Reference no: EM132396136

Make sure the Responses includes the Following: (a) an understanding of the weekly content as supported by a scholarly resource, (b)the provision of a probing question. (c) stay on topic

1. Communication is important to team development and cohesion. It is how organizations share information, ideas, and expectations (Schermerhorn &Uhl-Bien, 2014, p.236). Being able to effectively communicate ensures that there is shared understanding within an organization. It is for this reason, organizations place a high emphasis on effective communication. While many organizations communicate via messages, emails, letters, and other means, interpersonal communication is different. Interpersonal communications is face-to-face communication that is done by verbal or non-verbal means in order to pass information, express feelings, and share meanings. Some problems that can arise with interpersonal communications include trust issues, differences of personalities, reputations, and stereotypes and prejudices (p.239). It is important to work through these problems. If these problems are allowed to continue, it can reduce work quality and output, diminish job satisfactions, and lead to other issues within an organization. Ensuring effective interpersonal communications within an organization contributes to team viability and job satisfaction, as well as an increased understanding of tasks and goals of each member.

2. Interpersonal communication is all about the exchange of thoughts and ideas between individuals using a variety of methods, including words, tones, facial expressions, gestures, and body language. Interpersonal communication and the skills to relate with others aren't just important for an individual, but they happen to be at the core of the success of an organization. When interpersonal communication in the workplace is effective, it makes operations more efficient and teamwork not only possible but also easier. "Communication is comprised of how people send and receive messages" (Uhl-Bien, Schermerhorn, & Osborn, 2014). Good communication permits the group to exchange ideas, over any subject between one another through many ways of communication "The ability of the key functions of a business to operate more efficiently is directly founded on the ability of the people that carry out those functions to communicate efficiently with each other" (LaMarco, 2019) These include such functions as the resolution of conflicts, sales, and management. Ultimately, the importance of interpersonal communication in an organization cannot be overemphasized.

3. Conflicts are something that are more than likely going to occur. Some conflicts that could occur may be with the scheduling of hours for employees, unequal division of work, or unequal compensation for work. In any of these cases, the potential problems associated with these conflicts can lead to loss of employees, strikes, lawsuits, or loss of production. Some of the benefits of these conflicts could include the identification of the actual problem. Many people are not effective with their interpersonal communications skills and do not know how to effectively express the issues they are facing. Identifying these conflicts is the first step to coming up with a solution. Another benefit can include the reductions/elimination of future conflicts like these. If the problems are addressed, then managers will know how to mitigate these conflicts in the future. There are five conflict management strategies. These strategies are accommodation or smoothing, collaboration and problem solving, avoidance, competition and authoritative command, and compromise (Schermerhorn &Uhl-Bien, 2014, p.222). While some of these are not good strategies to use in these types of conflict, there are some that should be used. Compromise is the best suited for the three mentioned conflicts. Finding an acceptable middle ground between all parties involved can help with future conflicts that might spur because of perceived unfairness.

4. Conflict comes in all kinds of size, whether it is in between individuals or multiple people at one time. How it can be beneficial is when a resolve is found due to the matter, where all parties are satisfied with the outcome of conflict and allows the group to come back together. Problems that can arise from conflict are members developing barriers between each other over matters due to members not agreeing with out comes or what the issue was the result of conflict. That is why effective strategies to resolve conflict are important. Some effective approaches to make are giving into the opposing party (accommodation), ignore conflict (avoidance), and forcing your own way (authoritative command) (Uhl-Bien, Schermerhorn, & Osborn, 2014). The way in my opinion whether you're a team member or team leader, thinking about everyone involved and making sure everyone's needs are met, in a logical way for all parties.

5. Negotiations are something that everyone has had some experience with or has seen before. For most people, negotiations are viewed as some law enforcement agency work with criminals who have taken hostages. While this is a little extreme, the concept of negotiating is still the same. Negotiations are the process of reaching an agreement between all parties involved (Schermerhorn &Uhl-Bien, 2014, p.224). The common pitfalls with negotiations are fixed pie myth, escalating commitment, overconfidence, too much telling, and too little listening (p.228). The fixed pie myth works on the assumption that the pie can be an advantage to all parties involved. Escalating commitment is the continuing of the same course of action leaving no room for negotiation. They become fixed on the course of action and do not back down (p.228). Overconfidence is a result from the mindset that the position of a person is the only way or only one and that it is the right one. Too much telling and too little listening are a communication problem that result from people not effectively expressing their needs or people just not listening to others. Ways to overcome these pitfalls include the use of third-parties. This is broke into two categories, called arbitration and mediation. Arbitration is where someone from a neutral part acts as the decision authority that applies to both parties (p.230). An example of this is a judge in a divorce. Mediation is the use of a neutral party to engage both parties and help find an agreeable solution but does not have authority to force both parties into the agreement. In arbitration the solution made by the neutral party is the final solution where mediation can be open for more negotiations or future negotiations if needed.

6. Negotiation is described as "the process of making joint decision when the parties involved have different preferences" (Uhl-Bien, Schermerhorn, & Osborn, 2014). In an organizational setting forms of negotiation are two-party negotiation, group negotiation, intergroup negotiation, and constituency negotiation. When negotiating two important goals are substance goals (deal with outcome regarding issue under negotiation) and relationship goals (parties involved cooperation).With negotiating you have the possibilities of facing pitfalls. These pitfalls can be a party involved in negotiation wanting to gain more form the opposing parties, escalating commitment, overconfidence, and communication problems (Uhl-Bien, Schermerhorn, & Osborn, 2014). Ways to avoid these pitfalls are being mindful of everyone in negotiations, self-discipline, being aware of how you conduct negotiations, and active listening.