26 Human Values and Interpersonal Effectiveness

1. Learning Outcome

2. Introduction

3. Interpersonal relations

4. Relevance of values in management

5. Relevance of values for managers

6. Concept of interpersonal relationship

7. Essentials of interpersonal relationship

8. Human values and interpersonal relationship

9. Essentials of interpersonal relationship at workplace

10. Interpersonal relations at workplace

11. Summary

1. Learning Outcome:

After completing this module, the students will be able to learn about the following:

Interpersonal relations
Relevance of values in management Relevance of values for managers
Essentials of interpersonal relationships
Human values and interpersonal relationships Interpersonal relations at workplace

2. Introduction

3. Interpersonal relations

The interpersonal relations at work serve a critical role in the organisational development and maintenance of trust and positive feelings in the organisation. Although he quality of interpersonal relationship alone is not enough to product the worker’s productivity, but it can significantly contribute in it. an effective supervisor needs to abstain from showing the favouritism and avoid making difficulty and unpopular decisions, show concern for the subordinates without appearing to pry an also avoid misusing the supervisory powers. For fulfilling the organisational responsibilities, the supervisors requires to strike the right not in their interpersonal relations with the workers at the workplace. The supervisor must be approachable and friendly yet there is need of fair and firm. The ethical behaviour of leaders and the subordinates create a high interpersonal trust and the working of the organisation also improves manifold. Ethical human interaction affects workers in general and supervisor in particular. Sometimes, individual and cultural differences may complicate working relations. Supervisors may also be called on to listen to employees and give advice. Such an ethical approach to leadership helps in building the interpersonal trust and dealing with the stress in the organisation.

4. Relevance of values in management

The holistic approach of Indian wisdom is needed for the modern management to integrate matter and skills and values in a healthy manner. Modern management must incorporate Indian ethos and values to the perfect truncated model of man and recognises the man as a whole to assure wholesome human progress. Spirituality as well as material progress are needed together to satisfy the hunger of mind and soul as well as the hunger of physical human being. Value based holistic approach to management assures the over all development and prosperity of the human beings. As per the Indian ethics and ethos, the inner mind and inner aspects are governing overriding priority. Focus is laid on developing the inner mind. Faith and sincerity are two needs of the management philosophy. Work must be done in the right spirit and right attitude in a perfect manner. A management in a proper combination of these values and skills can assure the harmony and progress of the organisation and the prosperity of the society as well. This is the unique contribution of the Indian ethos. Thus, the values in the management are mandatory for the survival for the longer period of time.

The balanced scorecard methodology is one of the most popular methods for measuring the business value. A growing number of today’s economy people believe that people make difference in business. Many progressive business want to employ and develop only those people who possess a special predefined set of competencies such as creativity, innovation, adaptability, team work etc. these competencies guarantee that business strategies and relevant goals will be fulfilled while staying in tune with the corporate culture and values.

Few main importances of the values for modern management are discussed as below:

It provides a good base for the management for having a better business decision making process.
It improves the services provided to the partners or fulfils the customers’ real needs.
It facilitates the innovation to support organisation’s competitiveness
It creates a strong awareness of value culture with good understanding of business goals
It facilitates the good knowledge of business organisations It enhances the team spirit and communication process
It seeks commitment from partners, customers and stakeholders.

5. Relevance of values for Managers

The modern age is the age of knowledge and every section of the society and stakeholders are becoming more and more aware about their rights and responsibilities. In earlier times, the business could do anything to increase their profits and the society would have no say in influencing corporate affairs. Now the situation has changed a lot and due to more awareness and legal mechanism, the situation has drastically changed from the earlier one. There are values which are of utmost importance these days for the modern managers. Some of the main reasons for the relevance of values for the managers are as follows:

Young managers should understand and be aware of the reasons that underline the moral principles these are helpful in fostering the rational ability when applying these principles. It is vital part for ensuring the managers comply with the company standards for conduct.

Knowledge of values and business ethics will help the managers in resolving the conflicts with regard to the ethical issues as and when they arise. Knowledge of values will help the managers in setting a highly responsible tone for the organisation.

The study of ethics provides conscientious managers with morally responsible approach to business. The need for the responsible manager is acute as the business ethics cannot be entirely determined by law and government organisations

Values help the managers to realise their social responsibility. Many organisations find it wise to go beyond the primary mission and take into consideration the needs of the community.

Business ethics and values make the managers more accountable for the social responsibility.

The study of business ethics inculcates a high level of integrity in managers. Goals of the ethical education are to share knowledge and build and develop skills. It also helps in gaining clarity about the business ethics and to avoid the business misconduct in the organisation.

The study of business ethics will helps the managers to arrive at the decisions that they fell to be right and proper. It facilitates the individuals to understand their moral standards and ethical norms, beliefs and values so that they can decide when faced with the business dilemma.

Business ethics create the awareness of social and moral values through education.

Knowledge and awareness of the concept and practices of business ethics and values is equally important in managerial conduct and decisions making.

Business ethics improves the skills of reflective managers both in analysing concrete moral issues and in deliberating the strategies for solving moral dilemmas.

6. Concept of interpersonal relationships

When the two persons interact on some subjects of mutual interest and develop a relation then it is known as interpersonal relationships. And for strong interpersonal relationships to grow there is need of deep adherence of human values. An interpersonal relationship is a strong, deep and close association between two or more people that may range in duration from brief to enduring. This association or acquaintance between two or more people that may range in duration from brief to enduring. This association may be based in inference, love, solidarity regular business activities or any other type of social commitment. Interpersonal relationships are formed in the context of social, cultural and other influences. The contact can also vary from family to kinship relationships, friendships, marriage, relations with associated, work, clubs, regulated by law, custom and mutual agreement and are the base of the social groups and society. A strong bond between two or more people refers to the interpersonal relationships. The attraction between the individuals brings them close to each other and eventually results in a strong interpersonal relationship. An interpersonal relationship forms a major component of business organisations.

7. Essentials of interpersonal relationships

An interpersonal relationship is of many types. An interpersonal relationship can develop between any of the following:

Individuals working together in the same organisation People working in the same team

Relationship between a man and a woman, e.g. love marriage Relationship with immediate family members and relatives Relationships of a child and his parents

Relationships between friends

Relationship can also develop in a group, e.g. relationship of students with their teacher, relationship of a religious guru with his disciplines, etc.

8. Human values and interpersonal relationships

The most basic unit of wholesome human interaction is the stoke which is verbal or physical way of acknowledging another person’s value. A ritual is a mutual exchange of strokes which is a sort of reciprocal validation of each person’s worth promoting a sense of trust between people. The stroke means intimate contact such as what is received by an infant who is caressed, pinched and patted. At work place, most stroking takes place in the manner of verbal communication and body language like waving, smiling, a glance of understanding, shaking hands, saying hello, or even sending cards or flowers. Physical stroking may include placing a hand on another person’s shoulder, elbow or back. Some people might resent these gestures because they often represent a show of superiority. The need for personal validation is also great. People may prefer negative attention to being totally ignored. try to imagine how awkward it would be to meet a supervisor and not greet him in any way through wither words or gestures. The body language and tone of the voice play an important role in the intensity of the stroke exchange.

9. Essentials of interpersonal relationship at workplace

For a healthy relationship to take place in business organisations at workplace, some basic essential ingredients are needed. Some of them are as follows:

Individuals in an interpersonal relationship must share common goals and objectives. They should have more or less similar interests and think on the same lines. It is always better to individuals come from similar backgrounds.

Individuals in an interpersonal; relationship must respect each other’s views and opinions. A sense of trust is important.

Individuals must be attached to each other for a healthy interpersonal relationship.

Transparency plays a pivotal role in interpersonal relationship. It is important for an individual to be honest and transparent.

10. Interpersonal relations at workplace

Organisations and people oriented ness should comprise of the following:

Quality of customer service and appropriate demeanour. Characteristics of a superior service
Conveying a positive and helpful attitude
Analysing, breaking down and understanding others Conveying effective messages
Dealing with difficult situations and complaints
Improving relationships specially the internal customer supplier of critical information
Encouraging trust and cooperation
Using the right kind of communication technique
Identifying your personal contribution to a good service
Interpersonal relationships are dynamic systems that change continuously during their existence. Like living organisms, relationships have beginning, a lifespan and an end. They tend to grow and improve gradually as people get to know each other and become closer emotionally or they gradually deteriorate as people drift apart, move on with their lives and form new relationship with others. When the two human beings come together to form an interpersonal relation at workplace, then they conduct themselves as per the value system of each individual. This mutual bond becomes stronger if it is based on ethical value system and due regard is accorded to basic human values as given by society at large.

11. Summary

Inter-personal relations are very important at the workplace. They effect the whole human interactions and productivity in the organisation. Therefore, it is very important to promote healthy human personal relations in the organisation. The study of interpersonal relationships involves the study of various branches of the social sciences, including such disciplines as sociology, communication studies, psychology, anthropology and social work. The interpersonal skills are vital when trying to develop a relationship with another person. The scientific studies of the relationships evolved during the 1990s are referred to as relationship science. The ethical behaviour of leaders and the subordinates create a high interpersonal trust and the working of the organisation also improves manifold. Ethical human interaction affects workers in general and supervisor in particular. Sometimes, individual and cultural differences may complicate working relations. Supervisors may also be called on to listen to employees and give advice. The interpersonal relations at work serve a critical role in the organisational development and maintenance of trust and positive feelings in the organisation. Although he quality of interpersonal relationship alone is not enough to product the worker’s productivity, but it can significantly contribute in it. an effective supervisor needs to abstain from showing the favouritism and avoid making difficulty and unpopular decisions, show concern for the subordinates without appearing to pry an also avoid misusing the supervisory powers. For fulfilling the organisational responsibilities, the supervisors requires to strike the right not in their interpersonal relations with the workers at the workplace. The supervisor must be approachable and friendly yet there is need of fair and firm. The ethical behaviour of leaders and the subordinates create a high interpersonal trust and the working of the organisation also improves manifold. Ethical human interaction affects workers in general and supervisor in particular. Sometimes, individual and cultural differences may complicate working relations. Supervisors may also be called on to listen to employees and give advice. Such an ethical approach to leadership helps in building the interpersonal trust and dealing with the stress in the organisation.

When the two persons interact on some subjects of mutual interest and develop a relation then it is known as interpersonal relationships. And for strong interpersonal relationships to grow there is need of deep adherence of human values. An interpersonal relationship is a strong, deep and close association between two or more people that may range in duration from brief to enduring. This association or acquaintance between two or more people that may range in duration from brief to enduring. This association may be based in inference, love, solidarity regular business activities or any other type of social commitment. Interpersonal relationships are formed in the context of social, cultural and other influences. The contact can also vary from family to kinship relationships, friendships, marriage, relations with associated, work, clubs, regulated by law, custom and mutual agreement and are the base of the social groups and society. A strong bond between two or more people refers to the interpersonal relationships. The attraction between the individuals brings them close to each other and eventually results in a strong interpersonal relationship. Interpersonal relationships are dynamic systems that change continuously during their existence. Like living organisms, relationships have beginning, a lifespan and an end. They tend to grow and improve gradually as people get to know each other and become closer emotionally or they gradually deteriorate as people drift apart, move on with their lives and form new relationship with others.

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Suggested readings and references

Pramod Sharma, “Business Ethics and Corporate Values: An Indian Perspective”,Ravintanaya Publications, Shimla
S.K. Bhatia, “Business Ethics and Corporate Governance” Deep & Deep Publications,New Delhi
A.C. Fernando, “Business Ethics and Corporate Governance” Pearson Publications
SB Gogate, “Human Values & Professional Ethics”, Vikas Publishing House, NewDelhi.
Harris & Hartman, “Organizational Behavior” Jaico Publication House, 2002