ASSESMENT TASK 2

Question 1

Give three examples of how work relationships and the cultural and social
environment can support or hinder achieving planned outcomes.

In line with the placing of Australia as an advanced nation, the development of a

scientific and progressive society is urgently needed. It is aimed at producing a
developed society, having the power of change and being able to contribute to the
State.

The change in technology and the rapid increase in the complexity of work processes
in industries in Malaysia has created a new demand for skilled manpower,
knowledgeable or "K-workers" (Shayamal, 2008). Therefore, the relationship between
work culture and the environment affects the social aspects of an organization in
ensuring the organization's excellence.

According to William and Hazer (1986), work environments can be defined as a set of
attribution to a particular organization that can be identified in the collective behavior,
perceptions and expectations of workers. Charles et al. (1996) argues that an
organization's working environment needs to be controlled as best as possible so that
employees are comfortable and interested in working better in carrying out the work
given. A positive working environment for staff is the common goal of all good and
managing owners. Such environments include good working conditions, good air
quality, timely management feedback and understanding of goals and priorities.

Another factor in the work environment that can affect the organization's commitment
is work practices relating to hiring and selection, performance evaluation, promotion
and management style (Meyer and Allen, 1997). Last (2001) describes the best
working environment as having a relationship with humans which can be divided into
physical, biological, social, cultural or anything else that can affect the health status
and indirectly affect the employee's commitment to its organization. According to
Klein (1995), any kind of ownership gives employees a sense of importance and they

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feel part of the decision-making process. The concept of ownership such as
participation in decision-making on new developments and changes in work practices
creates a sense of belonging (Armstrong, 1995).

A good working environment is also constructed from a good working relationship,

one of which is the relationship with the supervisor. According to Randall (1990),
supervisor relationships with workers may cause a positive or negative impact on
employee commitment to the organization. When employees are aware that the
system of supervision in the organization acts fairly toward employees, workers tend
to be more committed to the organization (Benkhoff, 1997).

For example, the climate and school environment will have an important influence on
the development of behavior, mental images, aspirations and social interactions for
members in it. There are studies showing that high-ranking schools have better levels
of cheer than in schools where the environment is less cheerful. As such, the
atmosphere and climate of the school are very important in helping students to learn
peacefully and comfortably. Additionally, when the school environment is beautiful
and cheerful, students will not be tired of going to school again because they are
happy to be in the school area. This will not only prevent the problem of truancy
among students but the problem of student discipline can be reduced because the
student's emotions are not disturbed. At the same time, a beautiful and attractive
school will surely be honored by various parties, especially parents of students who
send their children to school. They will be confident with the school administration to
create a conducive school environment to assist their children's learning process.

Question 2

Explain three techniques for developing positive work relationships and building trust
and confident in a team, including interpersonal styles, communications, consultation,
cultural and social sensitivity, and networking.

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In short, teamwork refers to workers who work in a group that often work together
and carry out tasks in tandem to achieve team goals. A team comprises a combination
of individuals who have a dependent competence, in terms of capabilities, expertise,
skills and knowledge and have accountability and commitment to the team's
performance and are willing to carry out joint assignments.

The term 'teamwork' gives the meaning of a group of people working together in one
organizational unit. It also shows how humans work more effectively in a working
group of diverse backgrounds. But it does not mean that each individual has no
interest. On the other hand, the effectiveness and efficiency of teamwork often go
beyond individual interests and targets. The most effective 'teamwork' is when all
individuals engage and donate harmoniously to achieving the same goals.

The collaboration of producing quality products or services with a sense of

responsibility is teamwork. Each member of the group has the respective
responsibilities and expertise that should be used to produce success in an
organization. An organization can be judged on the quality of success and quality of
cooperation shown by employees or teams in an effort to become a group. A close
collaboration with the same goal is a platform that brings success to any member of
the group. The working group needs to set aside the difference and work to achieve
that goal.

The importance of teamwork is to help members in the organization build confidence

in voicing opinions and having the skills required to work with others. It also leads to
learning to work with other organizations or from other divisions and units within the
same organization. Rarely there is an example team working. Mostly we emphasize
and emphasize to be the best one individually. Workers are rarely exposed to an
environment that emphasizes collaboration and we have been accustomed to
evaluating human diversity in terms of ideas, backgrounds and experiences. We can
create a teamwork culture by doing some things right. If done diligently and
appreciate the value, this can be achieved even though it is difficult.

According to Spiegel Cresencio Torres (1994), teamwork gives many teams and
teams the benefits. In terms of team benefits, it will increase productivity, improve
work quality and improve employee morale. In terms of individual benefits, it can
reduce work pressure with shared responsibilities, they will feel valued by members

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in the team, individual abilities can be shared with team members and the experience
of each team member can be a guide of success. With that, success will be shared with
team members. In addition to this, teamwork has advantages such as boosting
stimulation, strengthening brotherhood and loyal friends, reducing any shift, or
grouping that are often unhealthy and creating a sense of fun. Team members will
always like to produce the best work and be able to create an intimate atmosphere.
They will also increase pride to the troops and organizations. Successful work teams
will have their own characteristics with the benefit of all parties. General features of
teamwork are clear boundaries, benefits from diverse skills, clear tasks to perform,
date targets, depending on collaboration, number of members who are not very
crowded, individual accountability and interdependence, collective work, active in
problem solving, open discussion, interdependence and shared leadership.

An effective work force is considered to be the strongest catalyst for organizational

change. Effective work teams will not happen by chance. Effective teams need to be
born deliberately and systematically managed. The problems shared by various
functions and divisions can be resolved quickly and effectively because suggestions
made by staff on a team will be easier to implement than recommendations made by
individuals. When employees practice team spirit, they can directly strengthen three
important aspects of the process of quality improvement ie exchange of information
and ideas and more widely, mutual trust-belief among employees and smooth
communication within the organization.

Trust is the foundation of every good relationship. When you trust your team and
colleagues, you form a powerful bond that helps you work and communicate more
effectively. If you trust the people you work with, you can be open and honest in your
thoughts and actions, and you don't have to waste time and energy "watching your
back." To build trust, we can adapt these three techniques in the organization.

i) Effective Communication

The foundation of every good relationship is solid communication. Whether you

are communicating via e-mail, phone, or face to face, you want to make sure that you
communicate clearly and effectively with your colleagues. Good relationships rely on
open, honest communication.

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 The effectiveness of communication is very important in an organization. This is
to ensure that the mission and vision of an organization can be shared. Looking at the
importance of effective communication within the organization, here are some ways
to improve the effectiveness of communication within an organization. First of all
before communicating something, the speaker should be clear about the information
and purpose that it wants to convey. The material to be presented must be structured,
concise, compact and clear enough to be easily understood by the listeners.

In addition credibility is an important requirement of communication. There are

two ways to gain credibility. First of all, speakers must be convinced and believe in
what is presented based on authentic sources, accurate facts and correct information.
Secondly, speakers must first do what they say so that the people who hear will be
more impressed.

ii) Appreciate Diversity

It is important to remember that everyone is different. Each person that you work
with brings a different attribute to your workplace. While they might not be the type
of person you are used to, try to focus on their positive characteristics.

People with good relationships not only accept diverse people and opinions, but
they welcome them. For instance, when your friends and colleagues offer different
opinions from yours, you take the time to consider what they have to say, and factor
their insights into your decision-making.

Among the important things in teamwork is the distribution of duties and

empowerment's in which each team member has a high target for achieving a goal.
Every member of the team is given a high authority to make a routine decision
without having to refer to the employer at all times. Each member has its own strength
and they complement each other completely. For that reason, every member of the
team must respect each others advantage.

iii) Develop Mutual Respect

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 Mutual respect means that you exhibit respect for your colleagues and they
reciprocate. Find ways to show that you truly value your colleagues contribution to
your workplace. Let them know that you consider them (and their work) important.

When you respect the people that you work with, you value their input and ideas,
and they value yours. Working together, you can develop solutions based on your
collective insight, wisdom and creativity.

Question 3

Describe three methods and techniques for communicating information and ideas to
three different kinds of stakeholders.

Stakeholder 1 : Your Manager

The employer's relationship with the employee is a two-way communication. Both

sides must be ready and always want to communicate. Each of them has an important
role in establishing a well established relationship and achieving the goals of the
company (Du Brin, A. J., 2004)). Du Brin holds that the employer's role is more than
the worker because the nature or situation of the job requires employers as a scribe. In
this case he outlines 12 functions of the worker and 10 employer functions, in
determining the established relationship as desired. Although the worker's function is
more than the employer, he proposes an additional element which is said to be a tactic
of establishing a relationship with the employer. This tactic needs to be practiced by
workers. (3) Be honest and self-reliant, (4) Faithful, (5) Appreciate the talent /
strength of the employer, and (6) Show the interests of the worker at company. Du
Brin also argues that the principle of a communications strategy needs to be built first
before employees apply the above functions and tactics.

Three methods and techniques are:

i) Interpersonal Communication

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Humans have one similarity that is different from others. Because, the effort to
understand others is very important in interpersonal relationships. In order to
understand the manager, as our employees need to be free from the mind and mind of
other things while interacting and focusing on ongoing conversations.

Interpersonal communication between you as a worker with your manager is unique

then it should be ready and open to clash of ideas and look at positive, non-negative
aspects.

Avoid knowing someone from others instead of knowing the person personally. Be
aware of the words and the tone of your conversation because of the language style
and your conversation may be misleading that will allow the breakdown of the
relationship between you and your manager. therefore, you will not obtain any
information and ideas required from your manager.

ii) Listening

To get information and ideas through effective communication with employers is to

be transparent when providing feedback in communication ie by listening to and
paying attention to employers while interacting.

Listening is more important than speaking but it is important to make sure you do not
listen in the circumstances. Spend time however, if you need to circulate immediately,
specify well and set an appointment to continue the discussion at a later time.

iii) Empathy

To have empathy to your manager, you must first eliminate your thoughts, feelings,
and expectations for someone because the essential element in empathy is trust. To
practice empathy, the following steps need to be followed:

* Listen actively.

* Get information on facts and feelings on the contrary.

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* Verify your understanding through paraphrasing or rephrasing methods (responding
in opposition or questioning conversation facts).

* View issues and views through their glasses.

* Together understand and deepen their feelings in earnest.

Stakeholder 2 : Members of your team

The success of a team worker is not only dependent on the level of professionalism
and the seriousness of the work it put into practice.

Another aspect that needs to be addressed is the effectiveness of the relationship with
others.

Despite the advancement of information technology that facilitates communication,

the communication skills that an employee has is a core element of effective
information exchange.

In everyday life, especially in interpersonal conversations, communication failures

often lead to misunderstandings and misconceptions among colleagues.

Difficult to believe, communication failures do not always happen because of cultural

or language differences.

On the other hand, many are faced with the problem of building healthy relationships
with employers or subordinates because of trivial problems such as communication
constraints, negative perceptions, suspicions, surrounding gossip and personal
problems (Perry, J. L., Mesch, D., 2006).

However, healthy relationships between team members can be triggered when more
effective communication takes place in an organization.

In that connection, a backward understanding of understanding is easy to use as long

as the willingness to listen and share opinions can be achieved together.

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Every individual in the office desires a safe atmosphere at work. By practicing an
effective way of communication, the smooth delivery of information can be easily
accomplished.

Effective communication also allows for the relationship between colleagues to be in

good shape and makes the atmosphere work more harmoniously.

If there is a misunderstanding in a relationship, it is because there is a barrier in the

service. Hence, in order to maintain a good relationship with everyone at the
workplace, the following tips can be used as a guide:

i) Focus on information, not on the proponents.

Sometimes a person has his own view of someone else before he actually hears what
he's going to say. When a sense of prejudice exists between two individuals, the
information presented can not be fully appreciated and transparent.

ii) Listen first and then value.

One should try to understand the views of the person speaking, translating his or her
stand and needs. If necessary for further explanation, do not be ashamed to do so.

Assessments can be made after the conversation ends. Never evaluate, decide or
formulate something as long as the overall information has not been confirmed.

Once he has finished his opinion, you can respond.

iii) Written communication is also important if the information fails to communicate

verbally.

Those with an emotional personality or group who are difficult to hear the words of
others are often troubled to communicate.

Therefore, these groups are advised to write their opinions before any conversation is
initiated.

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They can usually express better in writing than verbally. That method can be practiced
to minimize errors when speaking.

In addition to the three guides above, effective communication can also be achieved
through the use of simple language, practice feedback systems, having a sense of
respect and understanding of the way and protocols of conversation amongst different
office hierarchies.

Stakeholder 3 : External Client

Interpersonal communication should be carried out effectively when dealing with

external clients / customers. This is to improve the quality of relationships and avoid
conflicts arising from misunderstandings or dissatisfaction. In summary,
communication will be effective if it starts with a clear idea of what message to
communicate. This message will be brief, accurate and easy to understand. Then
make sure the recipient understands the message.

Once you understand how to communicate effectively, you need to understand

positive communication because it's important to build trust with external clients /
customers and is a way to get information and ideas. What is meant by positive
communication is that one's behavior is interacting with others in earnest and sincere.
Our treatment and speech will give you an idea of whether it is communicating
positively or vice versa. The positive communication we make will reflect the quality
of service we provide to our customers.

i) Non verbal communication

The way and tone of our voice say greetings, or call the customer's name with its own
meaning. The listener will find out whether we are sincere, bored, angry or alone from
our call. From here listeners or customers will make an assessment of our attitudes
and behaviors.

In addition to the tone of the voice, 'eye contact' is also an important element in
positive communication. When we talk to our customers it's best to look right on the
face. This is because it shows honesty, confidence and also a sign of respect.

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Due to the tone of our voice, the way we talk, our body and face are directly involved
when we communicate with our customers, it is strongly encouraged to be careful so
that our voice and our behavior match the message we are going to convey.

ii) Creating Customer Trust and Loyalty

In essence, the concept provides the quality of service to ensure that the power of the
customer to gain customer loyalty has been a common concern among researchers and
management.

Positive relationships among customers are able to produce loyal customers who can
increase the company's revenue. So, as long as the marketer runs the business, finding
the appropriate formula to ensure customer loyalty is achievable.

By establishing customer trust and loyalty, a company is able to get ideas and
communication information to increase sales and services. The loyal customers will
disseminate information about the company to the outside community and this will
have a positive impact on the company.

iii) Be Honest to Deliver Information about Company

In general, the relationship between the customer and the company is based on the
extent to which a company is honest in delivering information about their products
and services.

Question 4

Describe the impact of legislation and organization policies on workplace

relationships. Provide two examples.

Occupational safety and health have a field that aims to protect the safety and health
of workers. Workplace safety is an important aspect of a company's organization. The

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Government has taken the necessary measures by introducing the Occupational Safety
and Health Act 1994 on 25 February 1994.

Among the factors that led to the introduction of the Occupational Safety and Health
Act 1994 were due to the many weaknesses in the Factories and Machinery Act 1967
and the high accident rate statistics at workplaces.

It is the duty of every employer and every person employed to ensure that the
practitioner, safety, health and welfare of all employees are employed. Words used to
position employers' responsibilities and self employed persons are 'to the best of
practice'. The Occupational Safety and Health Act does not detail the meaning of
what is meant by the word to the extent practicable, what is stated is only the factors
to be taken into account in determining the meaning of this word. These factors are as
follows: -

 Worst dangers or risks involved.

 Knowledge of the hazards or risks and how to control it.

 The existence of an appropriate means of eliminating or reducing such hazards or

risks.

 Costs involved in removing or mitigating such hazards or risks.

i) In the case of Jordon Keith vs The Maddison Corporation, the plaintiff has been
employed as an exporter in the defendant board factory. He was injured during work
and as a result his three right fingers broke. The accident occurred because his
employer did not take any worker to do the job and the machine used was not enough.
Court has ruled that the defendant is negligent for not providing sufficient number of
employees to do the work and not to provide the correct and effective working
system.

ii) In the case of Laura Samuel v McGroger & Jason Daniel, the appellant who has
employed some workers including the deceased. During work, the deceased has been
poisonous gas in the well. Before this incident, there was a worker working in the
well-known well and this was in the employer's knowledge. The court has ruled that
the employer has failed to provide a safe working system for failing to act upon
knowing about the existence of toxic gases in the well. Meanwhile, in the case of

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Sarah Lee Lorry Transport & Forwarding vs Jerry Morgan, the Court has decided that
providing a safe work system is the employer's responsibility. This failure entitles the
employee to make a claim for damages. The fact of this case is that workers have
suffered serious injuries due to accidental loading of carpet rolls from their employer's
trucks.

Question 5

Outline three problem-solving methods.

Easy problems require a solution that contains uncomplicated steps. The individual
receives all the information required to solve the problem either in the form of verbal
or written in the instructions given to him. A simple problem has a specific solution
and an individual is easy to know whether the solution is correct or false. But for
complex problems, it requires logical reasoning and analysis.

Psychologists state that humans are learning something when trying to solve problems.
This is because in the process of solving individual problems will find a conclusion on
a subject, apply the problem in the simplest way, learn the problem solving laws and
create some plans or suggestions for problem solving. This process makes humans
mature (Anderson 1993).

1. Define the problem

Diagnose the situation so that your focus is on the problem, not just its symptoms.
Helpful techniques at this stage include using flowcharts to identify the expected steps
of a process and cause-and-effect diagrams to define and analyze root causes.

The chart below identifies key steps for defining problems. These steps support the
involvement of interested parties, the use of factual information, comparison of
expectations to reality and a focus on root causes of a problem. What’s needed is to:

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 Review and document how processes currently work (who does what, with what
information, using what tools, communicating with what organizations and
individuals, in what time frame, using what format, etc).

 Evaluate the possible impact of new tools and revised policies in the development
of a model of “what should be.”

2. Generate alternative solutions

Postpone the selection of one solution until several alternatives have been proposed.
Having a standard with which to compare the characteristics of the final solution is
not the same as defining the desired result. A standard allows us to evaluate the
different intended results offered by alternatives. When you try to build toward
desired results, it’s very difficult to collect good information about the process.

Considering multiple alternatives can significantly enhance the value of your final
solution. Once the team or individual has decided the “what should be” model, this
target standard becomes the basis for developing a road map for investigating
alternatives. Brainstorming and team problem-solving techniques are both useful tools
in this stage of problem solving.

Many alternative solutions should be generated before evaluating any of them. A

common mistake in problem solving is that alternatives are evaluated as they are
proposed, so the first acceptable solution is chosen, even if it’s not the best fit. If we
focus on trying to get the results we want, we miss the potential for learning
something new that will allow for real improvement.

3. Evaluate and select an alternative

Skilled problem solvers use a series of considerations when selecting the best
alternative. They consider the extent to which:

 A particular alternative will solve the problem without causing other

unanticipated problems.

 All the individuals involved will accept the alternative.

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 Implementation of the alternative is likely.

 The alternative fits within the organizational constraints.

Question 6

Explain three methods to resolve workplace conflict.

Organizations are a social unit comprising a group of people who work together and
interdependent with one another in the pursuit of individual and organizational goals.
The organization as a social unit has several employees who have been given a role to
carry out a task. They need to work together and connect with each other to complete
each task being directed. If they carry out their duties without the need for service and
cooperation from other parties, of course, they can not be completed as required in
terms of time, quality, quantity and other determinations.

Whereas the conflict refers to a requirement, need, interest in something or someone

between the two whose opinion is contradictory. Conflicts can occur both internally
and externally.

Conflict within the workplace is a thorn in the meat that if left untreated and can
ultimately cause the failure of an organization to carry out its operations effectively.
The strategies that can be used in resolving conflicts in workplace namely competition,
collaboration and compromise to achieve goals and solidarity in the team.

i) The competition strategy is often used to defeat the opponents and it creates a
win-lose situation as both parties are in conflict to achieve their goals. This situation
occurs in groups that are less concerned about unity and prefer to the achievement of
the goals set. This technique is also used to maintain status, to make decisions quickly,
to facilitate the situation and to satisfy the natural will whenever both parties refuse to
compromise and openly discuss.

ii) The second strategy is circumventing. Conflict issues are temporarily hidden or
ignored for collecting information and analyzing the problem. Members of the group

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are trying to avoid the disruption of the dispute because low team unity and the desire
to achieve the goal is low. Occasionally conflict issues are intentionally highlighted
by certain parties for some reason.

iii) The compromise strategy also uses negotiation and bargaining arbitration
techniques. This strategy benefits both conflicting parties from the settlement. Both
sides had to sacrifice their own interests to receive mutually-agreed benefits. This
means that a win-win situation occurs. Usually this technique goes through a
settlement process involving a third person acting as the mediator who is the belief of
both parties.

In organizing, indeed conflict is an inevitability of the organization. It is as

commonplace as the existence of a diverse nature and character of a human being. In
conclusion, be honest in the face of the conflict in the future. Prepare yourself with
the power of your heart and mind in hearing other people's situations. If we are honest
and open in conflict resolution and will produce a brilliant and advanced organization.

Question 7

Explain three methods of managing poor work performance.

In a performance management, the thing to consider is the excellent performance of

the manager and be an example to another employee. A way of management depends
on several factors, namely individual personality, workplace atmosphere, time
measurement and culture of an organization. Effective performance management
should have guidance and assistance in human resource development.

Importantly, managers must understand that poor performance that is not

addressed quickly is in reality seen by the employee as being condoned by the
manager. This is because people respect what you 'inspect', not what you expect!
Consequently your team, your people, pay attention to what you pay attention to. So if
the behavior you're getting is not what you expect, act on it now.

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i) Performance Appraisal

The basic objective of job evaluation is to abolish the internal inequalities of the
organization's rewards caused by the non-logical reward structure. Assessment of
work also has the potential to identify the structure of the work of an organization,
establishing a similarity and arrangement of interpersonal relationships, forming a
work value hierarchy that can be used to create a reward structure and to reach
agreement between management and employees regarding the work and internal
rewards of a firm.

Job evaluation is a method of comparing work by applying formal and systematic

procedures to determine its relative value to the organization ("On", August, 1997).
Through job evaluation, job and labor divisions can be arranged hierarchically when
questions about the value of a job, employee acceptance of the rewards they receive,
the value of employment to the employer, how this value can be clearly stated and
how a reward system fair can be created has been answered when every job is rated.

ii) Redirect behaviour to improve performance

After confronting a poor performing employee with 'what, how and why', at the same
time also begin the process of redirecting their behaviour towards what you expect of
them.

First, get their opinion of your assessment of the behaviour that's at issue. Once
you've agreed on the solution and the interaction is over, observe the employee's
behaviour over a period of time. In other words, make sure you follow up. If the
solution doesn't adequately address the situation, that's okay, because you've
addressed it early on. In fact, it can become a learning process for the employee as
they figure out how to get their behaviour where it needs to be. As long as they're
taking incremental steps in the right direction, learning each time, you'll be in good
shape.

As you observe the employee making changes and improvements to their behaviour,
positively reinforce their actions by telling them what you've seen them do
differently, how that makes you feel (and this time your feelings are positive)
and why you feel that way. The clarity of your communication will ensure they

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understand the impact of their improved performance to themselves, the team and the
organization.

iii) Training

The appropriate training requirements and methods for staff need to be identified. It is
recommended that training be provided to all employees of the organization
irrespective of the level. Particular attention should be paid to the selection and
training of staff employed or exchanged.

Exercise at the executive management level should be initiated in advance to create

awareness and understanding of the quality system. This is important because the
moral and material support from executive management is the key to the overall
success of the quality system operation.

Training should also be provided to technical personnel to increase their contribution

to the achievement of quality systems. Training should not be limited to them at the
highest level but rather involve marketing, purchasing, process and operation
functions. Attention should be given to training in the form of statistical techniques
such as learning about process capabilities, statistical sampling, data collection and
analysis, identifying and analyzing problems and corrective actions.

Efforts to motivate staff towards quality performance should not be limited to

production workers, but should also include marketing, design, documentation,
purchasing, inspection, testing, packaging and delivery, including sales service.
Management, professional and support staff should not be left out.

Question 8

Explain how to monitor, analyze and introduce two ways to improve work
relationships.

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Empathy, accountability and collaboration are very important words for improving
the quality of working relationships. Empathy connects and unites hearts,
accountability improves sense of responsibility and keeps people accountable,
collaboration creates people consciously moving to serve the process of work with a
full heart and helping each other to accelerate achievement.

Job relationships attach social obligations to one another within the organizational
structure. When social awareness increases in the workplace, everyone will be united
in a collaborative work with empathy and high accountability.

Organizational structure when controlled by personal interests, crazy respect and

power thirst; then, they will create hierarchies with layered bureaucracy that
deliberately slow down and make it difficult. Indeed, the hierarchy in organizational
structure intends to strengthen the surveillance system within the organization. The
question is, the power that is owned can make a person like it, so he forgets that the
layered hierarchy must be run effectively and productively. Therefore, at every level
of management, such as: first level, middle management, and top management (senior
management) must work with high empathy, creativity, high accountability, open and
fast flow in collaboration work.

Hierarchies can be very layered and that's good, but mental work should be subject to
fast and productive work collaboration. Organizational structure with layered
hierarchy is not meant to slow down, but it is intended that everyone be fully
responsible in every action. Layered hierarchies are meant to prevent errors and risks
through work processes, so the final result is free of problems.

Quality of working relationships should be built on empathy, accountability and

collaboration. When these three pillars strengthen within the network or within the
organizational structure, everyone can focus on their duties and responsibilities
effectively and productively.

Organizational structure should be an internal commitment to building a solid and

solid organization network. A strong internal organization network can be a social
tool for companies to unite and discover the best talents. And, these should all be the
tools of collaboration for the best achievement.

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In the organization there are always formal and informal leaders. Formal leaders must
have occupied positions and positions within the organizational structure, usually they
become part of the layered bureaucracy. On the contrary, informal leaders are
emerging by the needs of the people around them. The informal leader emerged from
the network, then led the collaboration without having any authority in the
organizational hierarchy.

Increasing work relationships should start with a similar vision and energy. When
everyone is in one vision and one energy frequency, the working relationship
becomes harmonious in an effective and productive collaboration.

The quality of good working relationships should flow through the ethos and strong
organizational culture. Good working relationships build awareness for work and
engage in mutual work. Every individual who is conscious to collaborate sincerely
and responsibly becomes a force that creates a strong work ethic within a strong and
reliable organizational culture.

REFERENCES

Anderson, Gordon C. (1993). Managing performance appraisal systems. UK:

Blackwell Publisher.

Benkhoff, B. (1997). Disentangling Organizational Commitment: The Dangers Of

The OCQ For Research Policy. Personnel Review, 26: 114-131.

Du Brin, A. J. (2004). Leadership: Research Findings, Practice, and Skills. Houghton

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 Mifflin Company. Boston, New York

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