ASK THE FREEDOM OF THINKING ON A CERTAIN SITUATION

The Need for Assertiveness

This sentence we often encounter in discussions or conversations between departments or between departments within the company. The few words we often encounter can vary. Let us see, this problem will not drag on if there is a firmness of the Board of Directors. Actually the solution is easy as long as there is firmness from the Board of Directors. This is all because the Directors are not firm in making decisions and so forth. The point is to refresh freedom of thought in certain situations.

This means all this is about the attitude of the leader in deciding something problem in managing the conflict in the company. The picture also illustrates that in making a decision then this attitude is necessary. Can all leaders do it? It should be, because it really is a part that must be implemented in leading the company. Firm attitude tends to be disliked for people or groups who have undisciplined habits, but against people or groups who also have a high level of discipline then a firm attitude is well liked.

What about the company? This attitude is needed. All stakeholders of the company will surely love a firm leadership. In order for our perceptions to be the same, we should first understand that the firmness is between passive means in an aggressive way in the face of the people they lead, applying firm stance also needs the right strategy and timing when the firmness is applied.

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Situations that need to be firm

In certain situations then assertiveness may not solve the problem, but it will exacerbate the problem. For that we need to know in what situations such assertiveness is necessary. The following examples illustrate situations that require firmness.

1. If an employee's performance inhibits the achievement of company objectives, then firmness or firmness should be addressed. An example of an employee who often commits a disciplinary offense is not properly punished. He was left alone to do what his colleagues say wrong. The reaction that will appear to the perpetrator is that he repeats the same behavior because he feels that his behavior is still safe. Unfortunately it does not stop there but it will affect other colleagues. What kind of influence? A co-worker who already has a little misbehavior or an initially disciplined employee will do the same thing because of the lack of firmness from the leader of the company to straighten out the behavior.

2.   The actions of a person will have a negative impact on your success in leading. This tendency will usually strike you personally and as a result there is no authority from the leader is the person of choice then his authority must be preserved. It does not mean that people keep a distance from the people they lead. The action in question is a tending action. Co-op the authority of the leader. Please all the elements provide input but when the leader makes a decision then all must follow it. Correction of wrong decision may be made but if it is decided then all must follow it. If we as a subordinate do not follow it then very inappropriate to be imitated because it is part of a power coup that will hinder the achievement of the leader's goal in managing the company.

3.  Repeated consumer problems that have actually been solved by you but then appear again. In such situations there is occasionally the thought that it is a common problem. It is very wrong if the leader underestimate a problem with the consumer. Remember this problem has a continued result if you are not careful in making decisions. Your critical attitude as a leader is tested by a problem that your layman or employee thinks is trivial. Almost all management science encourages the caring attitude of the leader and all his employees in overcoming the problems faced by consumers. That's all because the company will lose its customers because of the ignorance by a handful of its employees.

How to Apply it.

Implementing a firm attitude needs to look at the situation and conditions. The first thing you should keep is not to make it worse. Looking for loopholes on which part or when to take on the role. And more importantly what you do to execute that assertion. Make a good preparation, if you need to practice what needs to be delivered or what will be spoken, even if you are the boss and the behavior of your subordinates is also very annoying then make sure you can control the emotions. Here's a little experience we can share.
Describe clearly or give an idea to the person about the behavior that needs to be changed. Have you ever convey something with a parable eg A's behavior like this is not good when in fact is the behavior of your men who are dealing with you. He if people understand the parable earlier, if not then the message is not up. Just say as an example you are often late and the behavior must be changed.

Convey the negative impact of the behavior that must be changed earlier. For example by often coming late then our work is not completed on time. As a result the delivery of goods will retreat and acceptance of the company also backed down. Convey also that with the change of behavior, the positive impact is will help the company in improving its performance. As a result the welfare of employees can also be improved. Sometimes it is necessary to swap positions and the language can be this way: what would you do if you encountered a situation like this if you were the leader.

Last is to get a commitment that the negative behavior is changed. Please ask directly whether or not to agree and can also say that this request is not difficult to implement because most of your friends can do well. Then ask when to start and continue the evaluation to make sure that the person is really committed to the commitments already made. And if you succeed in rewarding and if not then give punishment.

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