Theories Based on Working Skills

This document discusses the theories based on working skills and their application in the workplace. It explores problem-solving models, teamwork stages, and cross-cultural communication. The document also provides references for further reading.

Running Head: Working Skills
Theories Based on Working Skills
Name of the Student:
Name of the University
Author’s Note

1WORKING SKILLS
The working skills are developed by an employee which is often termed as employment skills.
An individual inculcates these skills when he or she is trained in the workspace uniquely. The
basic skills of a person is to succeed in any working environment (Jackson, Sibson and Riebe
2014). The basic elements composed in an individual should comprise of core knowledge about
the task, the skills and attitude that allows the worker to approach its work, to mix with the other
workers and resolve the conflicts.
Problem Solving model states about the theoretical concept that is incorporated in the
organization that sets an effective skill in a step by step process. The model is comprised of
statistical tool like charts and flow diagram. In focus to personal reflection the theory of problem,
solving can be implemented in the working environment with formularizing different strategies
for the company (Gabora and Saab 2013). The action plan restricts the employee to move out of
the way and inculcate its aims and goals. A well-known strategy that can be suggested is trail-
and-error. While using this strategy, different solutions will be applied until the problem gets
resolved.
With reference to teamwork the theory that can be applicable is based on Bruce Tuckman’s
Model of Team Stages. The theory was developed in the year 1965 which was applied in many
organizations. The theory is divided into four main approaches that is namely forming, storing,
norming and performing. Thus, theory has been referred as the origin of building a successful
team. On the prospect of personal reflection the stages of the theory is a memorable phase. The
developmental phase in small sequence is used to describe the path, which had its influence in
high performance (Betts and Healy 2015). The fifth stage of the development is based on the
phases where the people do lay its emphasis in resolving the conflicts and create no boundaries
between its employees which will restrict the candidates to stop thinking and working in the

2WORKING SKILLS
offices. These stages of the theory will inculcate the forming stages and will help to create a
bond within the employees ro work together and put in effort that will lead to fruitful results.
Therefore, the performance of the candidate is crucial in theses sages. The new team members
should be provided with the opportunity to mix with the other team members and socialize with
them.
On the prospect of cross cultural communication it is the field that defines the working
environment which comprises of different category of people from different race, caste, creed
and country working together in a company or organization. It is the responsibility of a leaders to
remove all the differences between the working employee within the single team. The
similarities and the differences creates the background and endeavor the communication which is
set across he culture. The intellectual communication is a related study that facilitates the
employee to work in the organization. It is important because the there is growth on technology
and global business (Martin and Nakayama 2013).

3WORKING SKILLS
Reference
Betts, S. and Healy, W., 2015. Having a ball catching on to teamwork: an experiential learning
approach to teaching the phases of group development. Academy of Educational Leadership
Journal, 19(2), p.1.
Gabora, L. and Saab, A., 2013. Creative interference and states of potentiality in analogy
problem solving. arXiv preprint arXiv:1308.4241.
Jackson, D., Sibson, R. and Riebe, L., 2014. Undergraduate perceptions of the development of
team-working skills. Education+ Training, 56(1), pp.7-20.
Martin, J.N. and Nakayama, T.K., 2013. Intercultural communication in contexts. New York,
NY: McGraw-Hill.