The Philosophy of Interpersonal Relations - Essay Example

 The philosophy of interpersonal relations My philosophy of management is based on the premise of not only taking care of the employee needs but also asking them to give their best in terms of work processes, routines and tasks which have been assigned to them. This would mean that the relationship is two-fold and not just about managing their entireties. I believe that this philosophy of management takes into perspective the differing roles of the individuals as these get shaped up within the modern day organizational settings. It would also comprise of the enormous tasks which are being handled through these resources, which I believe are these employees themselves. I opine that management is all about doing things right and that too in a quantifiable manner. It would not happen overnight, and thus I shall find ways and means to get the tasks reach the finished stage with acumen and intellect, shown by the employees themselves. The management part derives its basis from a number of factors, most significant of which remain the controlling, organizing and leading tenets. The management domains depend a great deal on how leaders are able to re-collect themselves after they had had a difficult time coping up with the employees which have not produced results. What this means is the fact that management comes of age and tells the employees what exactly is required of them, and how they shall go about delivering results with a sense of purpose and hard work on their part. Hence an understanding of the management premise is all the more significant in the time and age of today because employees are giving in their best and producing results that are based on the long term, and finding solutions which bring value towards the business realms. It is always a wise proposition to make sure that business entity remains supreme so that success is managed easily by the employers and the employees in the long term scheme of things. It would settle quite a few scores as far as management’s competition levels are concerned. My philosophy of interpersonal relations are such that these depend a great deal on how the human resources management and the top management in combination with one another depict the aspect of bringing in a change which is for the betterment of the organizational environment in the long range scheme of things. Interpersonal relations always come to the fore whenever a prospective employee wishes to join an organization. He would like to know what kind of environment exists within the organization’s realms and what the organization is doing to make sure that the employees remain cordial and jovial in each other’s company. This is important because interpersonal relations always seem to bring a positive or a negative connotation for the sake of the organization in the long range scheme of things, and is the marked difference between how prospective employees would like to come to terms with such companies in the future. It also speaks highly of the business entities which are renowned for their working conditions and the ones that are not so famous for having the best possible relations amongst its employees (Hayes, 2002). The need is to have the best possible interpersonal relations within an organization’s realms so that people become attracted in joining it within the future. The interpersonal relations are always deemed as significant for any business enterprise because it sets the basis for organizational growth and harmony across the ranks. It makes things easier within an organization because the employers know that their employees would not start fighting with each other, instead they will remain calm and contented with what they have and how they will achieve success for not only their own selves but also for the end goals and objectives that the organization has set for its own self. This is a very quintessential aspect because it is being spoken about more and more in this day and age. Hence my understanding of the philosophy of interpersonal relations stems from the same discussions which have been going on in the recent times. My philosophy of decision-making is based on how well I am able to decipher the extent of my decisions and how I am able to shape up my understanding in line with the problem at hand, for which the decision needs to be made. This is significant because it sets the tone for a number of aspects and most importantly it tells all and sundry how a problem or an issue would be resolved and what the essential steps lie within its folds to make sure that success comes out as the winner at the end of the day. The decision-making basis for any organization gains importance because it employees need to make decisions on a proactively consistent basis. If they do not do so, there will be difficulties which will be experienced by the organization on a regular basis. The decision-making regimes deem significance for a number of other reasons as well – most importantly because if the employees are in a position to make decisions themselves, then the top management is relieved that they would not be overburdened with work which is not for their own doing. It makes them feel comfortable that they have hired the most suitable individuals within the different positions within the workplace and that they are getting the much required mileage for the investment that they have made whilst hiring these employees within the reins of the organization. The decision-making factor represents how the employees have been given the much needed resources at their disposal, and how they are making the best use of the very same. The decision-making regimes are therefore playing a very important role in this day and age because people look up to those individuals who are influential and create a positive change through timely and significant decisions, as these are some aspects that bring success for the sake of the business enterprises. Hence an all-out understanding of decision-making is required before one can deduce the same to be significant or remark them as lacking solid ground in the long run. As far as my personal example is concerned, I used decision-making to make sure that the workplace scenario worked to best effect. One of my subordinates used to bang the door very loudly whenever he entered or left the room. The peers complained to me that I must get his act correct because banging the door meant absolute rudeness and impoliteness. However, I waited for the right moment and took the decision by calling the said employee in my room one day. I told him the exact problem and asked him to tender an apology for the same otherwise he might get suspended for a certain amount of time. To my dismay, he did not accept his mistake upon which I took the matter to my seniors. They told me to talk to the employee once again and take a decision on it since this was hampering the overall environment at the workplace. The decision-making came in when I strictly talked to the employee to mend his ways and thus bring sanity within his ranks. He once again did not listen to what I had to say. Thus I had to suspend him from office for a month upon which the employees and the management were satisfied with the decision that had been made. I felt good that I had brought a form of justice within the organizational ranks, and to upon my decision-making skills. The said employee mended his ways when he returned and pledged to accept his mistake. There was no banging the door once he joined back, ever again. An interpersonal conflict that came about within my workplace domains was when we found out that an old employee used to talk very harshly with the new workers. He always thought that these employees were under his direct subjugation no matter which department they belonged to. This matter came under my eyes and thus I had to make sure that the interpersonal conflict was resolved, the sooner the better. I spoke to this old employee about how he needed to be soft to the up and coming new employees and how they believed he was committing something totally wrong. I was very subtle in my stance in the beginning but this did not work. He negated with whatever I had to suggest to him. I told him I would have to send him a letter warning him on a very formal level. He felt aggrieved but understood the meaning when I spoke of the letter. He was given a letter soon asking him to be soft and gracious to the employees, no matter whichever age they belonged to. He rectified his shortcoming and became very humble in his stance. Thus the interpersonal conflict that arose within the workplace was taken care of in a very easy way and the employees became satisfied with the treatment that was meted out to him. References Hayes, J., 2002. Interpersonal Skills at Work. Routledge Read More