Personal and Professional Skills for Management

This report discusses the importance of conflict management skills in business and provides strategies for handling interpersonal conflicts and improving individual productivity. It also explores the role of coaching in enhancing employee performance. The report emphasizes the need for effective communication, problem-solving, and negotiation skills to create a positive work environment and achieve organizational goals.

Personal and Professional
Skills for Management

Table of Contents
Introduction .....................................................................................................................................1
Handling inter-personal conflict......................................................................................................1
Resolving a situation of conflict at work................................................................................1
Conflict Scenario....................................................................................................................1
Strategy to deal with Task conflicts in business.....................................................................2
Coaching an individual....................................................................................................................3
Handling a Situation of Individual Coaching at Work...........................................................3
Coaching scenario..................................................................................................................3
Strategies to consider for improving individual productivity.................................................5
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8
.........................................................................................................................................................9

Introduction
Conflict management determines approach and techniques which assure that negative
impact of collision is minimised and positive environment is formed with business (What is
Conflict Management?, 2019). Mainly, conflicts are arise between co- workers, supervisors,
subordinates, employees and external stakeholders like suppliers, customers, regulatory agencies
and many more. For managing the same, company needs to develop effective conflict
management skills to maintain positive working environment for workers so that they can easily
perform their task within more efficiency and at the same time also develop positive relation
with others (Abdulla and Kumar, 2016). Current report is based on different practices of conflict
management that support company in managing conflicts appropriately.
Handling inter-personal conflict
Conflict management is a practice that help in recognising as well as dealing with issues
in a organised and balanced manner. Mainly, it is implemented in business organisation with the
aim of resolving issues arise at workplace and between workers. In this regards, interpersonal
conflicts is directly affect employees morale and their productivity in negative manner. Thus, it
is important for manager of company to effectively handle this type of conflicts by allowing
employees to tell their side and so on. As, it also includes effective communication, problem
solving skills, negotiation skills and so on that focus on developing employees performance of
attain all the set goals and objectives of company. In addition of this, conflict management play a
crucial role in firm as it refers to the techniques that design to reduce the negative impact of
conflicts and at the same time also enhance positive outcomes. This will support in improving
productivity level of employees within the company. Thus, it is important for company and its

manager to effectively analysis the issues or disputes arose among worker at workplace. By this
they can eliminate the negative impact on working area and also tries to manage the same.
Resolving a situation of conflict at work
Conflict Scenario
In business organisation, conflict among team members is one of the major issue that put
negative impact on employees performance at workplace. As team members doesn't maintain
proper coordination while performing given project activities. This is the reason that team
members reduce their productivity level and fail in attaining set common goals (Benson and
Enström, 2017). The conflict which is being considered in this section mainly relates to Task
which is to be performed by them. A team was formed considering specialist from different
fields to fulfil a project and this project is lacking behind due to non-harmonious relations
amongst members. Therefore the strategy which will be considered for improvement will relate
to workplace environment only. Considering the scenario, it is important for leader to motivate
and influence their team members to work in a team and maintain better coordination. With the
help of this, company can resolve conflict and make team members more efficient towards their
project.
Strategy to deal with Task conflicts in business
Apart from this, it is significant for organisation to manage all the conflicts at workplace
so that employees get motivated towards their working activities and also tries to put their best
efforts. This can be beneficial for company and its workers to attain their set goals and target in
stipulate time frame. For resolving conflict related to Task conflicts, leader can use effective
theory i.e. Tuck-man stages of team development to develop an appropriate team (Dalaya and et.
al., 2015). This theory is consider as an effective process of learning to work together as it
includes different stages during development in order to become high performing at workplace.
 Forming: It is initial and one of the important stage that includes period of orientation
and getting acquainted. In this team members are looking for effective leadership and
authority of effectively execute allotted project activities. In this regards, leader of team
discussed about all the members skills, project goals, project timeline, individual roles
and many more. One of the main focus of leader is on people than their work. With the

assistance of this, team members can easily make them productive and efficient towards
the project goals.
 Storming: It is one of the critical stage as team performance may decreased due to
competition among individual. In this team members may disagree on team goals. Thus,
it is important for leader to tries to avoid conflicts and make them cooperative with each
others. This will help them in improving their performance towards the project activities.
This is the stage where different types of conflicts may take place as the team members
belong to different fields and may carry a different approach to working. Under such
circumstances it is very crucial for leaders to regulate and manage their behavior so that
negative behaviour does not escalate.
 Norming: Under this stage, leader appropriate their team members strength and influence
them to take involvement. By this, every team members is contributing and working in a
team with the aim of attaining common goals. In this stage, team performance is
increased as members are learn to cooperate with each other and tries to attain the same
in an appropriate period of time. In other words, it can be said that intervention takes
place in this stage and assure that any situation which may lead to conflict situation is
dealt with in an effective manner. The views and opinions of different specialist in a team
are given due respect.
 Performing: Under this stage, team members are confident, motivated and familiar with
the project activities. As they also can easily perform project task without any kind of
supervision. In this regards, they execute their task in a team and handle all the issues
with more effective manner. By this, team members can attain all the set objectives in
stipulated time frame. In this stage, there is a lesser scope of intervention and occurrence
of conflicts as the members.
 Adjourning: In this stage team members will reach their targets. Once project ends, all
the team members are disbands. Along with this, it is exist for only fixed period and even
permanent teams may be disbanded through organisational restructuring.

Coaching an individual
Handling a Situation of Individual Coaching at Work
Coaching scenario
Coaching is referred to be an approach which focuses on increasing the potential of an
individual and achieving the individual goals. It is defined to be one of the crucial approaches
which helps in increasing productive and engagement so that it leads to higher productivity of
business. The main purpose of coaching is to develop current performance of workers in order
to make them able to effectively execute their job activities in systematic time frame. In addition
of this, coaching is related to unlocking individual potential to maximise their performance (Gat
and Ratzon, 2014). The scenario which has been taken for this section relates to declining
productivity of an employee renamed as X. The employee was assigned in sales section and has
not been able to achieve assigned targets and level of productivity is declining ever since.
Outcomes of good coaching
There are numerous characteristics of coaching which can lead to improve performance
of the workers (Hamada and Stavridi, 2014). In context of this, there are some benefits of
coaching for workers at working area. These can be understood by following points: Increased employee engagement: Coaching is an important technique used by company
to engage their employees in which they allow them to actively participate in the role in
company in order to improve their commitment with others. One of the main advantage
of coaching is that it provide workers a connection to perform their work. This will
improve employee engagement that contribute in increasing profitability level of
company. Identified and developed high potential individuals: It is important for company to
evaluate or identify high potential workers which support in enhancing the chances of
attaining corporate success. By using coaching, top management can easily determine
high potential and also work on their developing leadership skills so that they put their
best efforts to attain success and make positive culture of company (Kearney-Nunnery,
2015). Increased communication: Coaching is an effective activity within the organisation that
help in improving workers communication skills. This type of skill is crucial for overall

productivity or profitability for business organization. By providing coaching to
employees, company can reduce internal conflicts and at the same time also improve
positive relation with employees and customers as well. Stronger management relationship: For enhancing chances of success, it is important for
company to maintain a strong relationship with managers and workers as well. In this,
coaching includes both employees and its manager that help in improving their relation.
As it develop better communication between them through which they interact with each
other are create positive relation. This will assist in developing a productivity level of
company and its employees also.
 Demonstrated organizational commitment to career development: Now a day's,
individuals focus on their career development as they also expect from company to
enhance the same (Kumar and et. al., 2015). In this coaching program is one of the best
way to show workers that they are meeting their expectation by increasing likelihood. By
coaching, organisation develop workers performance and also increase employee
retention that leads to reduce hiring cost and improve employee knowledge.
Strategies to consider for improving individual productivity
In addition of this, organisation is also focus on developing individual performance at
work by encouraging and motivating them (Sing, 2015). Top management also create a positive
working environment wherein employees feel encouraged towards their activities and also put
their best to attain the same. This can be beneficial for enhancing their engagement within the
company. For attaining the same, organisation also use appropriate model of coaching to
improve the performance of an individual at work:
The GROW mode: It is an important and simple method of coaching that used by
company to improve workers performance. The main focus of this model is to goals setting and
problem resolving. This model includes four stages are as follows:
 Goal: This stage is related to the goal what employee wants to attained. It should be clear
so that workers can easily achieve the same. To improve employee performance in next
20 days is the major goal of senior manager. The employee was provided with a goal
which he thought is achievable in a given time frame.
 Reality: In this, employees are new and doesn't aware about organisation activities and
their roles as well. For improving the same, coaches is responsible for evaluating their

actual performance at working area. The approach to feedback is considered individual
share their progress, experience and success with their manager. In this, feedback is a
way to effectively monitor or evaluate the overall effectiveness of coaching and identify
new approaches of dealing with situation.
 Options: Under this, manager investigate how they improve employees performance by
providing them better guidance and training as well. This can be effective for employees
to enhance their skills towards the set goals and objectives at workplace (Nagarajan and
Edwards, 2015). This will provide them direction to do well at workplace and at the same
time also assist in eliminating the issues arise between manager or co-workers
(Vijayalakshmi, 2016).
 Way forward: In this, senior manager includes various activities or ways such as active
listening, asking the right and appropriate questions and many more. All these are
effectual for workers to enhance their working activities and knowledge to attain their set
goals in stipulated time frame.
In addition of this, The Kolb learning cycle is also consider as an important model that
can be effective to provide coaching. This model focuses on self-awareness which can be further
channelised into organisational gain. Mainly, this theory used for the development of new
concepts is provided by new experiences. It includes four stages such as:
 Concrete Experience: In this stage, individual share their experience and what they have
liked and what not relating to the conflict or business environment. This will improve
efficiency level of employees at workplace and make them able to easily attain their task
activities.
 Reflective Observation: This stage is also consider as an important stage where in
workers are observe before making a judgement by viewing the environment from
various aspects at working area. Along with this, the main focus of workers for the actual
meaning of things.
 Abstract Conceptualization: It is related to the logical analysis of ideas in which
employees think and learn by understanding the intellectual situation. This will help them
in making them able to take critical situation.
 Active Experimentation: This is also consider as an effective stage which related to the
ability to get things done by influencing others. By this stage, workers are able to take

risk through which they can easily improving their skills and knowledge towards the set
goals and objectives.
All these are effective to enhance learning of employees that support them in effectively
perform their task and attain all the set goals and objectives. By using this model, manager of
company can improve workers performance at workplace and at the same time also make them
able to handle complex situation.
CONCLUSION
From the above mentioned report it has been concluded that conflict management is one
of the important procedure for every business organisation to resolve issues that arise at
workplace. In addition of this, development of a team is also important for business organization
to attain all the set project targets without arising any kind of issues. This can be effective for
improving employees productivity and managing conflicts. With the assistance of this, company
can attain their set goals and objectives in an appropriate time frame. For managing the same,
organisation also use techniques of coaching like listening, questioning, clarifying and
feedbacks. All these can be effective for managing conflicts arise among workers. With the help
of this, positive relation among employees can be managed and at the same time also enhance
their performance at workplace.

REFERENCES
Books and journals
Abdulla, M. D. and Kumar, S.A., 2016. Blooming English Language Skills For Budding
Engineers To Flourish In Global Environment. Journal of English language and
literature. 3(1).
Benson, L. and Enström, R., 2017. Deliberate institutional differentiation through graduate
attributes: Implementing professional skills at MacEwan School of Business. Journal of
Management Development. 36(6). pp.817-827.
Dalaya, M. and et. al., 2015. An interesting review on soft skills and dental practice. Journal of
clinical and diagnostic research: JCDR. 9(3). p.ZE19.
Ellis, M., Kisling, E. and Hackworth, R. G., 2014. Teaching soft skills employers
need. Community College Journal of Research and Practice. 38(5). pp.433-453.
Gat, S. and Ratzon, N. Z., 2014. Comparison of occupational therapy students’ perceived skills
after traditional and nontraditional fieldwork. American Journal of Occupational
Therapy. 68(2). pp.e47-e54.
Hamada, D. and Stavridi, S., 2014. Required skills for children's and youth librarians in the
digital age. IFLA journal. 40(2). pp.102-109.
Kearney-Nunnery, R., 2015. Advancing Your Career Concepts in Professional Nursing. FA
Davis.
Kumar, S. and et. al., 2015. Change management skills. Indian journal of community medicine:
official publication of Indian Association of Preventive & Social Medicine. 40(2). p.85.
Mishra, K., 2014. Employability skills that recruiters demand. IUP Journal of Soft Skills. 8(3).
p.50.
Nagarajan, S. and Edwards, J., 2015. The Role of Universities, Employers, Graduates and
Professional Associations in the Development of Professional Skills of New
Graduates. Journal of Perspectives in Applied Academic Practice. 3(2).
Sing, H., 2015. Strategies for development of life skills and global competencies. International
Journal of Scientific Research: ResearchGate.
Srivastava, K., 2018. Self-assessment of communication skills by management students: An
empirical study in Indian context. English Review: Journal of English Education. 6(2).
pp.11-18.
Vijayalakshmi, V., 2016. Soft Skills-The Need of the Hour for Professional Competence: A
Review on Interpersonal Skills and Intrapersonal Skills Theories. International Journal
of Applied Engineering Research. 11(4). pp.2859-2864.
Online
What is Conflict Management?. 2019. Online. Available through: <https://www.hrzone.com/hr-
glossary/what-is-conflict-management>.