflict culture change is essential.
➢ Promote constructive behavior in
conflict situations.
➢ Discourage destructive workplace
behaviors consistently.
➢ Create a positive and cooperative
environment.
➢ Strengthen team collaboration and
communication

The proposed conflict management policy will change the approach of employees in
workplaces toward conflicts. The organization would support and promote positive
behavior among employees and discourage destructive ones with the intention of
creating a constructive environment at the workplace. Conflicts in the workplace
cannot be completely avoided; however, if managed well, they can lead to
constructive benefits through the generation of innovative ideas and teams that work
constructively. This would help reduce the negative effects brought about by
unresolved conflict, such as low morale, inefficiency, and poor team relations.
Moreover, conflict is viewed not as something to be avoided but as a chance for
growth. Leadership is very important in modeling such behavior. The implementation
of these behavioral norms implies that people in the organization should engage
more constructively, focus on mutual respect, and work collaboratively in addressing
disputes. An enabling supportive culture proactively creates an approach to the
issues so that they are resolved productively, ensuring a minimum of disruptions and
maximum efficiency.

2

Encouraged Behaviors (1)
➢ Open, respectful communication in
conflict.
➢ Active listening without interruptions.
➢ Constructive feedback focused on
solutions.
➢ Collaborative problem-solving in
disagreements.
➢ Respectful tone in all interactions.

Desired behavior encouragement in conflict is important in order to maintain a
conducive work environment. Open and respectful communication will cause trust
amongst employees, and as such, they will not feel intimidated or threatened by
retaliation but rather free to voice their concerns (Runde & Flanagan, 2012). Active
listening will ensure that the perspectives of others are considered in the light of
promoting understanding while reducing misunderstandings. Constructive feedback
will have employees focus on solutions rather than the problem at hand; hence, timely
conflict resolution may be achieved. Furthermore, collaborative problem-solving
keeps in mind working together to realize shared objectives, reduces competitiveness,
and fosters teamwork. A respectful tone is used in all interactions, even when
disagreeing, and it keeps discussions productive but not personal and destructive.
Adopting this in the organization's culture will enhance healthy conflict; thereby,
better problem resolution, strengthened relationships, and a more cohesive team
environment will result.

3

Encouraged Behaviors (2)
➢ Address issues directly and timely.
➢ Seek compromise and common
ground.
➢ Focus on shared goals during conflicts.
➢ Support diverse viewpoints and ideas.
➢ Practice empathy during all conflicts.

Issues are confronted directly and in a timely manner to avoid small problems
developing into larger conflicts. It is imperative to sort out conflict for common
ground as a means of resolving disputes in a way that respects others' points of view
and promotes cooperation (Runde & Flanagan, 2012). Focusing on shared goals
within conflict keeps the team united for the same purpose, and this helps maintain
progress despite disagreement. Supporting diverse thoughts and ideas nurtures
inclusion and innovation in light of the multiple standpoints considered. Moreover,
practicing empathy enables employees to understand co-workers' emotions and
motivations better; hence, motivation toward more empathetic and effective conflict
resolution could be achieved (Cloke & Goldsmith, 2011). These behaviors help in
fostering a constructive conflict culture wherein the issues get resolved for mutual
benefit while simultaneously strengthening the general team dynamic.

4

Discouraged Behaviors (1)
➢ Aggressive or hostile communication.
➢ Interrupting others during conversations.
➢ Personal attacks or insults in
disagreements.
➢ Avoidance of addressing conflicts directly.

➢ Undermining or sabotaging team efforts.

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