!!!!! PLEASE LOOK AT THE EXAMPLES AND TIE IT TO THE READINGS. JUST LIKE THEY DID USE SOME OF THE READING EXAMPLES THEY USED PLEASE DO NOT GIVE A GENERIC RESPONSE. !!!!
This week we also discussed several articles by Adam Grant, a popular organizational psychologist & best-selling author. Adam’s research suggests that there are three basic types of employees in an organization: Givers (Individuals who look to benefit others), Takers (Individuals who claim value without reciprocating), and Matchers (Individuals who give and take equally). In this discussion, we want to take a closer look at how to best support “Givers” and how to deal with “Takers”.
Questions & Instructions
Put yourself in the position of leading a global team:
- What strategies do you find most effective in supporting “Givers” in your organization?
- Imagine you have an individual on your team who performs exceptionally well but who is a “Taker”. How would you deal with this individual?
Examples:
1. 1. What strategies do you find most effective in supporting Givers in your organization?
I like the strategy of limiting availability to givers, because it will allow them to focus on their own work without compromising the quality of it. If you put no limit on what givers can help out, then they will constantly being giving without ever focusing on the true intention of their job, which is to do well in their job tasks. By limiting their availability to help others it will allow them to have time to perform well in their own job tasks, and eventually learn to balance helping others and performing their own work. I am someone who is always willing to lend a hand, but I learned over time there needs to be some limit on how much we can help, so we do not compromise ourselves. Also, by limiting yourself it will allows to grow themselves and not constantly rely on someone else to do their work. While I encourage helping out, limits always need to be put in place, which can apply for really anything.
2. Imagine you have an individual on your team who performs exceptionally well, but who is a Taker. How would you deal with this individual?
I would deal with a person like that by challenging them to do something a giver would excel at, and that is by helping other people within the organization. A perfect way for this to occur in construction is for them to train an intern into a position full-time. There are many ways a taker could train an intern, but the best to evaluate their skills at that is by seeing the progress of the intern and understanding if the taker is willing to do a good job in helping others. If the taker is truly a taker, then results will likely show their project going well, but the intern not learning or growing at a rate necessary to work on their own. If the taker is truly helping out an intern, then the intern will be able to perform on their own in a certain amount of time, usually a year. Instead of confronting someone for being a taker, challenge them to do something a giver would do and see whether they can succeed at it.
Example
1.The strategies I found most effective for supporting givers and my organization were helping them set boundaries so they don’t overextend or overexert themselves. What it comes down to is that I’m a giver myself, and sometimes people who play into empathy can make it a huge game for them, but it could be to my detriment. I like to help people, but I also know that if I help too much and it seems like I’m going out of my way, other people may see me as a doormat. I like the advice that Adam said with having boundaries and utilizing your network, i.e., other employees or managers that could serve as mentor figures to help you with your task, so that you don’t overextend yourself. It is also important to know that it is OK to put your needs at the forefront, because they are important and affect you. For example, one example that I really liked was the lady who worked overseas, and she was ready to come back home to the United States, specifically New York, and she wanted the New York position, but she heard that it could be overstaffed. Instead of neglecting her own needs, she focuses her negotiation skills on how they could benefit others, i.e., her family. By tailoring her points to show how it could help others, she was able to land a position in New York, be closer to her family, and have her needs met. I like that using this form and method of negotiation helps you, and that you can give and take, rather than be solely a giver or a taker.
If I had an individual on my team who performs exceptionally well but who is a taker, I would want to deal with this individual by having an honest conversation with them and letting them know that they take more than they give, and that sometimes in a team, you have to be able to give just as much as you take. I want to let them know that it is not a bad thing that they are a taker, but also that it could help them on their journey to become a giver, and to balance both their skill sets and the benefits to themselves and the team at large. Whether they are receptive to this or not, it’s up to them, but I will want to have an honest conversation with them and not make it seem like I am attacking them, but to let them know about their weaknesses and to show humility and their character flaws, but also how we can help them improve.
Requirements: Two small paragraphs
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