Kim and Nelson's poor working relationship
Bringing positive change
for organizational performance
Positive and/or behaviour & impacts on organizational performance
Downward & Upward Organizational Communication
Job Characteristics Model
Path Goal Theory
Cohesiveness & Performance Norm
Affective Conflict
Conflict Management
Goal-setting Theory
Emotional Intelligence
leader's role to provide support & resources to help subordinates achieve goals/objectives
Downward ; managers -> subordinates
skill variety, task identity, task significance, autonomy, job feedback
Cohesiveness ; attraction towards each other
Emotional conflict ; anger, frustration & anxiety
Identifying & resolving conflicts in a constructive way
setting specific & measureable goals to improve performance
ability to understand and manage one' emotions & others
Instead of giving critics, Kim should provide her feedbacks
Kim wasn't giving Nelson her work expectations toward him; she needs to clarify it
Upward : subordinates -> managers
Communication from Kim to Nelson wasn't effective at first because she was angry
Communication from Nelson to Kim was a success as he was more calm
Kim can restructure more manageable work for Nelson ; Not burnout
Giving more autonomy ; Nelson will feel more valued
Performance Norm ; benchmark for effort & output
As both have different personalities, team building could be helpful
Nelson could know what to do and how to achieve it
Nelson thorough assessment of Kim's situation
Nelson's ability not to lash out without thinking through
Kim can set clear goals for her work with Nelson
Productive environment will increase job satisfaction
Control tone of voice
Be clear with each other's feelings
Nelson admitted his low work performance
Nelson tried understanding Kim's pressure
Nelson plans ahead before confronting Kim