BUSN304 Learning Based on Module

REFLECTION 1
Unit Code: BUSN304 WORKING WITH
DIVERSITY AND CONFLICT
Assignment 1- SELF ANALYSIS REFLECTIVE ESSAY
INDIVIDUAL
Student Name: MD MASIUR RAHMAN
Student Number: S00256074
Lecturer Name: SHARNAI JAMES - MCGOVERN
Due Date: 03/04/2020
Word Count (excluding reference list): 1500 WORDS

REFLECTION 2
Reflective Essay
Introduction
This reflective essay is based on learning based on module BUSN304: Working with
Diversity and Conflict (WDC). The entire module made me learn how to apply theory to
practice while exposing me to several real-life scenarios. I could develop self-awareness in
my personality which will allow me to develop in the future. Thus, this essay is going to
integrate the key lessons gained from the WDC module in the form of concepts like BIAS,
MBTI, DISC, Johari Window, self-analysis, and most importantly conflicts management
(Arbath et al., 2018). With the help of this essay, I am going to demonstrate the key skills
acquired from the WDC module. The key skills acquired are self-management skills, critical
thinking skills, reflective skills, personal values, and many more. The whole module learning
is helpful for my future development from both personal and professional perspectives.
Self-Analysis
In order to define diversity, I would like to mention that it is a condition of being composed
of diverse elements or we can say variety (Marina, 2015). It can be better understood with an
example of the inclusion of many types of people in a group or team. To me, the definition of
diversity is that diversity is an instance of having different qualities or elements (Desmet et
al., 2017). It can be of any type include cultural, racial, religious, age, sexual or disability. In
this context, diversity awareness refers to an individual’s capability to embrace the
individuality of all individuals along diverse dimensions like race, ethnicity, religious beliefs,
age, gender, political beliefs, physical abilities, and socioeconomic status. Here, I would like
to mention that my skills and personal attributes make me diverse among others (Davies,
2016).

REFLECTION 3
Source: (Davies, 2016)
The WDC module and subjects made me learn a lot about myself as I could conduct self-
assessments while analysing my background by using the different useful tools throughout
the weeks 2 and 3. Such tools included DISC, MBTI and Johari window which are the most
popular tools for self-assessment (Moon, 2015). I believe that self-analysis is the biggest
power one can have for being successful in this competitive world. It is because self-analysis
allows us to work upon our weaknesses as well as threats as a personality which further helps
in future personal and professional development. Thus, I am going to demonstrate a self-
analysis I am using the self-assessment tool Johari window. I have learned a lot from self-
analysis from the use of the Johari window (JW). I learned that the key purpose of the JW
tool is to get the understanding as well as training about self. My learning based on the JW
tool suggests that the application of the JW tool is a great way of being self-aware. I also
learned that the JW tool allows one to know about personal development, intergroup
relations, team development, group dynamics, interpersonal relationships, improving
communications in relation to self.

REFLECTION 4
Source: (Davies, 2016)
In this way, I have applied the JW self-assessment tool for being self-aware from the
perspective of personal development in the near future. The four windows of the JW model
represent four areas include public, blind-self, private and unknown (Davies, 2016). I could
easily know about my arena, mask, blind spots and unconscious attributes which will help me
in the future while converting my threats into opportunities for my self-career growth and
personal development as well. For instance, the arena of my personality is my good
communication skills and cooperative behaviour with others. The blind spots of my
personality were blind-self and I realized that good teamwork and time management were the
blind spots for me. Now, the mask window of the JW tool made me learn about my private
attributes which are restricted to me only. Such attributes are emotional nature, kindness, and
many more. Lastly, the JW tool allowed me to know about unknown attributes of my
personality which were unknown to me and others as well. Such unknown attributes were
realized by me with the help of teammates and tutor and they were leadership skills, problem-
solving skills, and creativity (Davies, 2016).
Conflicts Experiences
In this reflective section, I am going to talk about conflict experiences and conflicts
management learned into this WDC module. I will also use examples of my own work
experience where I failed to manage conflict (Ingram, 2019). I could develop my

REFLECTION 5
understanding of conflict theory and conflict throughout this module. Firstly, I am
mentioning the key lessons learned by me in the context of conflicts and conflict
management. I can now define conflict post-learning into the WDC module. To me, the
definition of conflict is that it is a serious argument or disagreement, which usually causes
far-reaching negative impacts on the people in the workplace (Folger et al., 2015). According
to me, conflict is always inevitable in the workplace environment, as conflict may arise
between supervisors, co-workers, and subordinates or even between employees and external
stakeholders, like suppliers, customers, and sometimes regulatory agencies. Post learning into
this module, I also realized that managing conflict can be seen as a key management
competency. In this way, almost all small business owners should always study as well as
practice effective conflict management skills for further maintaining a positive workplace
environment (Desmet et al., 2017).
I learned that in an organization, both types of conflicts include major and minor, may arise.
Such conflicts can easily cause drastic effects on the organization as well as its people
(Businessballs, 2019). As per my evolved opinion, major causes of conflicts may include
absenteeism, poor productivity, high turnover, and even violence which usually results from
serious conflict and contention (Boud et al., 2017). While learning about conflict
management and conflict, I got to learn about the TKI conflict model which is also known as
the Thomas-Kilmann Conflict handling model (Berry-James, 2015). I found this conflict
model useful because no two individuals have the exact same expectations as well as desires,
therefore conflict is inevitable of our interactions with others. In this way, my learning
suggests that the TKI model is an online assessment which usually takes about fifteen
minutes to complete. I learned that interpretation, as well as feedback materials, help an
individual to learn about the key appropriate uses for each conflict-handling mode (Ashraf &
Klemp, 2019).
My workplace experience contains some key examples of serious conflict where I failed to
manage those conflicts effectively. In this way, here I am talking about two examples from
my past work experiences where I failed to manage conflict and hence the conflicts were
unresolved as well as ended unfavourably (Arbath et al., 2018). The two examples are as
follows:
Example I
What the conflict situation was

REFLECTION 6
The first conflict example from my past workplace history was about performance review
conflicts. During this conflict incident, I was acting a team lead and hence I had to provide
negative performance reviews to some of my colleagues or co-workers as instructed by the
senior management. The nature of the conflict was inevitable as I was working at a position
where I need to take care of the roles and responsibilities of a team lead for the assigned
team.
Why I failed
I failed because no employee ever likes to attain a negative performance review whereas
giving negative feedback in that performance review was unavoidable. It is also because the
performance review was based on the employee’s acts during the review period.
Subsequently, the employees being reviewed got angry over not receiving an expected pay
hike, performance-related incentives, and promotions.
What I would do now in that context
If a similar situation will arise in the future, then I will handle better after studying and
exploring my TKI conflict mode. I will talk to those employees and explain to them the
significance of achieving organizational goals and objectives in a set time. After feeling
engaged and committed towards the organization, they will not feel cheated or ill-treated for
their negative performance review and will perform better during the next expected period.
Example II
What the conflict situation was
The second workplace conflict was about the conflict between me as a subordinate with my
manager. I can recall my experience as a subordinate and a team member at the workplace
where my manager used to call me again and again for explaining different work functions in
an hour so. I used to dislike his attitude or behaviour towards me and I wanted him to treat all
of his subordinates well including me.
Why I failed
I failed because personality clashes between managers and subordinates are inevitable. I
understand that personality clashes can sometimes cause a wide range of interpersonal
conflicts to arise as employees may feel pushed or bullied by authoritarian managers.

REFLECTION 7
What I would do now in that context
After learning conflict management in the WDC module, I believe that I will be able to
handle such workplace clashes between managers and subordinates. For handling such
personality mismatches, I will first try to develop and nurture an understanding between the
manager and the subordinate so that each understands the others' perspective in the situation.
Conclusion
In whole, with the help of this reflection, I have realized the importance of reflective practice
in future career endeavours. The entire learning and lessons throughout the WDC module
have been integrated with the help of this reflective essay which ultimately aids to my future
career success. In addition, I have successfully defined diversity and conflict after learning
into this module. I also learned about self-analysis tools with the help of applying the Johari
Window model. I evaluated myself from the perspective of diverse behaviour, self-attitude
and personality traits with the help of this reflection. In this way, the whole essay gave me
life-long learning on conflict management, diversity, and self-awareness which will allow me
to grow and develop in the future.

REFLECTION 8
References
Arbath, C., Ashraf, Q., Galor, O. & Klemp, M., 2018. Diversity and conflict. UK: Working
Paper.
Ashraf, Q. & Klemp, M., 2019. Diversity and Conflict. London: CEPR Discussion papers.
Berry-James, R., 2015. Managing Diversity: Moving Beyond Organizational Conflict. UK:
Routledge.
Boud, D., Keogh, R. & Walker, D., 2017. Reflection: Turning experience into learning. UK:
Routledge.
Businessballs, 2019. Emotional intelligence. [Online] Available at:
https://www.businessballs.com/self-awareness/johari-window-model-and-free-diagrams/
[Accessed 16 July 2019].
Davies, S., 2016. Johari's window. Ontario: SilverWood Books.
Desmet, K., Ortuno, I. & Wacziarg, R., 2017. Culture, ethnicity, and diversity. American
Economic Review, 107(9), pp.2479-513.
Folger, J., Poole, M. & Stutman, R., 2015. Working through conflict: Strategies for
relationships, groups, and organizations. UK: Routledge.
Ingram, D., 2019. Examples of Conflicts & Resolutions in the Workplace. [Online] Available
at: https://smallbusiness.chron.com/examples-conflicts-resolutions-workplace-11230.html
[Accessed 2020].
Marina, B., 2015. Managing diversity in communities, workplaces, and society. Diversity and
public administration, p.44.
Moon, J.A., 2015. Reflection in learning and professional development: Theory and practice.
London: Routledge.