Sunday, December 1, 2019
WorkSite Development Plan an Example by
WorkSite Development Plan Bristow Group Inc. is mainly involved in the providing of helicopter services to its client. Its services include helicopter transportation, maintenance and other related services that are channeled towards improving their core business (Bristow, 2006). The company's vision states that the company strives to maintain its lead in the aviation industry and maintain a competitive edge over and above its competitors. The company aims at achieving this by maintaining healthy relationships among its clients, workforce and focusing on the furtherance of the business into new markets. Among the companies values, teamwork is enhanced so that individuals can work together in pursuit of the organization's goals (Bristow, 2006). The company's policy ensures harmony in the workplace and individual employees appreciate each others views and opinions (Bristow, 2006). Need essay sample on "WorkSite Development Plan" topic? We will write a custom essay sample specifically for you Proceed Undergraduates Usually Tell EssayLab writers:Who wants to write assignment for me?Specialists advise: Ask Us To Write My Paper And Get Professional HelpCustom Writing Service Best Essay Writing Service Pay For Essay Papers Write My Essay Online To maintain leadership, Bristow Group has resulted to diverse employees that will present the company with opportunities they can exploit before their competitors. Diversity refers to the unique attributes of individuals that can be incorporated into the organization for the improvement of its products and services (Konrad, Prasad & Pringle, 2006). Individuals from different backgrounds have different survival abilities that may be instrumental in the organization as it seeks to survive competition in the business environment. The individual approaches to survival in life may be useful to the company to ensure its continued survival. Different individual employees react differently to emotions and there is need to level their reactions so that they can avoid creating an environment that is not conducive for the employees. Therefore there is need for individuals to be equipped with emotional intelligence so that they can evaluate their emotions and learn to control them to ensure a ha rmonious relationship among the employees. Emotional intelligence is the ability of an individual to assess their feelings, understand them and avoid them if they are to negatively impact the environment (Schubert & Kravitz, 2000). Schubert & Kravitz (2000) state that emotional intelligence is very vital in promoting healthy relationships in the workplace as it depends on the feelings of the individual towards fellow employees and the whole organization. The evaluation of an individual feelings gives them the power to make decisions using both their analytical ability and intuition. The use of these two facilities in decision making, make an individual effective in responding to their duties and also making the right but hurried decisions in tough circumstances. Emotional intelligence also enables an individual to be able to deal with people who have got different needs in the workplace and the wider business environment. The emotional intelligence of individuals should be improved over time as the business environment changes. Some business aspects may be irritating to the employees and they should be able to express their feelings and views freely. Employees should also evaluate their emotions to ensure that they do not frustrate other employees in the workplace and this will ensure great effort in implementing teamwork duties. Kravitz and Schubert (2000), classifies emotional intelligence skills into five groups that are individual related skills, interaction skills, positive analysis skill, self control and adaptability skills. The company, so as to improve on emotional intelligence of their workforce, should administer a test that asks individuals questions that relate to their emotions and how they control them. The test aims at enabling an individual to evaluate their emotions and be true to themselves so as to determine how to deal with their emotions and not affect the activities of the company leading to losses. People who are aware of their emotions are aware of the dynamic environment surrounding them and they look for other means to solve the challenges that are brought about by change. Change involves uncertain circumstances that should be taken cautiously to avoid negative impacts in the company (Douglas, 2001). Individuals who are aware of their emotions are ready and willing to deal with chan ges in the environment. They always look for solutions to solve their problems and are more able to control their emotions to avoid negative repercussions. Operating environments for the organization become very volatile and the organization needs to be dynamic enough to handle the volatile situations otherwise they will lead to closure of the organization. By knowing the emotional reactions of individuals, the organization is able to prepare in advance by informing them on any forthcoming changes and individuals will now have the responsibility of controlling their emotions and adjusting to the new environment. Understanding one's emotions is very crucial especially in an environment where the employees are from different backgrounds (Konrad, Prasad & Pringle, 2006). Employee's backgrounds impose different beliefs in them and they strictly follow them. Other colleagues in the workplace should respect the cultures of other individuals and become aware of the values they uphold. The work site development plan should consider the values that the individual employees uphold and make sure that all the employees in the organization understand them so that they can check their reactions to the other employee's actions. References Bristow. (2006). Bristow. Douglas, E. (2001). Bullying in the Workplace, pp 159-162. Atlanta, Gower Pub. Kravitz, M. & Schubert, D. (2000). Emotional Intelligence Skills, pp 3-6. Chicago,Thompson Pub. Konrad, A., Prasad, P. & Pringle, J. (2006). Workplace Diversity, p 191. London, Sage Pub.