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Admission Scores And Grade Averages

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Conflict is a common part of workplace and we can manager conflict by developing a dispute resolution process in organization. This is dependent on good management practices such as taking the necessary action at the right time so that conflict resolution becomes new opportunity for success of the team. The first step will be to gather all involves parties, patiently listen to their concern and identify the reason for conflict. After this, taking feedbacks of other team members regarding their opinion about the situation may also help to determine the most appropriate action in the situation[1]. Hence, getting individual opinion and sharing it with other may help to validate the action and take the right course of action. Problem solving capabilities can help to negotiate with employees, patiently listen to them and take the most impartial judgment to resolve the conflict.

While initiating communication with employees, it is necessary to identify the best method to facilitate effective communication with each member. The first decision might be to decide the mode of communication required with specific group such as deciding to convey message through presentation, message, emails, direct interaction or voice calls. Effective communication with staffs is also dependent on having clear and regular communication in the most informative manner. Before going ahead with the communication process, there should always be a plan to decide what we need to communicate and what the main purpose of this communication is. Interactive communications are beneficial in facilitation two way communications and taking feedback regarding a process from employees. In addition, face to face communication can help leader to clearly disclose key information that needs to be disclosed with client[2]. Two way communication is always effective in knowing the perception of others and the process of enquiry and listening skills facilitate receiving feedback and opinion in a positive manner

To perform their job roles, staff members must be give all information related to the specific job responsibilities in the desired position of the company. They must be given full instruction regarding their daily scope of work and all possible situations where a worker need to work extra or seek additional benefits during their job role.

As a manager, we should treat staff with integrity, respect and empathy to develop an inclusive workplace. This process gives positive vibes to employees and they develop the positive motivation that their contribution and role is valued in organization. Emphasizing on addressing employee issues in workplace enhance motivation of staffs in their job and promote engagement in work. Such employees also tend to perform better than those who are not respected.

According to the code of conduct policy, it is essential for managers to display effective behavior at workplace. They must show respect, empathy and integrity with all team members. Other code of conduct for managers is to be honest, transparent and accountable in their action. Flexibility is also an important prerequisite for managers as it will help to deal with complex situations and tackle conflicts.


Mutual trust between all internal and external parties in business relationship is essential to move ahead in the same direction. This helps to build positive working relationship and get all the necessary support while facing challenges  in workplace. It also promotes responsiveness and inclusiveness at workplace

If workers are unhappy due to lack of respect or motivation, it can be identified by means of sudden change in performance of employee, high rate of absenteeism and the intention to leave the organization.

Myers Briggs theory is a psychological theory developed by Carl Jung who defined 16 personality types and the use of these types to identify the unique personality of an individual. While evaluating the personality of individuals, it mainly deals with the followings preference of clients:

  • Extraversion (preference to deal with people, things or situation) or introversion (preference for ideas or information)
  • Sensing (preference to deal with facts) or intuition (preference to deal with possibilities)
  • Thinking (decision on the basis of objective logic) or Feeling (decision on the basis of values and relationship)
  • Judgment (well-structured lifestyle) or Perception (Going with the flow).

Hence, assessing people’s personality on the basis of differing psychological preference defines people’s perception about the world and their thinking process related to decision making. The Myers-Briggs Type indicator is used in several organization to identify the personality of candidate and find out the candidate who fulfill the desired personality criteria for specific job position. The four scales can be combines and arranged in a total of 16 combination to define specific personality of people. It is available in the form of personality test questionnaire to evaluate and define different personality types. For example, this indicator has been used in high school to assess student performance and effect of personality on performance.



Bovee, Courtland L., John V. Thill, and Roshan Lal Raina. Business communication today. Pearson Education India, 2016.

Brubaker, David, et al. "Conflict resolution in the workplace: What will the future bring?." Conflict Resolution Quarterly 31.4 (2014): 357-386.

Erdei, Panni, et al. "Estimating the Effect of the Personality vs. Career Match on the Academic Performance with Comaprison of Admission Scores and Grade Averages: An Evidence from the Hungarian Business Higher Education." (2014).

Rice, John W. Using Myers-Briggs Personality Type Indicators to Predict High School Student Performance in an Educational Video Game. University of North Texas, 2015.


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