Interpersonal Styles, Communications, Consultation, Cultural and Social Sensitivity, Networking and Conflict Resolution

Running Head: Task 2 Question 1 1
Assessment Task 2
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Task 2 Question 1 2
Task 2
Question 1
Interpersonal Styles
Interpersonal styles are the ways people deal with others. The research of Leon-Perez,
and Jose et al, on the relationship between interpersonal conflict and workplace bullying shows
that when problem solving is used to a conflict could be deescalated (8:250). The conflict can be
prevented from becoming a relationship conflict. Borrowing from this research, when procedures
for dispute/conflict resolution are effective, the organization can prevent or deescalate conflict.
All in all, the point is that effective conflict resolution procedures are important in resolving
interpersonal conflicts. The policies also can demand that employees behave in a way that
conforms to the ethical values of an organization. As a result, no employee will be allowed to
behave they want, but will be guided by organizational code of conduct.
In the examination of the research of Dyer and Gibb, they indicate that an organization
needs to various diagnostic models for problem identification, to be able to set goals that
improve teams (5:2). From this statement, what comes out is that systems, procedures and
policies play a key role in problem identification and solving. It is the same procedures, policies
and systems are the ones that will be used to enhance team relationships, which in turn influence
interpersonal styles.
Communications
It is the systems, procedures and policies that determine how communication within the
organization is carried out. Using the research of Heath, Renee and Matthew, it is apparent that