Question

Upon the successful completion of this module, you should understand the following concepts:

YOUR OWN WORDS:

1- Message receiving process

2- Importance of feedback

3- Providing coaching feedback

4- Performance formula

5- Mentoring

6- Conflict management styles

7- Conflict resolution model

Answer 1

Message receiving process: Message Receiving Process is the process of information formatted by a sending process such that is meaningful to receiving process. The structure involves listening, examining, and feedback. Receive the real message the sender is transmitting. Receiving doesn’t end with good listening. Listening is just beginning. Focus and concentrate completely to people in the receiving process. While having a conversation its important conveys the message directly without distraction and concentrate as a good listener. Prepare to listen by reviewing. Avoid assuming and without interruption. This is mainly accurate when listening and follow the instruction.

Importance of feedback: Feedback is a reaction by others in term of feelings and observation. Feedback gives information to a person or groups either by verbal or non-verbal communication. Feedback is useful for both communicator and the receiver. It completes the whole process of communication and makes it continuous. It helps in further effective communication. Develop to creative idea.

Providing coaching feedback: Qualified supervisors are more suitable to provide specific, fair and timely feedback, which will address performance complications to be allocated with more constructively and which will recognize and emphasise good feedback. Employees will view the coaching and feedback as coming from a credible source, which is serious for acceptance, if the supervisors are trained.

Performance formula: Performance formula shows the principles and capabilities to create behaviour that generate results. The more the factor is influence in performance the more effective will be forecasting and managing performance and result. This is to understand the motivation and approach initiative performance.

Mentoring: People are trained under the experienced or senior individual to monitor the assigned work. Share the experience in order to identify and enhance the relationship. Monitor to take necessary risks to make decision without certainty of successful result and to overcome the difficulties.

Conflict management styles: Forcing conflicts style attempts to resolve conflict by aggressive behaviour and to resolve by passively giving it to other. It jointly resolves the conflict with the best solution agreeable to all. It ignores the conflicts rather than resolve it.

Conflict resolution model: This process of termination a conflict by working together and problem solving. Conflicts are involves in differing qualities and standards in individual or within groups. Conflicts are specific and simple. It create calm environment and focus on the issue, find solution for problem.