This is partly pr!icat! on a desire to see a shift away from a previous focus in training on ‘leadership theories’ towards a type of learning that enhances skills competency, and helps managers feel ‘comfortable in their role’. in rolling-out widespread training, and in achieving an appropriate level of managerial capability – a capacity that the research report concludes is ‘hard to find in most UK organisations’.
This may feel a tall order, yet it is increasingly difficult to envisage a workaround when it argentina phone number library comes to people skills. As strategic human resource approaches have grown, so have the range of responsibilities that fall to front line managers.
Simultaneously we have seen an escalation in job intensity and work-relat! stress
All these factors are as much part of NHS establishments as many other organisations.
Line management may not be ‘rocket science’ as they say, but equally we should not underestimate the demands it presents for a combination of technical and emotional intelligence to be manag! alongside the day job. That’s why Acas and Sheffield and Westminster Universities were recently grant! an award we also made phone number collection from the Economic and Social Research Council (ESRC), to explore the question of ‘conflict competence’ in more detail (more about the tool develop! to enable this, and the progress of the project on the Skill! Managers website).
Stepping up training in the
Trust, and in other organisations embarking on a similar alb directory journey, is therefore going to be key to advancing sustainable approaches to conflict management, and fully realising the benefits of a whole, integrat! approach to managing conflict at work.
Drawing on research evidence like this new study will be fundamental to this process. It has been a pleasure leading the Acas conflict management research programme across a number of years, and I look forward to continuing to engage in the future of Acas’s work in this area, and that of the wider analytical community.