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The first human relationship model is win/win. The paradigm guarantees that all actors involved profit from the case, with no favoured hand (Hartmann, 2014, p. 14). The second win/lose model considers a scenario in which one side loses in order for the other to win. The norm fosters rivalry and discourages collaboration. The third model is the loss/win model, in which one side decides to lose so that the other will win. When one side decides to let the other party get their way, the paradigm applies. The fourth model is the lose/lose model. Both sides are dissatisfied and neither side wins. The fifth paradigm is pure win. The model considers the interest of one party without paying attention to the other. The concerned party does not address the interests of the other party. The last paradigm is win/win or no deal. The model considers both sides in winning. If the deal is not favorable to both, then the parties consider the no-deal option. My favorite is the first paradigm of win/win where both sides benefit and leave the negotiating table happy and contented.
In creating magic, the acronym ARE means appreciation, recognition, and encouragement. Appreciation is the acknowledgment of the efforts of the employees in the business. Acknowledging good performance motivates them to work harder. Recognition is pointing out the admirable qualities of a team of individuals in an organization that are in line with the objectives of the business. Encouragement is the motivation of the employees to better their performance in an organization (Cunningham, 2016, p. 159). A professional example is rewarding employees. It appreciates the workers, encourages them to work harder and recognizes their efforts. The workers find motivation in the rewards and improve their efforts for future awards.
Empathic listening is a communication approach where the respondent listens and asks questions to the speaker for deeper understanding. The respondent is attentive and asks questions on issues that are not clear. Empathic listening is similar to my autobiography approach. The approach betters my understanding hence the preference. Examples of empathic listening are interactive listening by asking questions and paying total attention to the speaker without multitasking. Empathic listening improves knowledge acquisition.
Contractual trust is trust based on the belief that both parties of the contract will keep their work without failure (Reina, 2009, p. 21). The contract motivates the involved parties to build trust by keeping their promises. The contract explains clearly the roles of all parties in the agreement. Growing the trust requires managing expectation by defining the roles of all people hence establishing the expectation. Secondly, there should be clear boundaries. The limitations prevent confusion on functions and responsibilities of the members. Thirdly, it is important to encourage mutual serving intentions. People should look out for a positive outcome of the whole project and not individual gains. The fourth behavior is consistency. Flexibility allows keeping involved parties in areas of highest productivity. Proper allocation builds confidence and performance. The fifth point is keeping agreements. Growing trust requires keeping agreements to avoid confusions and failing other people. Lastly, proper delegation in contractual trust is vital. Empowering people by giving authority helps in faster and easier task completion. In building my relationships, I believe in proper delegation of duties and honoring my agreements. The two principles build high levels of trust which are vital for contractual trust.
The third alternative seeks to improve performance by combining workforce to achieve better performance. Therefore, fishing is the collaboration of two distinct groups to form a single entity with the intention of performing better than the individual groups apart. In school, students might perform well when studying separately. However, combining the students in groups improves their performance since they can discuss challenging topics and connect ideas for a solution. Studying differently, the students would spend more time on the subject as compared to working together.
Cunningham, J. (2016). Strategic Human Resource Management in the Public Arena : a Managerial Perspective. Basingstoke: Palgrave Macmillan.
Hartmann, B. (2014). Strategic Design of B2B e-Marketplace Business Models. Munich, GA: GRIN Verlag.
Reina, D. S. (2009). Trust & Betrayal in the Workplace: Building Effective Relationships in Your Organization: Easyread Edition. Sydney: ReadHowYouWant.com.
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