KELAKUAN ANTARA PERSONAL

INTERPERSONAL BEHAVIOUR

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LEARNING OUTCOMES

Importance of interpersonal
Process of developing human
relations
Human relations at work place

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Major Forces Influencing Worker Behavior

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Organizational Culture
Collection of shared values, beliefs,
rituals, stories, and myths that create
a common identity and feelings of
community among employees
Every organization has unique culture
Reflection of deeply held values and
beliefs of top management

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Personal Characteristics
All employees bring combination of:
– Abilities and interests Aptitudes
– Values Expectations
Behavior often reflection of match
between environment and individual’s
characteristics
Creating idea work environment to
meet all needs is a challenge

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Manage Three Relationships

People must manage three types:

– Relationships with ourselves
– One-to-one relationships
– Group relationships

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Major Relationship
Management Challenges

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Relationship with Ourselves

Positive self image and self-

confidence is good for relations
with others
Many people have negative ideas
and feelings about themselves

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One-to-One Relationships

Occupations with high

client/customer contact face this
challenge every day
Biases can be barriers:
– Racial
– Age
– Gender
– Communication-style

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Group Relationships

Many assigned to work as members

of a team
Lack of cooperation among
members can result in quality or
productivity problems

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Characteristics of Good
Relationship
Trust – This is the foundation of every
good relationship.
Mutual Respect – When you respect
the people who you work with, you
value their input and ideas, and they
value yours.
Mindfulness – This means taking
responsibility for your words and
actions.
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Characteristics of Good
Relationship
Welcoming Diversity – People with
good relationships not only accept
diverse people and opinions, but they
welcome them.
Open Communication – We
communicate all day, whether we're
sending emails and IMs, or meeting
face to face.

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How to Build Good Work
Relationships
Develop Your People Skills
- Good relationships start with good people
skills.
 Identify Your Relationship Needs
- Look at your own relationship needs.
Schedule Time to Build
Relationships
- Devote a portion of your day toward
relationship building
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How to Build Good Work
Relationships
Focus on Your EI
- Also, spend time developing your emotional
intelligence

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TOP MANAGERIAL
COMPETENCIES

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 Top managerial competencies

 A high performance manager (HPM) is one

who is effective and efficient in getting things
done with and through others

 Effectiveness – doing the right things

– important element is
quality

Efficiency – ability to make the best use of

available resources
– involves in minimising
cost

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 Competencies Mean
1. Achievement orientation 4.74(1)
2. Integrity / honesty 4.74(1)
3. Problem solving & decision 4.66(3)
– making skills
4. High self-esteem/self-confident 4.62(4)
5. Inspiring 4.62(4)
6. Conceptual skills 4.60(6)
7. Proactively/initiative 4.59(7)
8. Fostering teamwork 4.55(8)
9. Planning & organizing skills 4.53(9)

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10. Developing others 4.51(10)
11. Good communication skills 4.50(11)
12. Persistence 4.47(12)
13. Getting along well with people 4.46(13)
& managing conflict constructively
14. Self-objectivity & lifelong learning 4.42(14)
15. Managing time successfully 4.40(15)
16. Self-control 4.38(16)
17. Assertiveness 4.33(17)
18. Networking 4.33(17)
19. Creativity 4.20(19)
20. Technical expertise/job-specific 4.19(20)
expertise

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21. Tracking performance 4.19(20)
22. Flexibility 4.17(22)
23. Managing quality 4.17(22)
24. Thoroughness/attention to detail 3.94(24)
25. Computer literacy 3.77(25)

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 Tetapi mengapa masih terdapat di
tempat kerja orang yang:

– Tidak tahu apa nak buat

– Waktu kerja – makan minum, sembang
– Tiada minat untuk bekerja
– Malas / mahu kerja senang
– Tidak bertanggungjawab
– Tidak cekap / melambatkan kerja
– Tidak responsif
– Kurang mahir
– Tidak setia pada organisasi
– Tidak rasa dipunyai
– Buat tugas peribadi di tempat kerja
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Mengapa prestasi tinggi & rendah
Tinggi Rendah
Belum confirm Lepas confirm
Waktu pagi Lepas lunch
Mood baik Mood tak baik
Selepas dinasihati Terbiar sendiri
Hidup gembira Kecewa
Bila bos suka Bila bos tak suka
Ada kemahiran Tiada kemahiran
Ganjaran tinggi Ganjaran rendah
Kerja senang Kerja susah
Kerja menarik Kerja tidak menarik
Kerja mngembirakan Bosan
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 Orang berprestasi rendah selalunya
– Menangguh kerja
– Rasa kerja itu beban
– Gaji tidak wajar
– Bos sebagai musuh
– Tempat kerja itu neraka

Pekerja begini dipanggil pekerja tidak

bermotivasi

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 Common sources and suggested
causes of organizational stress
Common Suggested Causes
sources
Job Job demands skills or abilities the employee
mismatch does not possess (job incomplete).
Job does not provide opportunity for the
employee to fully utilize skills or abilities
(underutilization)

Conflicting The formal organization’s concept of

expectations expected behavior contradicts the
employee’s concept of expected behavior.
The informal group’s concept of expected
behavior contradicts the employee’s concept.
The individual employee’s is affected by two
(or more) strong influence.
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Role Employee is uncertain or unclear about how to
ambiguity perform the job.
Employee is uncertain or unclear about what is
expected on the job.
Employee is uncertain or unclear about how the
relationship between job performance and
expected consequences (rewards, penalties,
and so forth).

Role Employee is incompetent at the job

overload Employee is asked to do more than time permits
(time pressure)
Fear / Employee is afraid of performing poorly or
responsibilit failing
y Employee feels pressure for high achievement
Alienation There is limited social interaction. Employee do
not participate in decision making

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Working / The job environment is unpleasant; there is
conditions inadequate lighting or improper regulation of
temperature and noise, for example.
The requirements of the job may unnecessary
produce pacing problems, social isolation, and
so forth.
The machine design and maintenance
procedures create pressure
The job involves long or erratic work hours
Working Individual employees have problem relating to,
relationship and / or working with, superiors, peers, and / or
subordinates.
Employees have problems working in groups.

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 The first step is reducing personal stress to
determine if your life is reasonably balanced. The
following behaviors are indications that your life
may be out-of-balance:

– Hurrying everywhere walking, talking, driving

faster
– Feeling depressed, apathetic or bore most of
the time
– Chances in sleeping or eating patterns
– Difficulty enjoying social activities
– Emphasis on how much you get done, rather
than how well you do it
– Inability to accept praise or affection, even
when you want it
– More frequent accidents than usual.
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 Recognizing the above sign in you life will let you now that you
should search for ways of restoring balance. The following 5 step
approach can help you regain your balance;

– Counter every “yes” with a “no”. If you add a new unscheduled

activity to your day cancel another. If you decide to make an
unscheduled stop at the grocery store, reschedule your plan
to stop at the post office.

– Scheduled only 80 percent of your time. Leave some

breathing space for unpredictable events; remember most
things take longer than you think.

– Practice giving in. constantly making decisions places

demands on you time and energy. Occasionally giving in and
letting someone else make the decisions can take the
pressure off
– Be realistic. Set realistic deadlines and workloads. Usually, no
one expects a much of you as yourself.

– Focus on the 5 F’s. to find balance, focus on faith, family,

finances, friends, and fitness. Examine each of these areas
and balance your schedule each week by including activitiesin
all 5 areas. 27