The hiring process is the steps that are taken with perspective new employees. The hiring process begins with the interview and ends with training of a new hire. If the manager is hiring for a position that requires the employee to work in a team setting, he or she should be looking for a team player. A team player is someone that is able to work side-by-side with another employee to complete assigned tasks. Pinning two people together that are consistently looking to take the lead is not ideal for a team setting. At the same rate, attempting to find a good fit for the company may not always lead to finding a team player.
When interviewing perspective new hires, a manager is also looking to see if the interviewee possesses the technical skills that correspond with the open position. If the candidate has the right skills for the position but does not have the proper team orientated background the company is looking for then the manager has three follow up actions (Robbins & Judge, 2009, pg. 337, para. VI). The first action is not to hire candidate. The second action is to pass along the candidate's application to another manager; someone that does not require their employees to work in teams. The third option is to hire the candidate and provide them with the training they will need to mold them into team players.
[...] The third style is avoidance. In this style the manager evades the conflict and does nothing to assist in the resolution. This model is not necessarily the wrong way to go about things. Sometimes teams will require conflict to gain a better understanding of the task and the potential outcomes of the task. The fourth style is compromising. In this style of conflict management strategy, the manager will step in and attempt to resolve the conflict by offering potential solutions that will appease both parties. [...]
[...] Falling in love with someone you get to know is common and break-ups are just as common. A manager can take preventive measures against all of these potential conflicts. Managers can develop written policies that employees sign off on indicating that they agree and will adhere to the conditions stated in the policy. If employees do not follow the written policy, then corrective actions must be taken. Managerial Styles and Techniques Each manager has their own style. This style is gained from management experience or from managerial workshops offered by the company. [...]
[...] By avoiding the initial conflict, managers are simply sweeping the problem under the rug and hoping it goes away. A manger must step in and stop conflict before it erupts with techniques learned from experience or managerial training workshops. References Adkins, Reg. (2006). Avoidance Conflict Management. Retrieved on June from http://elementaltruths.blogspot.com/2006/11/avoidance-conflict- management.html#links. Adkins, Reg. (2006). Competitive Conflict Management. Retrieved on June from http://elementaltruths.blogspot.com/2006/11/competitive-conflict- management.html#links. Adkins, Reg. (2006). Harmonizing Conflict Management. Retrieved on June http://elementaltruths.blogspot.com/2006/11/harmonizing-conflict- management.html#links. [...]
[...] Conflict prevention begins with the hiring process. Hiring Process The hiring process is the steps that are taken with perspective new employees. The hiring process begins with the interview and ends with training of a new hire. If the manager is hiring for a position that requires the employee to work in a team setting, he or she should be looking for a team player. A team player is someone that is able to work side-by-side with another employee to complete assigned tasks. [...]
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