English Case Study: Psychology For Business

22/ 02/ 2017

Author: Victoria Vlasova, founder and CEO in DELUXE Private School It is necessary not just to possess the wisdom but also to be able to use it. Marcus Tullius Cicer (106-43 BC), Rome politician, writer It is common truth that every company is the unique mechanism with CEO as an engine inside. The success of the company that efficiently works at the market of competitors usually absorbs CEO with the current businesses and does not give a possibility to observe the mood changes of staff. For those who consider that it is not necessary to react, you are suggested to look at some reasons why this topic is essential: 1. Communication of the departments. It has been calculated that CEOs spend almost 80% of their working time to communicate with their staff therefore much things depend on boss capability to interact within the communication and its style. To reach the goals that a company sets, every CEO of the company has to direct his employees in the given direction and with special pace. Departments that do not have a contact because of inside staff conflicts create problems for other colleagues because the aim is changed, now they target for the internal strife. So the principal CEO obligation is the staff assistance to manage the given tasks that will depend on the grade of his communication. Therefore communication is an important tool of top management. It touches all sides of people behavior. Based on type of their work obligations bosses interact with employees not just with words but also with their attitude to them. The quality and skills of CEO are in understanding people. 2. Firing the key figures of the company. We may regard some of the reasons of key workers dismissal because of the company. The first one is stagnation Professionals always want to go forward feeling their personal growth. But if moving ahead with a career ladder is quite impossible a person starts to procrastinate and the only one way out is a dismissal. Secondly, overworking As a rule employers are ready to overload their staff who work more sufficient and hard. As a result an employee gets emotional burst and a growing desire to change something and soon consequently he will leave. Not clear perspectives as the third factor Any professional of his business needs concrete perspectives. If you want to motivate your employees for achieving high results tell him what he can get on condition of higher responsibility and involving. Underestimation, the fourth reason. In order to preserve talented employees primarily, it is needed to stop appreciate profit more than people. It is completely useless approach that will bring nothing but demotivation of the team. The fifth reason, lack of motivation. Even the most reliable employee wants to be in favor. In case the company does not have costs to pay bonuses it is necessary to try to find other options to show gratitude to its employees. Lack of trust and high hierarchy the final reasons of possible fiasco. Company must not permit incorrect behavior and attitude to the customers or partners. Mistakes in strategy and tactics can lead to untrustworthy of team. It is obvious that any company must have hierarchy of dealing with obligations. Still, employees must be sure that they have enough rulings to perform new ideas and fulfill them. Finally the success of every enterprise is being built on the interactions between CEO and employees. It is important to realize what should be changed personally that workers show a desire to work with you. 3. Employees effectiveness decrease. Mismatching to the expectations of the employee and the real volume of his work or other reasons can lead to the effectiveness reducing of his work that in its turn provokes CEO dissatisfaction. Definitely we can overcome all the above mentioned problems using simple rules of attention to our employees. Stop regarding our staff as a computer robot and remember that such mechanism is made of alive people, who daily “speak” with you in clear verbal or non-verbal signals. And to understand what they are, positive or negative, it is up to you to realize or not. Primarily the verbal signals. It seems like what can be not clear and obvious in the natural simple speech. But here you must be very attentive, paying attention to whether there is no signs of confrontation. How it can be investigated? At your suggestions you hear “No” first, and only then reasoning of what has been told. Otherwise you have recently found that employees started to complain and in this case it is urgently necessary to undertake actions to improve the situation. Talking about non-verbal signals it should be mentioned that they can tell much more information compared to verbal signals, because in their majority they have subconscious meaning. Therefore there may be found both advantages and disadvantages. Positive features are that you may receive much more information even about the dissatisfaction that an employee wants to hide. And the disadvantage is that it is difficult to acquire knowledge and skills needed to interpret this information correctly. So, what we should pay attention to not having professional experience in detecting non-verbal signals: - latent period of response and its total duration; - mistakes, repetitions, non-finished sentences; - loudness, pitch and quality of voice; - intonations; - gestures and mimics etc. So, what are the main steps to eliminate the staff opposition: Talk and detect the problems. It is a mistake to think that CEO who is interested in its employees looks like soft and weak. It is better to characterize him as wise. When you know about the problem – solve it immediately. Even if you dislike dealing with such problems or an employee has personal problems that reflect on his working activity, it is still highly recommended at least to try to solve the problems. May be just offer of assistance or some motivation words will be the best cure. Do not put the obligation to manage staff to HR manager. If you consider that someone from the company can manage such problematic relations apart of you, it is already a huge mistake. Regulate all the preliminary conflicts by yourself. Summarizing the most essential, it is necessary not to forget about people, human factor as well as that a company even that works as a clock mechanism, but the one that is moved by people. And certainly, it is the most essential resource to be taken care of.

Author: Victoria Vlasova, founder and CEO in DELUXE Private School

It is necessary not just to possess the wisdom but also to be able to use it.

Marcus Tullius Cicer (106-43 BC), Rome politician, writer

It is common truth that every company is the unique mechanism with CEO as an engine inside. The success of the company that efficiently works at the market of competitors usually absorbs CEO with the current businesses and does not give a possibility to observe the mood changes of staff. For those who consider that it is not necessary to react, you are suggested to look at some reasons why this topic is essential:

1. Communication of the departments.

It has been calculated that CEOs spend almost 80% of their working time to communicate with their staff therefore much things depend on boss capability to interact within the communication and its style.

To reach the goals that a company sets, every CEO of the company has to direct his employees in the given direction and with special pace. Departments that do not have a contact because of inside staff conflicts create problems for other colleagues because the aim is changed, now they target for the internal strife.

So the principal CEO obligation is the staff assistance to manage the given tasks that will depend on the grade of his communication.

Therefore communication is an important tool of top management. It touches all sides of people behavior. Based on type of their work obligations bosses interact with employees not just with words but also with their attitude to them. The quality and skills of CEO are in understanding people.

2. Firing the key figures of the company.

We may regard some of the reasons of key workers dismissal because of the company.

The first one is stagnation

Professionals always want to go forward feeling their personal growth. But if moving ahead with a career ladder is quite impossible a person starts to procrastinate and the only one way out is a dismissal.

Secondly, overworking

As a rule employers are ready to overload their staff who work more sufficient and hard. As a result an employee gets emotional burst and a growing desire to change something and soon consequently he will leave.

Not clear perspectives as the third factor

Any professional of his business needs concrete perspectives. If you want to motivate your employees for achieving high results tell him what he can get on condition of higher responsibility and involving.

Underestimation, the fourth reason.

In order to preserve talented employees primarily, it is needed to stop appreciate profit more than people. It is completely useless approach that will bring nothing but demotivation of the team.

The fifth reason, lack of motivation.

Even the most reliable employee wants to be in favor. In case the company does not have costs to pay bonuses it is necessary to try to find other options to show gratitude to its employees.

Lack of trust and high hierarchy the final reasons of possible fiasco.

Company must not permit incorrect behavior and attitude to the customers or partners. Mistakes in strategy and tactics can lead to untrustworthy of team.

It is obvious that any company must have hierarchy of dealing with obligations. Still, employees must be sure that they have enough rulings to perform new ideas and fulfill them.

Finally the success of every enterprise is being built on the interactions between CEO and employees. It is important to realize what should be changed personally that workers show a desire to work with you.

3. Employees effectiveness decrease. Mismatching to the expectations of the employee and the real volume of his work or other reasons can lead to the effectiveness reducing of his work that in its turn provokes CEO dissatisfaction.

Definitely we can overcome all the above mentioned problems using simple rules of attention to our employees. Stop regarding our staff as a computer robot and remember that such mechanism is made of alive people, who daily “speak” with you in clear verbal or non-verbal signals. And to understand what they are, positive or negative, it is up to you to realize or not.

Primarily the verbal signals. It seems like what can be not clear and obvious in the natural simple speech. But here you must be very attentive, paying attention to whether there is no signs of confrontation. How it can be investigated? At your suggestions you hear “No” first, and only then reasoning of what has been told. Otherwise you have recently found that employees started to complain and in this case it is urgently necessary to undertake actions to improve the situation.

Talking about non-verbal signals it should be mentioned that they can tell much more information compared to verbal signals, because in their majority they have subconscious meaning. Therefore there may be found both advantages and disadvantages. Positive features are that you may receive much more information even about the dissatisfaction that an employee wants to hide. And the disadvantage is that it is difficult to acquire knowledge and skills needed to interpret this information correctly. So, what we should pay attention to not having professional experience in detecting non-verbal signals:

– latent period of response and its total duration;
– mistakes, repetitions, non-finished sentences;
– loudness, pitch and quality of voice;
– intonations;
– gestures and mimics etc.

So, what are the main steps to eliminate the staff opposition:

Talk and detect the problems. It is a mistake to think that CEO who is interested in its employees looks like soft and weak. It is better to characterize him as wise.
When you know about the problem – solve it immediately. Even if you dislike dealing with such problems or an employee has personal problems that reflect on his working activity, it is still highly recommended at least to try to solve the problems. May be just offer of assistance or some motivation words will be the best cure.
Do not put the obligation to manage staff to HR manager. If you consider that someone from the company can manage such problematic relations apart of you, it is already a huge mistake. Regulate all the preliminary conflicts by yourself.

Summarizing the most essential, it is necessary not to forget about people, human factor as well as that a company even that works as a clock mechanism, but the one that is moved by people. And certainly, it is the most essential resource to be taken care of.