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. Conceptualizing a Schematic Grid View of Customer Knowledge from the Johari Window's Perspective.Procedia Economics and Finance,37, pp.471-479. Hillman, D.R., 2014. Understanding multigenerational work-value conflict resolution.Journal of Workplace Behavioral Health,29(3), pp.240-257. Lee, H., Chung, N. and Jung, T., 2015. Examining the cultural differences in acceptance of mobile augmented reality: Comparison of South Korea and Ireland. InInformation and communication technologies in tourism 2015(pp. 477-491). Springer, Cham. Lin, X. and Miller, S.J., 2003. Negotiation approaches: direct and indirect effect of national culture.International Marketing Review,20(3), pp.286-303. Medina, F.J., Munduate, L., Dorado, M.A., Martnez, I. and Guerra, J.M., 2005. Types of intragroup conflict and affective reactions.Journal of managerial psychology,20(3/4), pp.219-230. Omar, M., Hasan, B., Ahmad, M., Yasin, A., Baharom, F., Mohd, H. and Darus, N.M., 2016. Applying Fuzzy Technique in Software Team Formation Based on Belbin Team Role.Journal of Telecommunication, Electronic and Computer Engineering (JTEC),8(8), pp.109-113. Riasi, A. and Asadzadeh, N., 2015. The relationship between principals reward power and their conflict management styles based on ThomasKilmann conflict mode instrument.Management Science Letters,5(6), pp.611-618. Yeung, D.Y., Fung, H.H. and Chan, D., 2015. Managing conflict at work: Comparison between younger and older managerial employees.International Journal of Conflict Management,26(3), pp.342-364. Zhang, Q., Ting-Toomey, S. and Oetzel, J.G., 2014. Linking emotion to the conflict face-negotiation theory: A US-China investigation of the mediating effects of anger, compassion, and guilt in interpersonal conflict.Human Communication Research,40(3), pp.373-395.