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澳洲企業人際關系論文-How to Deal with Difficult People at Work?如何處理工作中

時間:2012-01-05 11:11來源:www.liuxulw.com 作者:澳洲企業人際關系 點擊:
提供澳洲企業人際關系論文-How to Deal with Difficult People at Work?如何處理工作中難相處的人

How to Deal with Difficult People at Work如何處理難相處的人在工作嗎

人際關系影響的有效性可以持續工作和健康的員工以及他們的心理狀態。然而通常的問題產生積極的人際關系的形成,澳洲企業人際關系論文尤其是當有一些困難的人在一個組織,那些忽視利益和需要的員工。事實上,它是有可能找到這樣困難的人實際上在任何組織。許多員工相信相互溝通和工作與這些人是不可能的,但是,在現實生活中,我們必須學習如何應付難相處的人。如果一個人知道如何表現和交流和難以相處的人他/她不會有任何嚴重的困難與這些人,雖然這并不意味著這個人將能夠建立友好關系與難相處的人。然而,許多人就不知所措,不知道該如何處理難相處的人。在這方面,它可能是指麥凱的文章開心的“五人你工作中遇到的困難,如何與他們相處”,《Horsch的文章“如何工作困難的人在工作。”

事實上,這兩個前述文章建議相當不同的方法去解決問題之間的關系難相處的人。麥凱研究不同類型的困難和發展各種類型的建議等,考慮特定的性格特征的各種類型。把它更確切地說是作者區分為一種喋喋不休的難相處的人。處理一個喋喋不休,麥凱推薦的同工及避免侮辱,而不是避免與人的溝通射擊,那是不可能的,作者建議將此歸咎于你和解釋,你的同事有問題時濃度。當我聆聽她些有趣的故事。另外,可能限制溝通與這個人有午餐每周一次的實例。

<标题> 另一種類型的難相處的人是一個gossiper誰總是流言蜚語和討論各種故事相關的其它人。作者推薦改變溝通風格和這個人,當他/她開始閒言閒語,它是必須的、用來解釋這個人,你不感興趣的人們生活在討論在背后。同樣建議提出了有關投訴者。把它更準確的說,他只是建議改變談話的主題,以避免聽力的投訴。此外,有可能delegators誰試圖代表他們的工作和職責。在這種情況下,有必要來解釋你自己要做的工作和責任要盡。最后,有信用的人總是gabbers借入資金。與此相關的人,這是必要的,以拒絕幫助他們當他們請求幫助不斷。

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.
<标题> 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://livesitehelp.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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