Interpersonal (A) Flashcards
(10 cards)
Networking
Can take place through individual
conversations, group meetings, social
events, workplace events, or other interactive
activities
Networking is a means of building valuable
relationships, understanding the strengths that
colleagues bring to a specific industry or goal,
and supporting others with similar visions.
Networking initiatives
May include mentorship programs,
networking happy hours or lunches, and
team-building activities
HR managers can also foster connections
between lower-level employees and executives.
They should encourage employees at all levels
to participate in volunteer opportunities, attend
Business Resource Groups, and contribute to the
strategic planning process.
Building rapport
Ways to build rapport include:
• Inquiring about professional projects and asking detailed
questions that show genuine interest
• Helping others when needed and welcoming guidance
from others
• Sharing valuable resources with other coworkers (i.e., a
new article about emerging trends in the industry)
• Sharing other aspects of themselves, such as discussing
hobbies and welcoming others to share the same
Establishing a reputation
Involves networking, relationship building,
and displaying credibility
In addition, HR professionals should advertise
to others in the organization that their main
organizational goal is to help the personnel
effectively carry out their job duties and
acknowledge all communication from employees
in a friendly and timely manner.
Acknowledging stakeholder voices
Communication should be made to all
stakeholders to show that their voice is
of interest and to provide an overview of the
initiative topic and goals
This can occur in a tocus group, an email, or some
other recruitment method. During development
and implementation, it is important to directly
ask each stakeholder for their opinions on the
topic at hand
Stakeholder mapping
A tool that identifies the value an initiative
would bring to a stakeholder and the investment
and influence a particular stakeholder has in
promoting the initiative
✅ High interest: Employees care about policies that affect their day-to-day work.
✅ Low interest: Some departments might not be directly impacted.
✅ Level of influence or power – how much authority the stakeholder has over the decision.
✅ Impact of decisions – how much the decision will affect the stakeholder.
Emotional Intelligence (EI)
Components of Emotional Intelligence (El)
Social
Awareness ⬇️
Relationship
Management ⬇️
Self-
Management ⬇️
Self-
Awareness ⬇️
Social
Awareness
✅ Self-awareness
• Definition: Recognizing your own emotions, strengths, weaknesses, and how they impact others.
• Example: During a difficult conversation with an employee, you notice your tone is getting defensive. You pause, recognize your emotion, and adjust to a more neutral tone.
✅ Self-management
• Definition: Managing your emotions, staying positive, and controlling impulses.
• Example: You’re frustrated after a manager criticizes your HR report. You take a moment to calm down and focus on how to fix the issues, not on the frustration.
✅ Social awareness
• Definition: Accurately understanding others’ emotions, needs, and concerns.
• Example: You’re observing an employee in a meeting and notice they’re unusually quiet. You ask if they’d like to share their thoughts privately, showing sensitivity to their feelings.
✅ Relationship management
• Definition: Building and maintaining effective relationships, and using communication to inspire, influence, and resolve conflict.
• Example: Two team members are arguing over workload balance. You step in as an HR leader, listen to both sides, and help them find a fair solution, preserving teamwork.
Team-oriented organizational culture
An organizational culture that actively
views professional efforts as a group
accomplishment
Individualistic terms (such as “I achieved this”)
are rarely used. Knowing each team member’s
strengths and leveraging those when establishing
project responsibilities promotes effective use of
resources.
Grievance
Do
A complaint made by an employee that is
formally stated in writing
A formal grievance procedure allows management
to respond to employee dissatisfaction
appropriately through formal communication.
The goal is always to remedy the situation before
it escalates to the need for arbitration.
Grievance: Union employee
Every contract will lay out a slightly different
process to address grievances, however, many will
follow a similar pattern.
Employees first discuss the grievance with the union steward
and the supervisor. Next, the union steward discusses the
grievance with the supervisor’s manager and/or the HR
manager. The next step is for a committee of union officers
to discuss the grievance with the appropriate managers
in the company. Then, the national union representative
discusses the grievance with designated company
executives.
