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