frozenzorpia's Journals
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1. In dealing with a difficult person, try to understand where he or she is coming from. But it is a mistake to expect the difficult person to give us understanding – that would simply be naive and beside the point. 2. What behaviors do I have that trigger hostility in others? What are my work habits that tend to repel others? Past behavior gives you sufficient material to tell you if you are a difficult person yourself. Assuming that you are of sound mind and want to improve your interpersonal situations, decide if you are willing to work on your identified flaws. And if you are, decide on what pace you can manage. 3. Understand that the behavior you can change and manage is your own. It is important to understand that appropriate behavior does not mean allowing yourself to get abused by others. It simply means doing your job in the best way that you can. It could mean avoiding malicious talk by not participating in them or not starting any to begin with. If you feel the need to vent your anger, do it with someone you trust and is not within the common office place. It does not help to feed difficult people ammunition that they can use against you. At the end of the day, it is your professionalism that will save you from the nastiest intrigues and malicious talks. 4. Observe patterns and try to find obvious and not so obvious causes. Ask yourself questions that will help you figure things out, such as: why does my boss keep changing instructions and without moving the deadline? Is this beyond his control or is this deliberate? If deliberate, is he training me to be more flexible and adaptive to change? If, after assessing the situation, you honestly believe you are being pushed up against a wall, then you need to try to understand what the possible anger is, and what can be done to remedy it. 5. At times, a heartfelt apology of past mistakes or the good old-fashioned gut-level talk is all that is needed to settle a disagreement. While it can be extremely unpleasant, decking it out, so to speak, is sometimes the best way to get something out in the open and resolved. 6. Understand that misunderstandings can occur. Breakdowns in communication happen very often in workplace, and while it is key to keep everyone on the same page, there are bound to be mistakes and misunderstandings. Learn to give leeway for the possibility of it happening. 7. Remember, it takes two to tango. If you detest power struggles and office bickering, then decide that you will not allow yourself to participate in any form of power struggle. 8. Learn how to manage expectations. Unmet expectations between boss and subordinate, between departments, between team members can cause a lot of anguish on both sides. It is a fine skill (almost an art form) to be able to set clear performance expectations, level them off and review them for relevance on a regular basis. It is the job of a boss to let her subordinate know how his or her performance will be gauged. It is the job of the boss to communicate the yardsticks by which the subordinate’s performance will be measured. 9. It is always best to match expectations against potential and capability. The saying “you cannot give what you do not have” is a cardinal truth in setting expectations. Asking for something that is not in the person’s ability to give creates the breeding ground for difficult people and situations. While this may seem obvious, it is the most basic problem in many offices. People not suited to their tasks, whether out of blind incompetence or a struggle to prove their worth and capacity, will always act out of the worst kind of insecurity. 10. In the workplace, assume that given the chance, people want to do a good job. And they want to feel rewarded for having done a good job. Some difficult people have a history of having been treated unfairly. It is possible that these people are difficult because they are demoralized. Or they could have been victims of an unfair reward system. Difficulties easily develop in a work environment where a fair reward system is not put in place to encourage and sustain productive performance. This is a tricky but very key point in keeping a happy and high-performing office: BE FAIR. Sources: http://www.business-marketing.com/store/article-diffcowkr.html http://www.bayt.com/job/career-article-921.adp?body=career-article-921 http://www.allbusiness.com/human-resources/workforce-management-conflict-resolution/11133-1.html |
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Zorpia 2.0 Launched in the Philippines
Monday,Jun 23 2008, 04:03:22 AM (Last updated: Monday,Jul 21 2008, 03:20:30 AM)
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ZORPIA chief executive officer (CEO)
Jeffrey Ng is coming back to the Philippines to finally introduce the
new Zorpia, which is fondly called Zorpia 2.0 or Z2.
With Zorpia.Com's desire to provide their at least 7.5 million users with more accessible and innovative medium to communicate, Ng will personally launch Z2 in the country. Zorpia is considered as "one of the biggest social networking websites in the world". It embraces the "global competitiveness" with site core of broadening horizons and connecting people all over the world. It also provides a community setting for users to share unlimited photos, post journal or forum entries, and customize personal profiles and skins. It is similar to Myspace, Friendster, among other social networking sites. On June 23, Ng will visit the country to be part of the Fil-Negosyo Expo at the Megatrade Hall where most businesses, like Zorpia, are showcased along with other marketing companies, information technology (IT) companies, marketing management, and consultancies. Some of the highlights of the expo are product presentations and giveaways; free online tour for different organizations, agencies and companies; and free online sessions. There will also be an on-the-spot raffle during the event. Fil-Negosyo Expo's theme for the year is "Convergence for Global Competitiveness, Sulong Negosyanteng Global Pinoy!" |
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