INTRODUCTION

Index

CONFLICT
Students are to select one major conflict from the case and identify the type of conflict
and potential cause. Using a range of conflict models, students are to describe the
development of the conflict and the specific conflict handling behaviours of the
individuals involved. The outcome is then to be identified as either functional or
dysfunctional and aligned to the overall outcome of the case.
At work and everyday life we will not avoid conflicting opinions. It is essential to
how to resolve conflicts quickly, linking people together toward a goal. So the
conflict is and how to resolve this conflict?
Determining the cause of conflict
There are hundreds of reasons for the conflict, thus solving skills to your first impulse
should be to find out the cause of it. Identifying the causes of conflict are important
issues first you have to do, because if you do not know the reason you would not
know where to start, to solve problems and how to the same feel to be treated fairly,
impartially.
Knot of conflict
Once you have identified the cause of the conflict, you need to continue to find an
employer to create conflict in the workplace environment is one. Because conflict is
controversial due to the individual or collective problem, but could not find a
common language, a long relationship between the members as being pushed away,
leading to misunderstandings between people with the other, collectively with the
other group. Therefore, to resolve the conflict you need to find its own twists and
sought to remove.
Listen before talk
Whether you're catching the right patient, the main character of the debate but do not
rush to conclusions or try to find ways to resolve the news that you listen to ideas,
thoughts of the people involved. When you understand the wishes and aspirations of
them you start looking for ways to resolve conflicts, to dispel misunderstandings go to
the members squeezed closer together.
Giving more options
When there are conflicts that are caused by the heterogeneity of opinion, certain
problems. So to solve this problem you can not only offer a unique selection of the
right and began to follow but to give more choices so that they can discuss and choose

the best option to avoid push the parties to the forced, so not only remove the
discomfort of that which will cause conflicts higher.
equity
Conflict resolution skills is best to put yourself in the place of the arbitration,
adjudication fair, unbiased, take sides. By this time all parties who want to be right
and others are supported. If you accidentally take sides that will make them think you
are unfair, imposing and conflict will certainly be impossible to remove.
Redefining the problem
Knowing the main cause of the problem and understand the thinking of the conflict,
you should carefully identify the problem to make sure everything you said are true,
you do not get blinded party. So you can resolve the matter fairly.
Do not put personal ego when resolving conflicts
When you are a referee, you must dismiss the ego out of the arbitration. You need to
know that, as a matter of stress leads to conflicts that what I mean when individuals
who are in the big, they do not want to make concessions to each other. So, if this
time you also highly personal ego sure you will get failed miserably. Think of
yourself as people, not for myself, so you can resolve the conflict wisely and
efficiently.
Controversy in corporate environments is not always bad, but despite conflicts
beneficial for individuals, groups also need to find ways to remove. Because if so will
the greater long conflict and it will become a bad thing for both individual and
collective.
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POLITICS
Students are to analyse political activity from the change agents perspective
(Barbara). Students are to identify and analyse the key stakeholders, Tom Blyth, John
Franks, Harry McLeod and Mr Jeavons, using Blocks typology and the strategies
adopted or not adopted by Barbera in managing each key stakeholder. Studenst should
also consider the Political frame and Mintzbergs observations on the political
organisation.

TEAMS AND GROUPS

Students are to describe and analyse issues relating to effectiveness and
ineffectiveness of the group of managers in this case. Using specific case examples
explore any issues of Group roles as outlined in Quinn et al (2008) and OGrady

(1993); Group norms and Group effectiveness issues (deJanasz, 2008; Whetton &
Cameron, 2011; Lencioni, 2002).
Ourselves with the ability and personality will have impact on the group, also under
the influence of friends both good and bad: Close the ink black, close to the bright
lights. "Thanks to the activities of the group, we have developed personal skills ...
Man is a social creature, it means that we can not live and work alone. Right from
birth, we have associated ourselves with a basic groups: Family. Then when larger,
entered the school we will have friends and if appropriate will constitute the group.
Ourselves with the ability and personality will have impact on the group, also under
the influence of friends both good and bad: "Close the ink black, close to the bright
lights." Thanks to the activities of the group, we have developed personal skills,
knowledge capture, experience for yourself, while contributing to the activities bring
value to the material and spiritual collective, community. Right from the past, our
ancestors have a saying: "One should not make plans Three trees join together to
make a high mountain"
What are groups?
Group is not simply a gathering of people who work together or work under the
direction of a manager. Group is a collection of individuals with complementary skills
and the commitment to be responsible for implementing a common goal. So the team
members need to have interaction with each other and with the leader to achieve
common goals. The group members also have dependencies on each other's
information to carry out their part.
Teamwork: The Story eternity!
The basic theory of group work skills and to develop team
Thus, although we have many different forms of group: Group your learning, your
group with similar interests, aptitudes group, team skills, the club, the group project
work, group work organizations, etc.
But all must be built on teamwork, trust and mutual respect, in addition we also have
to create a working environment where team members feel confident, comfortable
together work, collaborate and support each other to achieve the objectives set out. It
is important to help the team members believe that their dedication to the collective
assessment is correct, accurate and get rewarded, no ambiguity caused prejudice to
the right interests of each person. The team members must be determined that the
result of the collective is from the positive contributions of each person.
What is a Group
A group can be formed in various ways: The study group has formed due to the
instructions of teachers, interest groups formed by the same enticement, and groups
working in an agency, unit is due to the recruitment to the needs of the unit. Thus,
there are groups formed and mounted a long time, but also the only group to work

together in a certain time. But it is important, not the group has their purpose or
activity together.
A group of people working in the same office or even a joint project does not always
work carried out by a working group. If the group is managed autocratic style,
perhaps there will be no interaction involving work among team members. If you
have any factionalism in the group, the group's activities will never be progress. In
contrast, a working group was able to develop though the members are not working or
living in an environment, a certain space.
Put simply, the working group is a group created by the spirit of cooperation,
coordination and promotion to know the strengths of the team members together to
achieve the best result for the purposes of that group poses.
Formation and development group
Depending on the needs, goals are set for the group and the number and capacity of
the members of the group, the group was formed and developed in many forms and
different operating time. But generally the camp mostly through four basic steps:
Step 1: Build: When calling or put into groups, members are shy, and finding their
place in the group, not revealing needs and personal capacity .. It can not lacking the
members will try leadership of the team leader. Usually almost no group has been
progress during this period.
Step 2: Public break: This is probably the most difficult phase of each group. The
members often feel impatient with the lack of job growth, but they still do not have
experience working as a real team. They might argue about the work assigned in the
face with what they previously never thought about and make them feel
uncomfortable. All "strength" of them devoted to pointing to the other members, and
instead focused towards common goals.
Step 3: Stability: During this phase, the team members and getting used to regulate
the differences between them. The conflict of personalities and opinions decreasing
and increasing cooperation. Then they can focus more on work and start with the
significant progress in work efficiency.
Step 4: Finish: At this stage, the members understand and adapt to the strengths and
weaknesses of each person in your group and know what their role is. Everyone has
an open and trusting each other, very many good ideas yet discussed because they are
no longer afraid at first. They flexible use of their decisions as a tool to realize those
ideas, prioritize the tasks necessary and solve the problems could. A lot of work was
completed and the bond between the team members is very high.
Since undergoing phase 4 as so early, it seems that a group activity is not achieved
effectively as an individual work, so will result in a few individuals are capable ,
excessive enthusiasm should have to shoulder or taking on the job for the team and
the results are the achievements that group just by the efforts of a few people, since
that would lead to dictatorship or split, lead to the breakup.

Conversely, if you know how to work the group stage after the break, the group will
stabilize and promote collective strength, overcome the limitations of the individual to
achieve common goals that all members of the groups can enjoy the benefits brought
by the group.
Organizational skills work
Group work as individuals gathered and formed a unit to work together, so that each
team member must know the skills to engage and apply these skills to better achieve
effective certain. There are two skills that a team must have the organizational skills
for group activities and communication skills among team members.
Organizational skills:
Any work that is, from the individual to the collective needs to have the organization,
based on factors that have nothing to be able to organize an activity to bring the best
results. In view of the past, then we have three elements is heaven, earth and air and
human interests. This means: Must meet the right opportunity and the right time, to
perform at a suitable location with the convenience factor and the most important
thing is to achieve consensus, harmony between people together. For now, we can
rely on the principle of 5W + 1H to hold a job or an activity, a plan. When starting
any new problems, we must answer the question:
Plan or program to do it (What)
Plan where it comes from, where the (Where)
When will begin conducting (When)
Who is going to make or charge it (Who)
Why must conduct activities (Why)
We'll do it how (How)
If a plan or project that does not answer these questions, we should not proceed
because there is likely to fail or at least as difficult to overcome these difficulties, can
lead to disunity or breakup. Also in organizational skills, each person in the group
must recognize the strengths and his weaknesses to be able to undertake or arrange
the work and responsibility appropriate for this new group to help achieve the best
results.
Difficulties in organizing group activities
Organization activities as a not easy, there are many elements from the objective to
the subjective can lead to failure, even breakup. In addition to the objective influence
from outside, there are other subjective factors that we consider when organizing
activities for the group, in which four factors causing the most trouble are:
Too reverence relationships

We often confuse personal feelings or respect the position of the members of the
group to not make any comments, questions or debate in order to reach the best
results. We often have the attitude "course of your peace" But this is a factor to build
consensus, not the scruffy, facile in working condition.
First sitting inertia, secondly agree
We usually like to please others by always proved to agree when people make
comments while I do not really agree or did not understand anything. That will make
the team misunderstanding, divided in seven or strong share every man for himself.
Also there are many people choose passive attitude, "sitting cool bowl of gold" who
do well myself nodding but they did not do anything, or just wait for people to do
before shifting their spending under, or encouragement orally. This attitude is most
harmful to the operation of the group.
Passing the buck to others
Government by not closing the discussion, divide the work quibble so everyone
thought it was the work of others rather than their own. Conversely, if you must stand
ready to do it again sufficient reason to justify their limitations, and the failure is
always looking for reasons to pass the blame to someone else, or refuse dare to take
responsibility for themselves.
Do not pay attention to the work of the group
An opposite tendency is always trying to give their opinion as well and never accept
the opinions of anyone else. Some members of the group said that its good to just
discussed within the people themselves to be talented in the group, or give their
opinion without the other person involved.
This is an important factor causing divisions among groups. When discussing the
whole team together, some members or think that their opinion should not say bad or
too tired for that topic should not waste time. So, while to discuss closer to solving the
problem turned into a private conversation with one another. Until the time is only 510 minutes, all starters turn, push each statement. And while there was a man on the
presentation, we still continue to talk about their own stories without regard to the
content or objectives. The result is that we either do not understand what to do, or will
do with dissatisfaction, not to bring efficiency to the group.
Organization of the work or activity for the group is a necessary skill that since I was
a student, or students, each of us must learn to just make their own development, and
contribute in the overall development of the group that we are operating in it. One for
everyone, people will for you. That brings success factors for the life of each of us.
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MANAGING UP
Students are examine Harry McCloud (Finance Director) from the Corporation and
classify his management style using the models proposed by Cooper, Makin and Cox
and determine how Barbara Mitchell managed ( or did not ) manage up. Evaluate
the effectiveness of her strategies.
"Management" has long been the default for connection-oriented vertically from top
to bottom. Manage reverse - "manage" the manager, is actually active attitude,
equality of employees in relation to the management.
"Management" semantic itself has long been the default for connection-oriented
vertically from top to bottom. Management associated with the request, assign,
supervise, it invokes its initiative and decided to focus on this direction, two-way
interactive easily overlooked.
In the relationship between the manager (boss, manager) with employees,
management level usually only given the job requirements and received results, and
employees easily fall trends executive jobs tasks mechanically, passive.
They may have their own inertia, or that the manager is responsible for "management"
should always true, or because of fears that only laborious, passive perform assigned
work.
This is a psychological totally confusing when placed in the common cultural
background. The hierarchical society kings, traditional glass on the lower yield not
only laid the foundation for social relations, but also affects the work environment.
Manage reverse - "manage" the manager is essentially proactive attitude, equality of
employees in relation to the management. It helps to increase the interaction and
exchange of information in a healthy manner between the two sides, from which
managers and employees can understand each other better and work of both can be
carried out smoothly, efficiently more.

It can improve the relationship stress, resolve conflicts internally unnecessary.

The initiative, sense of mission as well as the interests of the employees themselves
are not only beneficial for both single individuals but also for businesses in general.
Because the concept is still relatively new, manage reverse is also the most difficult to
master, but if some basic principles, the staff can fully apply.
Identify the working style of the manager and adjust itself
Every human personality and each manager has style, own work habits. Some like the
concise, succinct, but also the only safe to understand the details.

As employees, you need to understand who their management of groups and how to
report adjusted to suit the job.
Do not report to work too frequent, detailed with the heading "macro" and loosen it
with the heading "micro".
There are managers who are capable of thinking and memory quickly, just to hear the
progress report summarizes the work without the need for specific records. Then, just
make sure your oral report includes a full, accurate and concise information.
However, in any case, to arrange, store information and will report carefully is
essential, emergency room cases and ensure that information is accurate and
consistent.
Do not misunderstand that the manager how you would like it. The manager as
scruffy work is as much your responsibility, rather subjective task lightly.
Once can not guarantee the part of the responsibility is done carefully, you will not
create confidence in the manager.
In a sense, with a manager tends to "loose" employees, the more you have the
opportunity to develop thinking skills and work independently, and more likely to
create confidence, recognition from their capacity.
Understanding the manager's job
With staff, managers always seem busy. This is true because in addition to the
management staff, they have to "manage" the higher levels of management.
Understand the volume and pressure of their work will help you figure out how to
access and appropriate access point.
As instead of a short meeting at the busy manager, can draft a concise email, go
straight to the point with the bulleted information you need to be provided or
confirmed, and slow especially when you need this information.
Understanding the priority tasks of the manager will also help you work more
efficiently instead choose to invest in a specific part own liking.
You may prefer to take a little more figure for the number of customers report but this
will only give you extra points plus in case you can complete a coherent reporting,
rich data about habits, customer reaction to a management priority for "quality" over
"quantity".
Manager ago
The manager should be the first to know the results, achievements and work your
mistakes. It shows your respect for them and evoke in them the respect, attention,
listen to you.

Your ideas for businesses in general and other departments concerned if shared with
the manager will receive comments, reviews, preliminary necessary adjustments
before going further.
Keep in mind that mutual respect is not just an internal issues. If managers are often
"surprised" with the results of your work, they will not get the appreciation from
colleagues as well as the board of directors, leading to poor cooperation and finally,
you will who must work harder to compensate for the lack of such cooperation.
Ask a question / Proactive
Depending on personal or volume and pressure of work, but the manager is not
always clear job requirements for employees. If unknown, you need to talk, ask
questions and request confirmation. It helps to save both time, especially in cases of
urgency.
Your question will help managers see in your work seriously. However, you should
equip yourself with the answer possible, avoid asking questions only to prove that you
actively at work instead of passively relying on "thinking" of the manager.
For example, the question should be how to meet a certain difficulties, you can take
some measures proposed under its own best judgment of ourselves and ask them to
consider. This approach will put you in a higher position than if you just present
difficulties and questioned how.
refuse
Refuse to be a difficult job and know how to say, is an art. The managers are not
always aware of the current workload of you and can continue to communicate more
actively work if you do not speak up.
You can present difficulties and suggest the management to reconsider the reception
work. Sometimes it can just be a less important but the time required from other
departments where the manager for reverence should receive support.
If you do not know refuse, you can still manage to get things done, but all was only
average. Meanwhile, the capacity, the serious with your job will be a question mark to
the manager that you can hardly give a convincing explanation.
In general, management counterclockwise emphasizes active, conscious of the
responsibility as well as the legitimate interests of themselves. It forms the basis for
mutual respect between staff and management, improve work efficiency for both and
bring the final result is the interest and support of the management, staff development
help developed.
The manager will not see a reason to care, help employees if the employees
themselves are not aware of their own rights. So first they themselves will have to
actively seek to manage relationships boss - employees from the bottom up.

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CONCLUSION
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