Human Relations - 1035 Words

Human Relations, communication, and interaction with others are key components to effective educational leadership. These are the foundation as to what leadership lies upon. This continues to be important in education, as accountability in schools and its workers are constantly being increased. In order to work well within the organizational environment of a school, superintendents, coaches, teachers, parents, community members and students must be able to communicate in a variety of effective modalities (Razik Swanson, 2010). These modalities gives school leaders the tools that they need to make effective decisions that can improve a school and all it’s components. Without an understanding of human relations and how it pertains to†¦show more content†¦Ã¢â‚¬Å"They should stay up-to-date with communication technologies, so they are prepared to lead their schools and districts in new ways of communicating†(Young, et al., 2008, pg. 93). It is crucial that school l eaders, lead by example in the ways that they expect their co-workers to communicate. Effective communication is key to a successful school and positive school climate. The increased use of technology has had affect on how communication is made in schools. This is at all levels, administration to staff, staff to student, student to staff, and parent to staff, and vice-versa. A majority of communication is now indirect (via email or text message) versus direct (actual face-to-face interaction). This occurs because of the ease of using technology and the fact that we are a busy society. Schools are busy, staff is overworked and underpaid with increased accountability. There is so much to do in so little time. It is much easier to press a few buttons and communicate your message versus going to that person and having an actual conversation. â€Å"Reitz (1987) reported that face-to-face communication tends to be more effective than written communication (if the verbal and nonverbal cu es are compatible) but admitted that written communication tends to yield greater comprehension† (Razik Swanson, 2010, pg. 165). With this being said, itShow MoreRelatedThe Scientific Management And Human Relations1138 Words   |  5 PagesOrganisational behaviour is influenced by two main theories, scientific management and human relations. The scientific management approach developed by Frederick Winslow Taylor is one of the earliest ideological approaches which attempted to explain a management process scientifically. The main goal was to find the techniques to improve production efficiency of workers scientifically. On the contrary, human relations studied by Elton Mayo studied the social interactions within a working environment.Read MoreManaging Human Relations3010 Words   |  13 PagesDefinition of Human Relations In our business world today, people who enter the workforce are discovering that interpersonal skills represent a very important category of basic skills valued by employers. These skills can also help us to cope with a wide range of work-life issues and conflicts that surface in our lives. Besides that, these skills will also help us in areas such as interviewing to get a job in the future, improving our personal communication skills and buildingRead MoreEpistemology And Its Impact On Human Relations1839 Words   |  8 PagesExistence in this sophisticated world as the habitat of human life has been faced with numerous challenges exhibited in policies that govern relationships. Human variations in perception of various life concepts are navigated by understanding, knowledge and the meaning attached to issues. Poverty, racism, global warming, terrorism, disease, political and religious affiliations are among the issues that impinge human relations today. These problems are influenced with people’s knowledge about existenceRead MoreEssay on Canine Human Relations869 Words   |  4 Pages Is dogs worth to humans simply as mans best friend? Throughout history, dogs have been protectors, companions, and pets. However, science is saying that there is much more to these creatures. Dogs Read Human Expressions, by The Huff Post, and The Doctors Dog Will See You Now, by Melinda Beck explain the scientific connection between dogs and humans. Science shows that dogs interaction with humans makes them more than just pets because dogs interact like human children and canines assistRead MoreWhat Defines Human Nature And The Hierarchy Of Human Relations?1328 Words   |  6 PagesWhat defines human nature and the hierarchy of human relations? In this paper, I will argue that Beauvoir s view that society constructs man, maleness, and the masculine as the human standard (rendering woman, femaleness, and the feminine deviant and defective) is flawed. Although Beauvoir s evidence was compelling I had several issues with some of the finer details such as what term designates a human being, that a woman s body is considered disadvantaged, and that female nature is defectiveRead MoreHuman Rights And International Relations1572 Words   |  7 PagesDower, N. (2007) ‘Human rights and International relations’, The Internatio nal Journal of Human Rights, pp.86-111 Whether there is a place for Human rights in the arena of international relation has sparked an interesting debate. Whereas some contend that the arena of international relations and foreign policy is evidently interest-led, some have sort to see an increase in a global agenda that places value on human rights and ethical considerations. Nigel Dower, bringing a philosophical backgroundRead MoreSocial Relations And Human Resource Management1223 Words   |  5 Pagessocio-economic, political etc.) has a significant impact on labor relations and human resource management (HRM). â€Å"The human resource function matters more than its practitioners tend to think. Human resources is a crucial point of intersection between the broader society and business† (Capelli Yang, 2010, p.1). The impact of societal issues such as unemployment, poverty, inequality and lack of human development on labor relations and HRM is significant. Context (cultural, socio-economic, politicalR ead MoreHuman Resource Management And Labor Relations951 Words   |  4 PagesName: Priyal Patel Course name: Human Resource Management and Labor Relations in the Aviation and Transportation Course number: 47-506-01-FA15 Human resource management in Aviation:Recruting and selection. Abstract The commercial aviation industry is safety-sensitive, high technology and extremely competitive service industry. The implications are vast and pervasive affecting no less than the organisation’s strategy, culture, and numerous operational activities.Read MoreTaylorism and Human Relations school of thought2175 Words   |  9 Pagesmanagement became a ture science. However, in 1930s, pactical problems caused by Taylorism led to its replacement by the human relations school of thought. In this stage, theory built up with the diffusing of labour movement in capitalism countries. This essay will focus on two of the earliest management approaches of Taylorism (scientific management ) and the Human Relations School of thought. First the writer would like to compare and contrast of the two theories. This is followed by the centralRead MoreHuman Dignity in Relation to Universal Healthcare1814 Words   |  7 PagesHuman Dignity is complex there is no solid definition but similar words such as value and worth arise (ACU, 2014, 2.1.2) Many have different definition of what human dignity is these are two main categories of what human dignity means to people: Category 1 Some understandings of human dignity are based in the belief that it is something all humans already have, these are called â€Å"Attributed Dignity† (Weisstub and Dà ­az Pintos, 2008, p 27) - Because we are human, OR - Humans have special attributes

Should Abortion Be Legal - 925 Words

Discussing abortion can be an extremely controversial topic, which brings out strong opinions on whether or not it should be illegal. â€Å"The U.S. Supreme Court legalized abortion in the Roe v. Wade decision in 1973† (emedicinehealth). Abortion is a widely discussed topic throughout the American society, some people find it to be a good thing, and others find it to be a bad thing, and lastly some people find there to be pros and cons of abortion. As Americans, we have the choice of who to marry and where to live, so we should have the option of whether or not we want an abortion. The Court deemed abortion a fundamental right under the United States Constitution, thereby subjecting all laws attempting to restrict it to the standard of strict scrutiny.(RoevWade) As you can see in the Roe v Wade court case, the justices found that having an abortion is a constitutional right. Pro-choice abortion allows women to choose how to abort an unwanted child. Regardless of the moral and religious implications, every woman should investigate how each procedure is done, what side effects are normal or abnormal, and what complications may arise due to having an abortion. One of the many ways you can start the process of abortion is to take the morning after pill, which prevents that the pregnancy from continuing. Or there is the option to have a Dilation and extraction, which then a surgery takes place. Having the right of Pro-choice, theref ore, gives abortion the act of terminating a humanShow MoreRelatedAbortion Should Not Be Legal1647 Words   |  7 PagesOne of the most highly debated topics is abortion and whether or not it should be legal. People who oppose abortion, meaning they are pro-life claim that abortion should be completely illegal with no aspects of it whatsoever; it can be a murder for the people standing against it. The other side of the argument, meaning people who are pro-choice, defend it by believing it to be a right been given to the women. They also claim even if abortion was to be illegal, it would still be practiced. EveryRead MoreAbortion Should Not Be Legal920 Words   |  4 Pagesworld has struggled with for ages and one thing that people are advocating around the world for is abortion. Abortion is either a procedure or pill that stops a fetus s heart. Abortion should not be legal because life beings at creation, abortions are a direct violation of the 14th amendment, and thousands of p eople would love to adopt a child: handicapped or otherwise. Abortion should not be legal because life begins at creation. What is creation? Some people say conception, but it actually isRead MoreAbortion Should Not Be Legal Essay1596 Words   |  7 Pages Abortions have been performed on women for thousands of years. Abortion is the deliberate termination of a human pregnancy. Most often it is performed during the first 20 weeks of being pregnant. The controversy over whether or not abortion should be legal continues to divide Americans till this day. An important landmark case was the Roe v. Wade case, where the Court argued that the zone of privacy was broad enough to encompass a woman s decision whether or not to terminateRead MoreShould Abortion Be Legal?1320 Words   |  6 PagesAbortion, as you all may know, is a really popular topic. There have long been many debates between the two groups, pro-life and pro-choice. People who are pro-life believe that part of the government’s job is to protect all forms of human life. Those who are pro-choice believe that every individual should have control over their own reproductive systems. Pro-life supporters strongly believe that even an undeveloped fetus has lif e; it is still growing and it needs to be protected. And this soundsRead MoreShould Abortion Be Legal?1135 Words   |  5 PagesKelsi Hodgkin Composition 1 Professor Chipps 19 October 2015 Should Abortion Be Legal A common debate in the world today involves abortion, the deliberate end of human pregnancy, and whether or not it should be legalized. â€Å"Every year in the world there are an estimated 40-50 million abortions. This corresponds to approximately 125,000 abortions per day† (â€Å"Abortions Worldwide this Year†). On one side of the argument, people are not disturbed by this grotesque number, and on theRead MoreShould Abortion Be Legal?963 Words   |  4 PagesLegal or Illegal? Which would you prefer? Not many are willing to discuss such a gut wrenching topic, but this needs to be addressed. It is a very controversial topic with having to do with women rights and activists. Since there are two sides to every argument, there is one side such as to make abortion legal and the opposing side to keep abortions illegal. In my opinion making abortion illegal can regulate the amount of women who do get pregnant. I believe that making abortions legal will let womenRead MoreShould Abortion Be Legal?867 Words   |  4 PagesABORTION Abortion is a deliberate termination of a human pregnancy, most often performed the first 20 weeks of pregnancy. There are series of legal, moral and ethical issues which may arise about abortion. Most arguments about abortion are often focused on political insinuations and the legal aspect of such actions. Some frequently asked questions’ regarding the issue is if the practice should be outlawed and regarded as murder or should women have the right to practice it. For example, prior toRead MoreShould Abortion Be Legal?1217 Words   |  5 PagesNovember 2015 Should Abortion be Legal Among all the issues that have been fought for or against in the United States, abortion may be one of the most popular issues that Americans are passionate about. Abortion is defined as the removal of the embryo or fetus from the uterus in order to end a pregnancy. Thousands of abortions take place every single day, and yet public opinion remains at a standstill as to whether or not abortion is ethical. Everyone holds different opinions on abortion. The proponentsRead MoreShould Abortions Be Legal?939 Words   |  4 PagesShould abortions be legal? Abortions have been a big issue since the Roe v Wade case. There have been a lot of disagreements between the Pro-life supporters and the pro-choice supporters. Pro-life supporters feel like abortions deter murder, while pro-choice supporters believe that the women should be able to make their own decisions. I am a part of the pro-life supporters because I feel like abortions are wrong for several of reasons. Why should women get an abor tion if there are other choices forRead MoreShould Abortion Be Legal? Essay1089 Words   |  5 PagesWhen the word abortion is heard, it is always associated with many negative things such as murder and inhumanity. However not legalizing abortion creates a huge problem for women around the world. Having a child takes consideration, planning and preparation and if pregnancy happens without any of this, why bother to have it at all? The reasons why abortion should be legal is that it supports the fundamental human rights for women by giving them a choice, it reduces crime by reducing the number of

Reflective Paper Group Dynamics

Question: Discuss about the Reflective Paper for Group Dynamics. Answer: Introduction The process of decision making can either be interesting or cumbersome depending on the nature of the team members involved. When there is effective communication with minimal biases and prejudgment from group members, the process is likely to take a shorter while (Baked, 2010). On the other hand, when the group comprises members with diverse personalities and hence varied perspectives to concepts in life, the process takes a longer period of time. However working as a team can be constructive, educative and entertaining especially when each member disposes their personal interests and relate with each other with reference to the groups objectives. This paper outlines my experience in a group assignment in which we were required to make decisions on a number of aspects (Forsyth, 2009). The reflection will entail an outline of the effects of personality differences on the speed and effectiveness of decision making. In addition, the paper shall also highlight how the concepts of groupt hink, Abilene paradox, risky shifts and shared information bias impact the process of decision making. The group comprised three members each of which was assigned a specific role. The various activities undertaken by the group gave each of us good experience. Being the group leader, I found it hard getting the members to work collectively towards the main objectives of the group took quite a while but a flow in the rhythm of the process was later established. The personal differences could be attributed to the differences in personalities as exhibited by the group members. Because member B had good group work dynamics and remained active he was chosen as my assistant. The third member had the secretarial roles and could record the details of our deliberations during the meetings. However, each of use collectively contributed and discussed extensively on the topic (Henningsen and Henningsen, 2003). We agreed to have our meetings three times in a week. In each of these sessions, the roles would be reviewed and the topic discussed extensively. The conclusions reached with regard to the progress of the discussion were recorded by the secretary for future reference. The tasks had to be done that way in order to meet the deadline and hence achieve the groups core objectives. Since the diversity within the group led to an occasional breakdown in communication, we agreed to be resolving our differences amicably to avoid confrontations. The variations in personalities also led to misunderstandings among the group members. For instance it took us a lot of time deciding on the group leader. This is because nobody was confident enough to take the position. By noting the qualities of some of the group members, it was however possible to come up with a leader and collectively assign roles to the other members with respect to their capabilities (Harvey, 2008). Despite the challenges caused by variations in personalities during the process of decision making, a good understanding of each of the team members capabilities was a crucial strategy which enabled us to get the best out of each other. Consequently, diversity within a team set up is relatively inevitable; however, it is possible to incorporate the different perspectives and hence come up with the most informed choices. The experience offered an appropriate avenue through which the group members were able to learn more about each other. At the beginning of the whole process, it was quite a challenge bringing the minds of the group members together. This could be attributed to the fact that we were each new to each other and had different methods of handling issues. ). The sober minded group members provided a perfect balance to these differences by incorporating more rational approaches in the process of decision making. In a nut shell, the differences in personalities of the group m embers played a pivotal part in slowing down the decision making process According to Abilene complex, a group of individuals may choose to collectively make a decision not necessarily because they support the course but because they wouldnt want to compromise the decision. This concept highlights that not all members of the group may be in agreement with the decision made but will however remain supportive of the course. During the group activities, there are those members who remained passive throughout the decision making process. Despite not giving their views in a bid to influence the decisions made, they offered no objection to the choices settled on by the other members. For instance, when choosing the leaders, some of the members took up the roles without necessarily considering what was required of them in these positions. This aspect led to a breakdown in communication in most occasions since some of the chosen leaders had no clear understanding of the confines and description of their responsibilities (Harvey, 2006). This therefore implies that some of the decisions arrived at during the group meetings werent out of a unanimous understanding of the group members but resulted from a breakdown in communication. From this scenario, we can deduce that some of the group members mistakenly felt that their views towards the topic of discussion would counter the decisions already made by the other members of the group. This could be termed as prejudgment which is a common barrier to effective communication. Consequently, some of the choices made during the group discussions were not adequately informed due to lack of back up opinions from a good number of the group members. It is therefore important to have the group objectives and the topic under discussion clearly stated to the group before the most effective steps and channels are followed in a bid to come up with informed choices. As highlighted in the concept of the shared information bias, there is the tendency of a group to take more time concentrating on information which most of the group members are already familiar with. Our sessions comprised numerous occasions in which the members spent time arguing over aspects with which the group members were already familiar with. For instance too much time was spent highlighting the components of the topic of discussion before actually sharing important information to aid in the decision making process. While most of the aspects shard by the group was familiar concepts, the unshared information remained as hidden profiles (Hollingshead, 2001). This could be attributed to the fact that the group lacked a visionary leader with a good understanding of the concept under discussion. As a result, the group was not adequately exposed on the innate and more complex but constructive elements of the topic in question. The decisions were therefore made based on the members basic knowledge of the topic and not necessarily on the backdrop of a wider point of view. We can therefore deduce that shared information bias results in poor decisions being made by a group (Kahneman, 2000). The interaction between members never ended at the group level but also proceeded at personal levels as some of the group members formed factions to further in a bid to understand one another more. From these interactions, it was possible to establish a rather interesting twist. Group thinking may empower some of the group members to act boldly and contribute actively in making more daring decisions but could not reciprocate this boldness when approached at a personal level (Sharot, 2011). The risky shifts in a group set up may negatively impact the outcome of choices. Through the concept of risky shifts, we can outline that some individuals make decisions not because of their belief in this stands but perhaps due to the pressure related with group dynamics. This affects the quality of choices made within a team as members basically depend on the groups collective effort towards obtaining a solution to the problem under discussion. Good decision making ought to be aided by an individ uals personal belief and the ability to maintain a stand on their decisions using rational arguments. For effective decision making, risky shifts ought to be noted and minimized (McAvoy, 2007). Making informed decisions also involves observing the right ethical standards. The group dynamics involved a careful consideration of all the ethical aspects associated with the question in mind (McAvoy, 2006). As such, the group ensured that all the decisions made were in conformation with the set ethical standards. It is however a fact worth noting that an excessive concentration on the ethical issues took a lot of energy and time. This in turn impact the quality of the decisions made (Ronald, 2004).. Concentration on the ethical issues did not only lead to the occurrence of shared information bias but was the leading cause of rigidity among some of the group members. While ethical standards are crucial factors to consider during decision making, they ought to be considered within the shortest time possible so that more energy can be diverted to the actual process of decision making. Conclusion In order to get the best out of a group, it is important members to enhance cohesion and an extensive understanding of one another. Through this, personalities can be established. These variations can therefore be harnessed in order to ensure that the team makes the most informed choices. Secondly, the team should not spend more time and energy discussing an issue with which the group members are already familiar with. Instead, the group leader can working on exposing more of hidden profiles or unshared information which in turn improves the quality of decisions made (Wilcox, 2010). The group also ought to have taken part in more team building activities. For instance, the group can take part in a short group game before embarking on the main discussion. This strategy does not only enhance understanding among the members but also uplifts team unity and cohesion which are key components of effective decision making. Finally, in order to minimize the problems of time and energy wastage , the group could also establish and work with timelines. The time allocated for the discussion of a given element within a group ought to be adequately observed by the facilitators. Proper time management in addition to good communication skills play a crucial role in helping groups to make informed and effective choice References Baked, D. (2010) enhancing group decision making: An exercise to reduce shared information bias. Journal of Management Education, 34(1), pp. 249-279. Forsyth, D. (2009) Group dynamics. Pacific Grove, CA: Brooks/Cole. Henningsen, D. and Henningsen, M. (2003) Examining social influence in information-sharing contexts. Small Group Research, 34 (1), pp. 391412. Harvey, B. (2008) The Abilene Paradox and Other Meditations on Management. Lexington, Mass: Lexington Books. Harvey, J. (2006) The Abilene Paradox and Other Meditations on Management (paperback). San Francisco: Jossey-Bass Hollingshead, A. B. (2001) Cognitive interdependence and convergent expectations in transactive memory. Journal of Personality and Social Psychology, 81(1), pp. 1080- 1089. Kahneman, D. (2000) Choices, values, and frames. New York; Cambridge, UK. Sharot, T. (2011) The optimism bias: a tour of the irrationally positive brain. New York: Pantheon Books McAvoy, J. (2007) The impact of the Abilene Paradox on double-loop learning in an agile team. Information and Software Technology. 49 (6), pp. 552563. McAvoy, J. (2006) Resisting the change to user stories: a trip to Abilene. International Journal of Information Systems and Change Management. 1 (1), pp. 4861 Ronald, R. (2004). Ethics and Organizational Decision Making: A Call for Renewal. New York: Greenwood Publishing Wilcox, C. (2010) Groupthink: An Impediment to Success. London: Xlibris Corporation

Understanding Complexity Creative Efforts -Myassignmenthelp.Com

Question: Discuss About The Understanding Complexity Creative Efforts? Answer: Introduction: The chosen topic for this study is the conflict and negotiation in context of the workplace management. There can be various reasons that produce a conflicting environment or a conflict at the workplace. Some of the widely known reasons for conflict are poor communication between the management the employees, personality clash, competitiveness and the cultural differences (Chin and Liu 2015). Cultural differences play a very vital role in producing a conflicting environment at the workplace. Such cultural differences have largely been produced from globalization as employees are not just confined to a particular country. They are rather moving to other parts of the world in search of a potential job exploration or being sent by the same company in its foreign branch. Either of the cases is now producing conflicting environment at the workplace because of the cultural differences in between the local and the offshore employees (Lee, Chung and Jung 2015). The purpose of this study is to understand the concept of the chosen topic which is in the workplace conflict and the negotiation. The purpose is being served with the help of literature review on the chosen topic. In addition to this, three diagnostic tools are being used to find the personal strengths and the weaknesses to utilize the findings in preparing a personal development plan. Literature review on the chosen topic: Conflict and negotiation in the context of management can be understood with the help of facts supported by Zhang, Ting-Toomey, and Oetzel (2014) as the authors have identified the cultural differences to be one of the factors that cause workplace conflict. The authors have identified conflict as the consequence of an emotional play which many times the reason behind a conflict at the workplace. The authors have identified a theory The face-negotiation theory (FNT) which speaks of the contribution of cultural differences in the workplace conflict and negotiation. The authors have concluded in the light of the chosen theory that different faces of employees because of the cultural differences are one of the major causes of the workplace conflict. In the opinion of the authors, cultural differences do affect the organizational communication, the employees behavior and the others (Zhang, Ting-Toomey and Oetzel 2014). As believed by the authors, workplace conflict can be termed as a face -negotiation process. It further suggests that a workplace with collectivistic culture tends to negotiate the differences between the different cultures and hence, the rate of conflicts will also be minimized. On the other hand, an individualistic workplace culture will act as a fuel to the workplace conflict. People with this culture will have fewer negotiation values for resolving the conflicts (Zhang, Ting-Toomey and Oetzel 2014). As opined by Gul et al. (2015), workplace conflict raises the workplace complexity if there is less emphasis given on the negotiation process. The fact validates a point that it is necessary to have the negotiation process in order to have a reduced workplace conflict. The authors have gone the other way and have put their focus on the consequences of the workplace conflict. Lin and Miller (2003) have viewed national culture as an effective strategy in sorting out the conflicting cases at the workplace. This means that a special emphasis is needed to be given on the national culture of the target country either by means of a business or for a job. The authors have viewed adaptation to the target countrys national culture as a good tool to negotiate the differences and prevent any sort of chances of cultural conflicts. It can be concluded that negotiation related approaches may do wonder in terms of reducing the workplace conflict; however, negotiation will itself arise through a collective contribution of employees and the management. Nevertheless, it can be said that employees should learn the ways of negotiating the cultural differences through an effective understanding of the other countrys cultures. Medina et al. (2005) argued that workplace conflict is not a challenge at all the times; it can be rather beneficial as well. The authors have not contradicted the views of Zhang, Ting-Toomey and Oetzel (2014) on the role of cultural differences in producing the workplace conflict. However, the authors have indeed stated that work is not all the time is a consequence of multicultural people at the workplace. Additionally, the authors have believed that workplace conflict can produce benefits as well. Conflicts can also be because of the distinguished views of employees which will eventually put forward some important finds that may not have been possible if the conflict was not there. Yeung, Fung, and Chan (2015) have added another view on the workplace conflict. This time the workplace conflict has been thought as a result of work nature differences in between the older and the Millennials employees. The authors have rather talked about the intercultural conflicts which according to the authors are a result of differences in older employees and Millennials in terms of work style, thoughts on the technological advancement and the other things. The authors have raised the necessity of identifying the steps that the older and the Millennials employees adopt to resolve the conflicts. Authors have rather identified few factors that contribute to the workplace conflict between the older and the Millennial. Those factors are age differences of employees at the workplace, the interdependence on the individuals goal and the role of older employees in conflict negotiating activities. Hillman (2014) has supported the views presented by Yeung, Fung, and Chan (2015) by finding a relationship between the workplace conflicts and the generational differences that exist in the workplace. accounting to Hillman, generational differences at the workplace do play a major role in initiating a conflict. This is due to the differences in the working nature of employees from different generations, their adaptability with the tech gadgets, thoughts on working with the same employer and few other things. Using the Johari Window, Thomas Khilman Conflict Questionnaire, and the Belbin Team Inventory to find the personal weaknesses: The Johari Window Test is an effective way to understand the relationship of one with the others in contact. This is indeed very important to know as it will help to look for ways needed to negotiate if there is any such requirement (Hamzah et al. 2016). For example, if an employee has been observed poor by its colleagues on certain characteristics then those colleagues may hinder to work together. This will eventually hamper the teamwork and will hamper the project as well. I have gone through the Johari Window Test and my colleagues have also contributed to the test. For the detail of the test, (See Appendix 1). The test has helped me to know that I am very complex in nature, which is felt by another colleague as one of my biggest weaknesses. Nevertheless, I will definitely consider working on the identified weakness as this may hamper the teamwork and will also influence the workplace spirit. Thomas-Kilmann Conflict Questionnaire: The Thomas-Kilmann Conflict Mode Instrument (TKI) has been a leading choice in the industry to resolve the conflicts in the workplace. The model can be effectively used to identify the personal characteristics that can be either disturbing or worth mentioning as well. It helps to judge the personal capability based on five very important organizational behaviors. Those five behaviors are avoiding, compromising, competing, collaborating and accommodating. Nonetheless, all the five characteristics are very important and should be there in each every employee. However, this is indeed difficult to find the entire characteristics in one single person. Nevertheless, it is a very good tool to know where one employee lags and the consequence of such lagging at the overall performance of the team (Riasi and Asadzadeh 2015). I have also gone through the test and was able to find that I lag seriously in avoiding and collaborating. These are indeed the two characteristics which are very necessary for teamwork and reduced conflicts in the workplace. This is another very important diagnostic tool that suggests how much important it is to know the personal contribution in a teamwork. This is indeed utterly required to have a very balanced team and to peacefully conduct a project. If one or few of the team members are not clear about their roles and responsibilities then this will create all sorts of issues. Such issues will take the form of conflicts, which in most cases is not a very healthier sign (Omar et al. 2016). I have also participated in a Belbin Test to know the areas of improvement in me. For details, (See Appendix 3). I have found that I lag immensely in teamwork and the exploration. I am not very investigative in nature. I am also very poor in collaborating works. Identifying two areas of improvement and preparing a personal development plan: Out of the five weaknesses that I have found in me with the help of the three tests conducted, I am very keen on reducing the level of severity in terms of teamwork and avoiding. Teamwork is very necessary in order to avoid the threat of conflicts in the group work. Conflicts are generally produced due to many reasons that also include teamwork as it simply states that different members of a team have less connectivity to each other. This also means that they have different thoughts which mean there will be several numbers of ways for doing a single work. The work could have been effectively done by sticking to one simple procedure; however, it may not happen as team members have different thoughts and different solutions on the same work. Teamwork is essentially required for a peaceful and timely conduction of a project. The project gets delayed if it has members that are loosely connected to one another. Additionally, the project may also be hampered in terms of quality of work as such members may not agree on the best solution, but will rather argue for preferring their thoughts only. Avoiding is another weakness that I needed to work on. This is indeed perhaps the few of the best skills which are required in the workplace. Avoidance or ignorance is required at the different stages in an organization. This is required at the time when someone is not respecting my cultures or other values. I will definitely be able to prevent the conflict that could have to happen if I had not avoided the differing thoughts. Additionally, avoiding does also help to make others understand me. This is also necessary as if people understand me they will also try to avoid the things that they had not expected of me. The weaknesses that I have in me needs to be corrected with the help of an extensive action plan in the next six months. The different tests that I have gone through have helped me to find the two weaknesses in me which are the avoidance and the teamwork. The study conducted in the literature review section has helped me to analyze that avoidance and teamwork are very necessary to reduce the workplace conflict to a maximum possibility. The comparison between the tests and the literature review section has helped to understand that teamwork and avoidance should be minimized in order to contribute to a conflict reducing efforts at the workplace. Conclusion: To conclude, Conflict and Negotiation is a very important topic that affects the workplace in two ways both influenced by the two factors in the topic. It has been found from the chosen literature reviews that workplace conflicts may arise due to various reasons such as the inter and the intra cultural differences in between the employees and the generational differences at the workplace. The three tests that I have done on my skills using the three chosen diagnostic tools have shown that I need to work on few important factors like the teamwork and the avoidance. These weaknesses will need to be corrected under an action plan that I will construct for the next six months. References: Chin, T. and Liu, R.H., 2015. Understanding labor conflicts in Chinese manufacturing: a Yin-Yang harmony perspective.International Journal of Conflict Management,26(3), pp.288-315. Gul, S., Nouman, M., Taj, A. and Ali, S., 2015. Towards an Understanding of the Complexity of Creative Efforts: A Conflict and Negotiation Perspective.Business Economic Review,7(2), pp.53-70. Hamzah, M.I., Othman, A.K., Hassan, F., Razak, N.A. and Yunus, N.A.M., 2016. 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