.The two questions is student answer question and I need to respond with resournces:1. The interteam challenge I was involved in is similar to the situation Priscilla described. I was hired as a non-supervisory team lead at a previous agency. I was excited about the position and understood my role. My job was to track workload and workflow to ensure even distribution of tasks and to minimize any bottlenecks in processes. However, the HR Director who hired me to lead her team of generalists did not communicate this to them prior to me coming on board. A few weeks later after making huge efforts to get to know everyone, I found out that the team assumed I was hired to supervise them, and they were not happy to have an additional layer of supervision in their chain of command. It was then that I had an ‘aha!’ moment and began to understand the lukewarm reception I received when I came on board, the unwillingness to collaborate and the “who does she think she is” attitude toward me from a couple of senior team members.As Vos and van der Zee mentioned in their article, in-groups are much more willing to assist others in their groups (2011). To the team, I was an out-group member. But, through improved communication, the HR Director could have facilitated better my induction into their in-group. Fortunately for me, there were members within that team who were high relationally oriented individuals (Vos & van der Zee, 2011), and so were more willing to cooperate and collaborate and convince others to do the same. Fortunately for them, my patience and empathy levels are high and I like to kill people with kindness, so I was committed to getting to the root of the interpersonal issue so that we could focus on getting the work done efficiently and effectively. This team ended up being one of the best I have been a member of and my friendships with all of them continues today.Vos, M., & van der Zee, K., (2011). Prosocial behavior in diverse workgroups: How relational identity orientation shapes cooperation and helping. Group Processes Intergroup Relations, 14(3), 363-379. doi: 10.1177/13684302103824272.All three key areas have been a discussion in my organization. Onboarding has a huge impact on recruiting, hiring, and retaining the best and brightest people. Identifying and implement processes that accomplish this task is instrumental to achieving this goal. As far as diversity, it’s no secret that diversity is critical to an organization. Every organization should strive to create a diverse, inclusive workplace where difference are valued and all employees are engaged and motivated. My organization has made it their priority to create a workforce with a broad range of ethnic and cultural background, expertise, educational and life experiences. This broad range ensures diversity of thoughts are heard and perspectives and differences are valued. My organization has a zero tolerance for harassment. Our policy primary focus is to ensure all incidents are reported, investigated, and resolved quickly. We hold everyone accountable for adhering to the policy. These training are not only required to stay compliant, but can adversely effect the workplace if not addressed in a timely manner. If an organization does not create a successful onboarding process, a diverse and inclusive workplace, and a harassed free environment, they can spent a lot of money and resource when disgruntle employees decide to leave the organization.
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