美国论文代写：协作能力

美国论文代写：协作能力

问卷中包含的第一个问题与合作能力有关。在我们的组织中，协作定义为创建和维持承诺和凝聚力。根据自我评估问卷的结果，我对这个能力的总评价是5.67，这意味着我有能力以最有利可图的方式解决员工之间的冲突。自我评估的结果也得出结论，我允许我的员工积极参与决策过程，这最终有助于更好地管理人们。从布朗Waldron研究，和Longworth（2008），也突出了管理组织内的人最好的方式就是给他们提供动力的战略决策分享他们的想法和意见。它还规定，如果雇员麦克杜飞（2007）不允许参加决策过程比它不仅成为管理者管理人难；然而，在降低员工从而影响盈利组织士气这一行动的结果。

通过员工对我在管理人员中运用协作能力的程度所产生的结果显示，总分为2.78。员工得分较低的主要原因是，我认为我不公开讨论相互矛盾的观点。一些员工还认为，我也不鼓励集体参与决策。此外，员工也不认为我是一个关心和善良的人，这一因素也发挥了关键作用，使员工相信我没有采取合作的能力，在管理人。马丁（2006）也提到，如果一个管理者具备与员工有效合作的技能，他就只能管理人，因此，管理者必须仁慈、关心和富有同情心。

美国论文代写：协作能力

The first question included in the questionnaire has related to the competency known as collaboration. In our organization, collaboration has defined as creating and sustaining commitment and cohesion. As per the result of self-assessment questionnaire, the total rating I have given to this competency was 5.67, which means that I have the ability to resolve conflicts among employees in a most lucrative manner. The result of self-assessment responses also concluded that I allowed my employees to take keen part in decision-making process, which eventually helped in the better management of people. From the study of Brown, Waldron, and Longworth (2008), also it has highlighted that the best way to manage people within an organization is to provide them with power to share their ideas and opinions in making strategic decisions. It has furthermore stated by MacDuffie (2007)  that if employees have not allowed taking part in the decision-making process than it not only becomes difficult for managers to manage people; however, this action also result in lowering morale of employees which thereby affects profitability of organizations.

The result generated through assessment by employees regarding the extent to which I have used the competency of collaboration in managing people revealed a total score of 2.78. The major reason behind this lower score given by employees is the perception that I do not hold open discussion of conflicting opinions in groups. Some of the employees also believed that I also not encourage participative decision making in groups. In addition, employees also not considered me as a caring and kind person and this factor also play a crucial role in making employees believe that I have not adopted the competency of collaboration in managing people. Martin (2006) also mentioned that a manager could only manage people if he has the skills of effectively collaborating with its employees and for this, a manager must be kind, caring, and compassionate.