Managing Effective Work Relationships: Case Study Analysis

This report discusses the importance of managing effective work relationships in organizations. It includes a case study analysis on resolving conflicts, enhancing communication, and promoting cultural diversity. The report also explores relevant legislation and provides strategies for improving work relationships.

Lead and Management
Effectiveness
1

Table of Contents
INTRODUCTION...........................................................................................................................4
CASE STUDY 1..............................................................................................................................5
Study of a case and mentioning of responses as well as reasoning:................................................5
Steps to resolve raised issue...................................................................................................5
Indulgence of stakeholders in the discussion.........................................................................6
How you would attain the confidence and trust of colleagues...............................................6
Action’s for resolving conflicts..............................................................................................6
Execution and evaluation of improvement’s and action's......................................................6
Explaining the policies, procedures and systems that can assist the enhancement of work
relationships effectively...................................................................................................................6
Outlining legislation significant to managing workplace relationships effectively.........................7
CASE STUDY 2..............................................................................................................................8
Managing information and ideas....................................................................................................8
Communication of information to assist others to attain work responsibilities.....................8
How you would assist employees' contributions to consultation on work issues..................9
Providing feedbacks on the results of consultations.............................................................10
Ways to solve issues being raised or refereed to concernd personnel?................................11
Developing cultural diversity along with ethical practice policies:...............................................12
What policies you would find in connection to cultural diversity as well as ethical practice?12
What professional conduct develops trust with internal and external relations?.................12
What modifications need to be done to own interpersonal communication form to fulfil the
organisation’s cultural diversity and ethical environment?..................................................13
Developing and maintaining networks..........................................................................................13
How you would utilize networks to develop relationships at workplace?...........................13
Creating a one page plan mentioning the use of networks to assist recognized outcomes for
the team along with organisation..........................................................................................14
Creating a plan to address any problem faced in the workplace....................................................14
The ways used to identify and solve issues at the workplace...............................................14
2

Guidance, counselling and assistance systems to support co-workers in solving their
difficulties.............................................................................................................................14
SHORT ANSWER QUESTIONS.................................................................................................15
Why is it essential to interact the attainment of work responsibilities to everyone in the
workplace?............................................................................................................................15
What concepts must considered while developing a strategic consultation process?..........15
While giving feedback to co-workers you may face a range of reactions. What could they
include?.................................................................................................................................15
Your revert to an identified issued will depend on what the issue is about. What could an issue
be related to?.........................................................................................................................16
What components should a cultural diversity policy cover?................................................16
What are the ten ways that you can develop the trust and confidence in colleagues?.........16
Who might you include to your contacts for networking?...................................................16
The forms of relationships you must develop and maintain will vary based upon your
leadership role and your participation with internal and external contacts, however they could
possibly comprises who?......................................................................................................17
For what reasons the co-workers can generate difficulties in workplace relationships?.....17
What methods might you adopt to solve conflict at the workplace?....................................17
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18
3

INTRODUCTION
The concept of effective management talks about management competency that is
measured with an objective of attaining organisational goal or set targets within time. This
involves conduct of business that is operations as well as environment should be maintained with
ethics and correct performance by each employee within an organisation (Akella, 2020). The
management of effectiveness is being implied by a leader of any organisation in order to
maintain healthy and ethical business through solving their issues or directing them with
corrective measures. Effective management is called when a leader or a supervisor resolves the
conflicts within organisation or gathers feedback form and of its staff so to find the areas of
improvement and make changes accordingly. The present report comprises of a discussion upon
two different case study which involves concepts of managing effective relationship at
workplace, resolving issue between employees of an organisation, certain policies or procedures
that can help in development of effective work relationship along with some legislations related
to the concept. The second case study is of a Deloitte company where integrated cultural
diversity practices, ethical policies or effective networking is being addressed along with a
development of an action plan that addresses several difficulties which an employees faces at
their workplaces. Further some questions are being addressed in the report.
4

CASE STUDY 1
1. Study of a case and mentioning of responses as well as reasoning:
Steps to resolve raised issue
Based upon the given case the various steps to resolve raised issue are mentioned below: Understanding of the nature of conflict: This is the first stage of resolving employee’s
relation conflict which involves actual figuring of the main reason upon which the
concerned employees are disagreed and is facing conflict (Camanzi and Giua, 2020). In
this case the point of disagreement between Ben and me will be a matter of concern. Encouraging employees to work it out by them: This stage involves encouraging an
employee in whose mind conflict is there. It is suggested here to provide proper guidance
and help them in taking things positively (Cleary and et al ., 2020). Here in respect to
given case Ben will be guided and encouraged to have communication with me directly.
The major focus here is upon behavior of Ben. Nipping of bud quickly: The third stage of conflict resolution comprises of getting into
the root of issue and stopping scope of further conflicts. I will try to meet the set
standards with Ben in order to resolve the issues. Listening to the issue from all sides: It is very necessary to listen the actual issue from
all those who are having issue (Cromwell and Tadevosyan, 2021). Instead of getting onto
final conclusion it is always beneficial to listen the employee so can have better
understanding of conflict. Here, I will listen issue of Ben with full attention so can get
more insights of the reason that is giving birth to conflict. Consulting the employees: The next stage for conflict resolution is to consult with
employees in order to have a fair and concrete resolution by following all rules and
policies of company.
 Finding up of solution: This stage involves finding up of ways that brings solution to the
issue raised so to maintain healthy and positive relation between all employees at
workplace. In the given situation I will search for the ways that can resolve conflict with
Ben and develops a strong co-ordination with him.
5

Indulgence of stakeholders in the discussion.
Stakeholders involve employees, management, customers, government and all those
parties which are related to company in some manner. Involving stakeholders in meeting can be
helpful in resolving conflict and convincing an employee to change his negative perspective into
positive perspective (Dahlen and et al., 2020). In the case I will involve my superiors as well as
my co staff in order to present a fair picture of my competencies so that Ben does not carries any
conflict further and maintains positive relationship at floor.
How you would attain the confidence and trust of colleagues.
Gaining trust is very essential to have at workplace because this supports in justifying the
capability as well as developing a healthy relation at workplace with other employees (Dilek,
2021). I will gain the trust and confidence of my colleagues from proper communication and
developing co-ordination with Ben. Another way of gaining trust is having a trust upon Ben also
because trust is a factor which is necessary to be present from both sides.
Action’s for resolving conflicts.
In this I will take certain actions for resolving the issue such as a healthy discussion with
Ben and developing trust upon him in respect of my capabilities and potential. This will involve
determination of barrier and taking steps to make Ben agree upon my points and my promotion.
Execution and evaluation of improvement’s and action's.
Here I will monitor the progress of my actions in order to see that Ben is now out of
misunderstanding and is not spreading fake rumours in against of me. This will help in
developing a healthy and positive environment at workplace. If I found any point where Ben is at
confusion again will take more steps to resolve such conflict.
2. Explaining the policies, procedures and systems that can assist the
enhancement of work relationships effectively.
The support of various systems, policies and procedures in development of effective
work relationships are mentioned below:
6

 Interpersonal Styles: This brings a satisfaction among all employees for their job and
career (Gale and Ednie, 2020). Maintenance of interpersonal styles can be done by
accomplishment of common goals and getting satisfied from job. Communication: Communication is a tool which needs to be present in a strong manner
so that there does not leaves any chance of either miscommunication or improper
communication. For this a two way communication by following proper channel is very
essential because this will bring a discussion upon conflict and will also finds a way to
resolve them through mutual agreement. Networking: This involves involvement of superior personalities or those having strong
background such as company’s management or any legal person in order to have an
effective resolution for the conflict and maintenance of positive work environment.
 Conflict resolution: Adopting policy of resolving conflicts helps management as well as
employees in solving the issue though following proper guidelines and ethics of company
develops an effective relationship at workplace between all staff of organization (Heath,
Williams and Wynn, 2021).
3. Outlining legislation significant to managing workplace relationships
effectively.
The significance to managing workplace relationships effectively are mentioned below:
 Equal employment opportunity: It is mandatory for every organization to maintain
an opportunity for employment at equal level to each employee irrespective of their
caste, religion, gender and various other aspects (Heintz and Ruch, 2020).
Noncompliance to this legislation may prove hard for companies and can be asked to
face penalties.
 Minimum wage pay system: It is very necessary for every company to pay their
employees higher or equal to the policy of minimum wage payment system and
provide them fair remuneration for their work done. An employee has an option to
reject his employment if company does not abide by the legislation of minimum way
payment.
7

CASE STUDY 2
Managing information and ideas.
Communication of information to assist others to attain work responsibilities.
The term communication refers to having of a meaningful and proper interaction between
two or more people within an organisation. This is done in order to communicate targets,
objectives, policies, plans, solving queries, getting feedback or for having team work. Lack of
proper or effective communication does not allows companies to attain work responsibilities or
set targets (Huffman and et al., 2020). A leader or organisational employees can do this by
listening to others actively or with full concentration, instead of having communication through a
third person it is always helpful to have face to face interaction in order to resolve issues or
counter the criticisms. The reason behind having a communication that supports others to
achieve work responsibilities is that it brings certain innovations, growth, helps in building of
effective team and also giving opportunity to others to raise their concern or share their opinions
so to have better decision makings within organisation.
In relation to the given case study of Deloitte Touche Tohmatsu Limited which is a UK
based multinational company beings operates in different countries having distinct cultures faces
variations in language as well as working culture. The company maintains its effective
communication with all employees and all leaders of each operating nation. The company's
leaders or managers develops interaction with their employees in positive manner that is taken
place in their familiar language along with providing an equal opportunity to all in order to share
their opinions such as enhancing decision making process, increasing performance of a team or
having effective collaboration. The leader of an organisation plays a very important role here in
order to maintain effectiveness in diverse culture of business so to have proper communication
with others in achievement of their work responsibilities. The company promotes its employees
to have high engagement through communicating their plans or views which helps in having
more clarity within work responsibilities. Deloitte shares knowledge with each of its employees,
conveys them the significance of time for maintaining their well being and by assessing their
impact in order to support them with achievement of their work responsibilities.
8

How you would assist employees' contributions to consultation on work issues.
The concept of work related issues refers to occurrence of some disagreement point or
conflicts upon which some of the employees or even sometimes management does not agrees
and has a negative impact of organisational work as well as its outcomes. It is very essential to
have proper consultation towards resolving issues relates to work because such kind of conflicts
brings negative results as well as disturbs the positive environment of a business (Justice,
Morrison and Yorks, 2020). There are several forms of work issue that can take birth within
business operations or environment such as interpersonal conflicts, employees performance
within team, discrimination, language barrier and several others which hampers the positive and
healthy environment of business internally.
A business can facilitate employee's contribution to consultation of work issues by adopting
below mentioned ways: Interacting with a person: Under this an employee can have interaction in order to set
mutual time at which they can have interaction effectively and with comfort. This
involves arrangement of a meeting at a place where no interference can be experienced so
that can have concentrated interaction. In case of Deloitte, the employees are required to
interact with each other if they feels birth of any issue at their workplace before giving it
a big tree. Listening with immense care: This involves proper attention of a counsellor in terms of
listening work issue effectively so that can get to know about the situation properly. Here
a counsellor before giving his reaction or conclusion asks different questions related to
issue for a clear understanding of the problem (Katz and et al ., 2020). For Deloitte's
employees it is very essential for a leader or a person to listen the issue very carefully
who is providing consultancy to other employee so that will be able to analyse the issue
properly. Identification of agreement and disagreement points: An employee here contributes by
identifying the areas on which the issuing parties can get agree or the areas which leads to
disagreement so to modify the disagreement points in order to convert them and resolve
issues. Here, an employee of Deloitte will identify the issue which can be either due to
difference in culture or could be any other due to cultural difference.
9

 Prioritizing the field of conflict: Here an employee contributes in a form of consultancy
for work issue by having discussion on such topics or aspects that are highly important
and requires priority to get resolved. Deliotte employees will set the priority of work
issue which is hampering business environment as well as performance to the most and
needs quick reaction to resolve it so to have smooth functioning. Development of plan to resolve work issue: A consultant here develops some plan in
order to get out of such work issue by commencing with a resolution of the top priority
conflict (Long and et al., 2020). Here the employee's sets some goals by keeping future
business operations in mind in order to have continuation over the discussion. An
employee of Deloitte contributes others through formulating few strategies or plans so to
resolve high priority issue within time with immense care.
 Following up the plan: An employees asks other to get stick towards the discussion as
well as to the things agreed upon so to have a solution over work issues. This demands
for a maintenance of bringing solution approach instead of issue creating approach.
Deloitte employee who acts as an consultant takes a follow up towards the plan which
was implemented to solve the work related to issue.
Deloitte will ask his employees if they feel any issue or finds something fishy so that can
be taken into consideration on time without having much impact on the workings as well as on
employees relationships.
Providing feedbacks on the results of consultations.
Feedback refers to a collection of data or information after the execution of a particular
strategy or plan. This gives an idea about the success or failure of the plan which was taken into
reality so that can see and bring modification or changes if the plan does not proved success so
that the issue can be resolved properly. It is very necessary to have feedback for every activity or
plan because having a follow up is essential to know the status of such act. This brings a status of
consultant performance as a strongest tool which helps in facilitating enhancement within
consultancy ability. I will provide the feedback on the basis of outcomes for consultants in a very
positive manner through having focus towards the behaviour instead of on employee. I will
provide very specific feedback by not taking it too much complex along with a high level of
clarity within what I am delivering to my employees. On the other hand I will make my feedback
10

a two way communication so that no employee is left with any kind of doubt or confusion
without giving presence to any form of judgement there. The development of correct atmosphere
will be my priority while having feedback on consultations and provide the feedback in positive
manner instead of going negative so that no employee can feel dis hearted or disrespected instead
they take such feedback as an opportunity of further development.
Ways to solve issues being raised or refereed to concernd personnel?
I would resolve issues which is being raised or is refers to a relevant personnel by a way
of following steps: Step 1: Identification of main issue: Under this stage I will identify and evaluate the
main issue which is raised in context and get clarity about it. Step 2: Understanding the interest of concerned personnels: At this stage I will know
and analyse the interest of all such persons who are related in some manner to with the
issue and will find the areas of their interest. Step 3: Listing of the possible solutions: Here, I will list down various possible solutions
with the issued raised by keeping the interest in mind which is understood at previous
stage. Step 4: Evaluation of possible solutions: This stage involves evaluation of all analysed
possible solutions on the basis of various factors as well as their positive and negative
outcomes. Step 5: Selection of Best Option: After evaluating the pros and cons of each solution I
will now select the best fit solution to the issue raised in order to resolve it. Step 6: Documenting the agreement: Solving of issue involves agreement of all the
parties related to it. This stage involves documentation of the agreement or points upon
which all gets agree so to avoid any confusion or any disagreement from the statement in
future which is possible if having no records.
 Step 7: Evaluation and monitoring: Here, I will evaluate and monitor the scope of issue
which has been resolved till now in order to know the effect and outcome of such
solution.
By following the above process I will resolve the issue raised or issues referring to the
specific personnel.
11

Developing cultural diversity along with ethical practice policies:
What policies you would find in connection to cultural diversity as well as ethical practice?
The concept of cultural diversity refers to a variation in cultures of a society or an
organisational culture from one to another in some aspect that differentiates the features or
beliefs of culture. The policies related to cultural diversity are mentioned below: Employees orientation: This strategy involves making employees familiar with each
other along with an organisation so that each one can get to know other develops healthy
professional relations so that can perform with co-operation or with friendly nature while
performing their tasks (Mariotti and Haider, 2020).This will help in knowing the culture
of different employees so that can develop effective management of the same.
 Team Building: This strategy involve developing various teams in order to achieve
organisational objective. In relation to culture diversity this is very much helpful as
during the work within a team all team members will communicate with each other and
can understand the culture of each other with having respect and a feeling of diversity
instead of individualism.
The various policies related to work ethical practices are mentioned below: Benefit of employees: It is the top priority of every business to develop such policies
which are in benefit of employees because they are the one who are actually performing
company's task with their hard work and potential (Nielsen, Notelaers and Einarsen,
2020). So taking care of employees in a ethical way of practice.
 Following rules and regulations: In order to conduct ethical business it is very essential
to follow all the rules and regulations prescribed for business conduct in order to make its
business an ethical practice.
What professional conduct develops trust with internal and external relations?
The various professional conduct that promotes trust with internal and external contacts is
that all the related parties with a specific project such as management team, managers, external
partners, etc. should have fair deal along with an disclosure of all necessary information related
to the project so that there should not be any scope of cheating or fraud in future (Pellegrino,
Costantino and Tauro, 2020). Through having disclosure of all necessary information by both or
12

all the related parties develops trust with each other which helps in ethical and fair conduct of
agreed activity. On the other hand the promotional conduct with employees in terms of having
clear description of all policies or rules of business which are required to be followed by each
employee along with an agreement made with management team helps in promoting trust as all
are clear with their roles and responsibilities along with certain necessary conduct that does not
leaves any scope of misunderstanding or confusion in coming future.
What modifications need to be done to own interpersonal communication form to fulfil the
organisation’s cultural diversity and ethical environment?
The modification requires development of two way communication channel with having
regularity in it. This will allow to have effective interaction with various people from different
culture background. In order to have ethical environment it is very necessary to have positive and
healthy communication at workplace which follows all the rules of an ethical conduct. I can
further modify my interpersonal communication form through developing my listening or
speaking skills which will benefit me in maintaining patience as well as having clear
understanding of different culture.
Developing and maintaining networks
How you would utilize networks to develop relationships at workplace?
Networking refers to building up of healthy societal or business relationships that can be
helpful for organisation to conduct and promote their business in successful manner. Using of
networking to build workplace relationship can be done in a way by inviting highly experienced
person to motivate or to orient employees of an organisation so that each personnel feels
connected and works with full co-operation within business (Rivera-Pesquera and et al., 2020).
Networking can also be used in a way to resolve workplace issues so to develop healthy
relationships among employees and management especially when the solution of such issue is
not in the hand of company's internal personnels, networking can be helpful in calling expert
person who has the highest ability to resolve workplace issues.
13

Creating a one page plan mentioning the use of networks to assist recognized outcomes for the
team along with organisation.
The use of networking to support identifiable outcomes for the team and organisation are
mentioned below:
 Networking is very helpful in promoting business at higher level along with access to
several great opportunities that brings competitive advantage to the business.
 Networking is used in order to increase brand image through getting useful information
as well as positive recommendations form highly knowledgable, supportive and reliable
person in market or in society (Silva and et al., 2020).
Creating a plan to address any problem faced in the workplace.
The ways used to identify and solve issues at the workplace.
The various methods used to identify and resolve the workplace issues are mentioned
below: Setting up of rules and policies: This is being developed by management team of an
organisation which becomes mandatory for all employees to follow them and work
accordingly (Soga and et. al., 2020). Setting up of various rules brings automatic solution
to various workplace issues such as job roles and responsibilities, etc.
 Finding solutions: This is done after the identification of issue where a leader finds the
solution based upon the areas of issue and then makes conflict parties agree upon a
solution showing mutual agreement.
Guidance, counselling and assistance systems to support co-workers in solving their difficulties.
The relevance of providing guidance, counselling and support system in order to assist
co-workers are mentioned below:
 Proper and effective guidance to co-workers in resolving their issues brings a concrete
solution and makes them agree upon mutual concern which is not possible to have by
their own as they does not possess condition of taking other's view in a positive manner.
 Counselling assists co-workers to explain their issue where a counsellor listens to all the
related parties and makes conclusion which is in benefit of all based upon their problem
after having a clear understanding towards the issue and its reason.
14

SHORT ANSWER QUESTIONS
1. Why is it important to communicate the achievement of work responsibilities to everyone
in the workplace?
It is essential to interact the attainment of work responsibilities because this provides
a
feeling of motivation as this brings success and growth to the company.
Communicating work
responsibilities to everyone at work place helps management to know the status of the
objective which can only be shared by a worker who is performing such task (Sopow,
2020). This is also important in case of measuring employees performance along with
business achievement in market that promotes powerful management of a company
2. What aspects must you consider while establishing a strategic consultation process?
The various aspects that needs to be considered while establishing a strategic
consultation
process are ensuring all the persons being associated with such process of
consultation that
has been provided common opportunity in terms of making contribution or having
their
participation that helps in creation of healthy and positive relations with human
capital of an
organisation at workplace along with building of trust and faith towards each
personnel of
15

Company.
3. While providing feedback to co-workers you may experience a range of reactions. What
might they include?
The reactions which can be faced while providing feedback to co-workers can be
positive or
negative both that means co-workers can be satisfied or can disagree on the points of
feedback. Co-workers can take feedback in negative manner by taking a common
feedback as
personal, setting up of unclear expectations, shocking or defensive expressions,
criticism
towards the area of feedback (Unankard and Nadee, 2020). On the other hand when
co-
workers takes feedback in positive way the reactions can be satisfactory, finding
opportunities for change from such feedback or supporting feedback and agreeing
upon the
outcomes, etc.
4. Your response to a raised issued will depend on what the issue is about. What might an
issue be related to?
The issue may be related to workplace such as not getting promoted, unhealthy
working
environment or on the other hand can be issue related to cultural diversity such as
different
perspective, thoughts, communication barrier, etc.
5. What aspects should a cultural diversity policy cover?
16

The components which a policy for cultural diversity covers are gender, age, religion
or caste, beliefs, values or ethics, race, language, geographic location, nationality,
class,
Sexual orientation and others.
6. What are 10 ways that you can build the trust and confidence of colleagues?
The ten ways through which I can build trust and confidence of colleagues are:
1. friendly nature
2. two way communication
3. co-operation or co-ordination
4. extending a feeling of trust to others
5. including people in having discussion
6. making agreement on the aspect from which I am not familiar
7. giving credit to others for their work
8. following a principle of honesty and fairness
9. Accountable for my conduct and
10. Being professional instead of getting personal or emotional.
7. Who might you add to your list of contacts for networking?
The people who all are added to my list of networking comprises of middle level or
senior
managers, customers, company's internal team mates, leaders, supervisors, suppliers,
some
specialists form related industry or al those who are considered in attaining business
achievements.
17

8. The types of relationships you must develop and maintain will vary depending upon your
leadership role and your involvement with internal and external contacts, however they
could possibly include who?
The forms of relationship I must develop and maintain is professional as well as
ethical which
includes my team, management people, customers, company's partners, distributors or
all
those who are related with organisation in some manner (Varaden, Sandhu and
Tjiptono,
2020). The relationship that depends upon leadership role comprises of friendly
behaviour,
encouragement or motivation, trust, etc.
9. For what reasons might co-workers develop difficulties in workplace relationships?
Co-workers can develop difficulties in workplace relationship with carrying several
reasons
such as promotion of competitor employee, not recognising the efforts, ego clashes,
unfair
treatment, inadequate salary, in appropriate training or development, wrong
management,
Bad communication or several other reasons due to which difficulties can be
developed.
10. What methods might you use to resolve conflict in the workplace?
18

The methods that can be used to resolve workplace issue is intervention of top level
management team, inviting expert personnel, finding various alternatives after
knowing the
issue, or making rigid policies that is being required from organisation to follow and
work
With it (Yoder-Bontrager, 2021). Another method can be scheduling a meeting for
all
conflicting parties with each other in a positive environment so that they don't get
disturb
From others.
CONCLUSION
From the above report it can be concluded that managing and leading effectiveness is
very essential for every business as this helps in resolving various issues at workplace such as
ego clashes, communication barrier, different culture, or others that hinders the performance and
gives rise to negative or unhealthy environment within an organisation. In order to have effective
management it is very necessary to have healthy relationships at work place that can be achieved
through effective and proper communication between all employees as well as by superiors. A
great leader through his leadership as well as management can develop a positive environment
along with motivating employees to be committed towards organisation.
19

REFERENCES
Books and Journals
Akella, D., 2020. Workplace Bullying and Ethical Issues. In Understanding Workplace Bullying
(pp. 169-182). Palgrave Macmillan, Cham.
Camanzi, L. and Giua, C., 2020. SME network relationships and competitive strategies in the
agri-food sector. European Business Review.
Cleary and et al ., 2020. Mental health and well-being in the health workplace. Issues in mental
health nursing. 41(2). pp.172-175.
Cromwell, A. and Tadevosyan, M., 2021. Deconstructing positionality in conflict resolution:
Reflections from first-person action research in Pakistan and the South Caucasus.
Action Research. 19(1). pp.37-55.
Dahlen and et al., 2020. Working with Worry and Inspiring Hope: Relationships with Anxious
and Fearful Women. In Understanding Anxiety, Worry and Fear in Childbearing (pp.
147-169). Springer, Cham.
Dilek, E., 2021. Rethinking the role of Track Two diplomacy in conflict resolution: the
Democratic Progress Institute’s Turkey programme. Southeast European and Black Sea
Studies, pp.1-19.
Gale, T. and Ednie, A., 2020. Can intrinsic, instrumental, and relational value assignments
inform more integrative methods of protected area conflict resolution? Exploratory
findings from Aysén, Chile. Journal of Tourism and Cultural Change. 18(6). pp.690-
710.
Heath, M., Williams, E.N. and Wynn, D., 2021. Experiential learning activity to ameliorate
workplace bullying. Journal of Education for Business, pp.1-15.
Heintz, S. and Ruch, W., 2020. Character strengths and job satisfaction: differential relationships
across occupational groups and adulthood. Applied Research in Quality of Life. 15(2).
pp.503-527.
Huffman and et al., 2020. Workplace support and affirming behaviors: Moving toward a
transgender, gender diverse, and non-binary friendly workplace. International Journal
of Transgender Health, pp.1-44.
Justice, S., Morrison, E. and Yorks, L., 2020. Enacting reflection: A new approach to workplace
complexities. Advances in Developing Human Resources. 22(3). pp.320-332.
Katz and et al ., 2020. Communication and conflict resolution skills. Kendall Hunt Publishing.
Long and et al., 2020. Mining latent academic social relationships by network fusion of multi-
type data. Social Network Analysis and Mining. 10(1). pp.1-16.
Mariotti, F. and Haider, S., 2020. Managing institutional diversity and structural holes: Network
configurations for recombinant innovation. Technological Forecasting and Social
Change. 160. p.120237.
Nielsen, M.B., Notelaers, G. and Einarsen, S.V., 2020. Methodological issues in the
measurement of workplace bullying. Bullying and Harassment in the Workplace:
Theory, Research and Practice, pp.235-265.
Pellegrino, R., Costantino, N. and Tauro, D., 2020. The role of risk management in buyer-
supplier relationships with a preferred customer status for total quality management.
20

The TQM Journal.
Rivera-Pesquera and et al., 2020. Professional Women in the Mexican Workplace: Issues and
Challenges. Academy of Management Global Proceedings, (2020), p.288.
Silva and et al., 2020. A strategic conflict analysis in IT outsourcing using the graph model for
conflict resolution. Journal of Enterprise Information Management.
Soga and et. al., 2020. Web 2.0-enabled team relationships: an actor-network perspective.
European Journal of Work and Organizational Psychology, pp.1-14.
Sopow, E., 2020. Aligning workplace wellness with global change: an integrated model. Journal
of Organizational Change Management.
Unankard, S. and Nadee, W., 2020, March. Sub-Events Tracking from Social Network based on
the Relationships between Topics. In 2020 Joint International Conference on Digital
Arts, Media and Technology with ECTI Northern Section Conference on Electrical,
Electronics, Computer and Telecommunications Engineering (ECTI DAMT & NCON)
(pp. 1-6). IEEE.
Varaden, S., Sandhu, M.S. and Tjiptono, F., 2020. Migrant Workers and Corporate Social
Responsibility: Workplace Practices. Industry and Higher Education: Case Studies for
Sustainable Futures, p.207.
Weyrauch, T., Herstatt, C. and Tietze, F., 2020. The objective–conflict–resolution approach: a
novel approach for developing radical and frugal innovation. IEEE transactions on
engineering management.
Yoder-Bontrager, D., 2021. Non-Governmental Organizations Working in Disasters:
Conductance and Resistance Factors in Relationships, Structures and Power (Doctoral
dissertation, University of Delaware).
21