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Building Relationships AT WORK Philosophy Essay

I move from my past company to Lender Mega on, may 2005. My assignment in Bank Mega is really as IT Development Section Mind. I am responsible for all of request development activities to aid banking operational, including the back office function. My previous company also a loan company called LippoBank and same as in Standard bank Mega, my past responsibility also in the application development.

My department in Bank or investment company Mega is under IT & Functions Director, and after we have some reorganization during 5 years period, starting previous September 2010 I divided the department into 8 departments (previously only 5 departments), that happen to be:

Asset / Loan Systems

Liabilities / Saving Systems

Card Request Systems

Treasury, Custodian & International Bank Systems

Customer Delivery Systems

Branch Delivery Systems

Management Information Systems

Corporate Function Systems

Since we add 3 new departments in our division, there are 3 vacant positions at division brain level.

Most of office heads under me is already in that position before I joint, only one of them I promote from personnel to be a department head. One of the most senior persons of these is Boy.

Boy gets the same age beside me, and he already proved helpful for Loan company Mega for around a decade. He has many activities about our bank operating system, especially in Loan systems. Because of the complexity of our own systems, I want people like him that understand also the banking business process so that it make easier to us to talk to the user and examine their need. If we can evaluate business requirement properly than we can form and offer the best system to them.

As a mature person, Boy has close romantic relationship with others most senior division brain, which also already functioned for Loan provider Mega for a long time at more than 10 years.

I have no big issue because the beginning dealing with him. The banking systems we use within Bank Mega is different with my prior loan provider, but since both are playing in the same portion which is retail bank, so the strategy is quite the same and not really difficult for me personally to get understanding on how the grand design of bank Mega system. However, I still need help from a person who understand the depth technique of the systems.

From the technological perspective, I rely on his skills and he can demonstrate that he really has good understanding about details of the machine. He also will support at the best effort when we facing something problem even during the night, as long as the problem is related to the application form under his accountable, if possible he also not head to come to any office. When doing development of new advancement requirements, the majority of them he can deliver on time, even a few of them he is able to deliver faster than concentrate on, only a few that he could not deliver on time and usually the reason more in the non technical issue, endorsement process, budget, etc.

Boy is very tranquil person, he did not communicate sufficiently with other people in my division, also with other people from another division, he was not worried about non technical affairs and cultural connections. Any activities which, relating to his thoughts there is no direct connection with his work and can disrupt focus and emphasis in completing the task or will disrupt his personal affairs would be overlooked.

At onetime, IT has a 2-days important management assembly outside Jakarta and he has already asked on leave before and the leave program is the same with the first day of the conference. I expected he is able to adjust his agenda such that it can follow the getting together with starting from the night time period of first day and so on until finished at the second day. But he gave known reasons for not participating the first day and promised will be there on the second day.

In fact, he even didn't attend the next day so he didn't follow the whole meeting, and in those days he arrived to any office for work. This problem not only disappointed me but also made me humiliated before my Manager, because even my Boss attending the second day to make a final conversation.

In addition to the above case, on each occasion of computer gathering, he always offered a reason for not attending. Also when we have each week IT meeting, whenever we talked about about issues in other team, he didn't want to contribute much and even sometime he leave the conference without authorization and ready until I call him back.

In my point of view, as long as he can deliver his job at agreeable time frame and with the good quality result, this problem is not actually bothering me. My division can deliver what were user's requests, I did so not get any complain about our careers and our duties. Everything was done well.

But, whenever i am thinking about his future, when someday I want to promote him to higher position, this condition won't acceptable enough by other people. There will be a rejection along with his personality, along with his management style. He has to advanced his communication skill, and action.

Base on my experience, good attitude is more important than good knowledge, to receive the better career and get the bigger position.

Action & Representation:

After I've received 4 half-day school about Expanding People Competencies, I became aware that I've made a mistake up to now. I only think about my goals to deliver system promptly with good quality. I love myself to acquire my sub-ordinate work hard for me to get things done, but I never think about 'developing people' under me.

After I back to the office, I am going to take action to boost and develop my sub-ordinate competencies. I learned so much from the course how to develop people. To build up Boy, I must do mentoring, not directing or even coaching.

First of all, I will concentrate to improve Son personality, increase his capability in communication and change his patterns and make him to start out thinking about non technical concern. I expect Boy will be the one of prospect of my successor, in the future.

Boy doesn't need much complex coaching, he has more expert than me to do specialized job. His control styles are:

Need achievement, he concentrate to do his job within targeted time and best quality

Need autonomy, he can decide and set up his team to get the items done as expected. He also does not really concern about how exactly other people considered his action.

He has a desire to improve his technical skill and even project management skill, but he doesn't have motivation to improve his patterns.

What he need is somebody who can quarry/dig what he really want in his life, in career, in social marriage, family life, etc. By understanding what's inside him, I can prepare technique to stimulate him, to see from another perspective to give him recognition is that basically what he wish to accomplish, is that basically what he must do?

First, I have to prepare some question to him. In my mind, probably I'll start with talking about his sub-ordinate: who is the best, why is she or he considered the best, what he expected from his sub-ordinate should do and really should behave, when someday he will promote his sub-ordinate to be a higher position like him, the type of folks he think need in that position, about the skill, knowledge and especially the habit.

By analyzing his respond from our dialogue, how he considered other people should be, I am going to know his value, maybe he has reasonable reason if he had has different priority with me.

If situation look allows me to go over further, I am going to continue with some question about him: what's his concern in live (family?, good friend?, career?), what is his expecting in career, what is his planning on from me, from his peer, and also from the company. Again, I am going to evaluate his answer about himself and about his expectation from the environment surrounding him, to get more understanding on him.

Second, when i understand more about him, I'll give reviews to him. Feedback could be in another question, like 'do you think when you respond (as usually he behave), you will get what you planning on'. Opinions also could maintain 'constructive' assertion.

Third, I have to make him trust with me at night. I must show that we empathy with him. How to make him believe on me? By recognizing his patterns, not humiliating him, not harassing him, not rejecting him, I think slowly but absolutely sure he will trust me.

When he already trust with me, I believe he'll start to hear what is my point of view, what is my value, the way i react to my sub-ordinate, to my boss, to my peer. Why I carrying out this and doing that, so they can compare is the fact that what he did was really what he want? Is he going to get what he is wanting by doing that?

That's what kind of action that I wish to do with Guy, I am hoping my action will get the positive result, and Boy would be the better person in the future. .

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