Coordinating

Familiarity with the Soft Skills of Coordinating with Others Part 1

One hand and two hands … one hand has no sound, right; But both hands do not necessarily have a happy voice. 

It may be the sound of the other hand washing and wiping the coronavirus; The sound may be the sound of scratching and injuring the other hand.

What is important is the coordination of the groups. Coordination is the group that is added.

Because if there is no coordination, in the best case, it is a waste of time, energy, and facilities, and in the worst case, it is enmity, hatred, and sabotage.

Coordinating with others is a soft skill …

Coordinating with others is one of ten skills It is the softness that the World Economic Forum has made necessary for living in today’s world. Soft skills are skills, apart from your specialty, that you can take with you from one job to another and from one position to another.

Skills that can make you successful, and in a professional setting that is the same as others, having these skills will make you the right choice for a particular job or position in a company or organization.

Various studies in different parts of the world have shown that a large part of the success of individuals – sometimes up to 85% – is rooted in soft and human factors and abilities, and the remaining percentage goes back to their specialization.

This is true even of companies and their profitability. If they can go back to the root of their problems, the human problems, and solve them, they should expect great success.

A year and a half ago, I tried in this section to let me mention some of these soft skills.

Harmony with others …

Coordinating with Others is a skill that may seem normal at first. Well, it’s clear that I have to coordinate with others to work, or I have to coordinate with family members in family life.

It seems simple, some questions are not easy to answer: So where do all the big and small problems we have in our private and public lives come from?

How is it that there is not a day when people are upset, angry, or Do not complain? What is the root of all this waste of time and energy in companies and organizations? Do we not have a problem when we are alone and others are not present?

Aren’t they really present in our minds? Why in many cases this presence, Is it stressful and annoying?

It’s not just about having relationships with others. What matters is the quality of the relationship and how well we coordinate with them in doing things. The prerequisite for this coordination is to have minimal knowledge of ourselves and others.

An African proverb says, “If you want to go fast, go alone, but if you want to go far, go with others.” This clearly shows that it is not possible to go to distant horizons alone; It is not possible without coordination with others.

There is no doubt that we have nothing to say without others. Basically, the formation of the human mind is done in a process called socialization. That is, man is the first through others to realize his psychic life and find self-understanding.

Coordination with others can be considered the ability to organize the various elements or components in an organ in a way that enables them to work successfully to achieve a single goal.

Why is it important …

Think for a moment about the written or unwritten history of mankind. From the time when humans hunted with each other’s help or fought predators and angry nature until today, when companies or organizations run by millions of members, has it been possible without coordination with others?

Let’s not go too far. Think of the same crisis of the Covid 19 outbreak. Its global outbreak has inevitably been the result of international communication and, of course, the conscious efforts of millions of people around the globe to combat it.

Think that tens or even hundreds of millions of people would have fallen victim to this pandemic if it had not been for the coordination of many people and organizations around the world in less than a year? So let’s not doubt the importance of the phenomenon of harmony with others.

Basic components of coordination with others …

To be able to coordinate with others, we must first gain a cognition, albeit a relative one, from ourselves and then from the others with whom we are supposed to coordinate.

One of the best ways we can get to know ourselves and others is to recognize our own needs and the needs of others. By doing this we can figure out where each of us stands.

In the article ” That children the 210th issue of the network, I had references to the life and thoughts of Abraham Maslow. Maslow believed that human needs could be divided into five categories or levels.

These needs are usually represented in the form of a pyramid. Although Maslow, as a humanistic psychologist, believed that man’s greatest need was the need for self-actualization, this need is at the top of his pyramid.

 At the bottom of the pyramid are physical needs such as food, water, shelter, and sex.

If these needs are properly met, the person has the motivation to go to a higher level, that is, security-related needs, which goes back to the stability and orderliness, and predictability of the world around the person.

At the third level is the need for love and belonging, which appear after the physiological needs and safety needs are met and cause the person to seek intimate and friendly relationships.

If these needs are met, the fourth stage of needs includes the need to gain respect from others and self-respect.

If all the needs of the previous four stages are met, one can consciously and voluntarily enter the stage of self-fulfillment and realization of one’s abilities.

By looking at the Maslow pyramid, we can see what stage of the pyramid of needs we are in the first place, and at the same time, we can discern where others stand.

If you are a manager who expects your employee to be at his or her best, while he or she is involved in meeting the most basic needs of the first phase, can you expect a high level of cooperation and coordination?

How can we expect people’s potential to materialize when we know that simple needs such as having a decent home have not yet been met?

To know how to influence the behavior of others, we need to look at what motivating stimuli affect them. To answer this question, perhaps the great psychologist and theorist William Glaser is a good choice, who with his theory of choice and reality therapy tries to look at human needs differently and see what motivates them.

Glaser theories have influenced many areas, including management, marketing, and education.

Robert Webbing, author of Employee Coaching, 4 points to five intrinsic motivations that must be satisfied for an employee to feel satisfied and satisfied with their work and to do their job with commitment.

  •  Survival and physical needs: food, shelter, and oxygen. Most managers do not have much to do with these needs.
  • Love and a sense of belonging: Humans genetically seek relationships with others, and the source of many human actions requires belonging.
  • Power, Achievement, and Feelings of Value: Feelings about finishing tasks and projects, finding solutions to problems, gaining knowledge and skills, leading others, being recognized, and feeling valued are all related to this need.
  •  Pleasure, fun, and learning: Repetitive and tedious tasks do not give any employee any vitality or motivation.
Freedom, Independence, Autonomy:

We all like to choose and do not like coercion or threats. A manager encourages his employees to consider and evaluate their choices and gives them as much freedom of action and autonomy as possible.

Based on these needs, the author proposes an intervention system, which stands for WDEP. Wants: What do you want? (Identify employee desires and perceptions), Doing and direction:

What are you doing?

(Employees keep a close eye on their behavior and what they do), Evaluation: Evaluate the card (the most important part of the system. Putting employees in a position to evaluate their desires, actions, interests, and efficiency.) Create.

(Help employees plan realistically and accurately to meet the needs of themselves and the organization.)

In this memo, I have tried to look at the definition and importance of the skill of “coordinating with others” and explore its theoretical foundations.

In the next issue, I will point out the practical importance of this skill and its role in our success

Footnote:

Employee coaching, awakening and guiding employee motivation, Robert Webbelding, translated by Ali Sahebi and Amir Mohammad Pahlonjad, Andisheh Ehsan Publications, first edition, 1399

 

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