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Develop an appropriate response that includes Christian behavior and resolution to the issue for each hypothetical scenario below. Ensure that you analyze the possible outcomes of poor versus good netiquette. Scenario #1

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Develop an appropriate response that includes Christian behavior and resolution to the issue for each hypothetical scenario below. Ensure that you analyze the possible outcomes of poor versus good netiquette.

Scenario #1
Environment: School Email between Team Members
Context: You were accidentally included in an email between two of your team members.
What Happened: [Referring to you], the email states that “She is definitely not pulling her weight on this project.”
HINT: It may hurt, but it should hurt worse that they have not let you know they have a problem with your contributions. Team members need to be transparent with each other.

Scenario #2
Environment: School Chat Forum
Context: You are in a social discussion thread within your online course and are chatting.
What Happened: A colleague, unaware of your race, either inadvertently or blatantly makes a negative statement about your race.
HINT: Do not assume the worst in others. Feel free to discuss, but it is important to provide the benefit of the doubt.

Scenario #3
Environment: Team Meeting
Context: Everybody is reviewing contributions from team members.
What Happened: Your team is critical of your approach and you feel de-humanized.
HINT: Be honest without being defensive.

How an individual deals with conflict reflects on his or her attitude, maturity level, and self-confidence. How you would use

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How an individual deals with conflict reflects on his or her attitude, maturity level, and self-confidence. How you would use the five basic rules when dealing with conflict to handle a conflict that you experience at work.

Team conflict can lead to long-term efficiency and production issues for a company. While there are different signs, it is imperative to

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Team conflict can lead to long-term efficiency and production issues for a company. While there are different signs, it is imperative to fix team conflict before it worsens disrupting overall workflow within the workplace. Thus, the question is how does a team leader and/or managment recognize the signs of team disintegration and what are the proper steps to take to rectify it in such team cohesiveness is brought back?

I’m having problems trying to fit my survey questions into my content. Somehow I need at least 16 different reponses from these questions including the % of the findings presented in a graph/chart. If you can assist please advise.

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I’m having problems trying to fit my survey questions into my content. Somehow I need at least 16 different reponses from these questions including the % of the findings presented in a graph/chart. If you can assist please advise.

Please answer these questions to the best of your ability.
1. Can you please recall and list instances of conflicts that took place during any team project?
2. In which of these conflicts did you feel angry or otherwise emotional?
3. If you felt angry about a conflict, why did you feel angry? Or, if you have not felt angry about a conflict, why didn’t you feel angry?
4. About which of these conflicts did you feel more intellectually than emotionally engaged?
5. Why did you felt intellectually engaged? Or why not?
6. How do you think you would do a better job handling these conflicts if given another chance?
7. Why do you think these measures will result in better conflict-handling?
8. Do you think the conflict was a precursor of project failure?
9. Why do you think conflict is or is not a precursor of project failure?
10. What are your own personal conflict management strategies?
11. How do you like others to handle conflicts?
12. Why do you like others to handle conflicts in this way?
13. Why do you think conflicts took place on the work team?
14. What do you think is the role of personality differences in conflict?
15. What do you think is the role of work pressures in conflict?

Although the optimal level of conflict can be functional, no conflict or too much conflict can be dysfunctional. What steps would you as a manager take to

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Although the optimal level of conflict can be functional, no conflict or too much conflict can be dysfunctional. What steps would you as a manager take to stimulate some degree of conflict when appropriate and reduce conflict when it is excessive?

What is the difference between a group and a team? Would your strategy be different for putting together a group than creating a team? Explain your answer.

– Make a small list of what you perceive to be your strengths when managing conflict with others. What skills do

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– Make a small list of what you perceive to be your strengths when managing conflict with others. What skills do you have?

– Make a list of what you perceive to be your weaknesses when managing conflict. What do you need to improve? What skills would you like to acquire?

– What do others think of your strengths and weaknesses when managing conflict?

– What are the similarities and differences in your lists and #3?

– Write a “Plan for Improvement.” Set 3-5 goals to improve. The plan should be approximately one page in length.

– Write a brief summary regarding power imbalances.

– Write a brief summary of an instance when power was unequally distributed.

– Write a list of 10 to 15 ways to balance power in any situation.

Over 1000 word essay with reference.