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QUESTION 1
Describe four strategies you would implement when managing a team to ensure that all members are clear on their responsibilities and requirements.
1. Nurturing a positive working culture in the company. One can lay a foundation for a productive working environment by building a corporate culture that clearly defines shared values and tenets of the company (Llopis, 2012). The Company’s mission statement should align with the foundations of the corporate. Verbal communication, spending time with employees and motivating them is also an opportunity to pass knowledge, get reactions or opinions and refine the structure.
2. Resolving issues early. A good team leader tries to resolve emerging conflicts before they escalate. For instance, team members who are involved in conflicts are invited for an open discussion and advised accordingly. Through early conflict resolutions, team players can return their focus to work and build a healthy working relationship
3. Encouraging teamwork. A leader can integrate team building activities in the company to encourage better working relationships between employees. A good working environment should have an atmosphere full of enthusiasm, natural strengths of employees, embrace diversity, promote trust and respect for all workers.
4. Building effective communication. A good working culture is an inclusive culture where ideas are shared, opinions are aired, and open discussions are encouraged. Information is circulated on time, members are encouraged to communicate effectively. The leader works hard to make sure that all members feel that their voices are heard.

QUESTION 2
Describe three different types of support you can provide members of your team to ensure they remain engaged and committed to quality outcomes. For each one, explain the advantages and disadvantages (if any).
1. Provide opportunities for employee growth. Growth opportunities can be manifested in many ways including and not limited to new skill development, promotions and incentive increases. Growth is one way to convince an employee that they have a future with the company and it’s a pathway to full fill their career and aspirations.
2. Motivating and inspiring employees. Employees want to feel that their work is meaningful and that their contribution is aligned with the company’s purpose, vision, and values. Motivating and recognizing employee effort not only wins their trust and respect but also encourages them to put an extra effort at work because they feel appreciated (Alexander, 2014).
3. Involving employees in business discussions. Team players not only wish to feel their impact on the business but also want their voices heard. All team members should know how their roles influence business returns and feel attached to the business direction and vision. Corporate leaders also achieve this by seeking feedback from other employees and acknowledging their opinions.
QUESTION 3
Describe three communication methods you might use to communicate with your team members and stakeholders. For each one, explain at least one advantage and one disadvantage.
1. Verbal communication entails face to face dialect. Verbal communication can be witnessed in businesses inform of presentations or board room meetings. The method is effective when the audience needs to make decisions quickly. However, due to cultural diversities, some colloquial expressions might be misinterpreted leading to conflicts (Bourne, 2014).
2. Electronic platforms include emails, podcasts, teleconferencing, and webinars. Digital platforms have the advantage of speed hence information can be spread very fast to multiple people and responses are immediate. However, this method heavily relies on the availability of the internet and sometimes overusing it might lead to a social disconnect with people.
3. Telephone. Sometimes it is hard to track the physical location of an employee within an organization. Landlines are still a cheaper option to connect with team players to give instructions, inquire about something share data. The disadvantage of using a telephone is that information cannot be stressed well compared to verbal communication.
QUESTION 4
As a manager in an organization, explain how you would ensure you are viewed as a positive role model.
As a leader, I shall lead by example and influence my subordinates to follow suit. Rather than criticizing and shouting at employees, I shall inspire, motivate and acknowledge their contributions towards the company. In addition to that, I shall ensure their growth by understanding their strengths and weaknesses and assist them to reach their full potential. I will review my strategy and audit my skills in dealing with people so that I improve and become a better role model.
QUESTION 5
As a workplace leader, describe how you would ensure that your team was actively involved in decision-making processes.
1. With employees looking for more fulfilling careers, job gratification is increasingly becoming essential. Giving workers the authority and roles to play in decision making proves to be the difference between a productive task force and a depressed one.
2. Forming a committee is one of the strategies one can use. With a committee, one can get suggestions from various departments on issues affecting the business. One can also engage workers using a suggestion box to learn what they think should be changed in the company. Implementing viable suggestions will prove that you value the voices of these people. Another way is to present choices for them to choose from. Allowing them to brainstorm and emerge with a solution gives them a greater sense of ownership of the decision,
QUESTION 6
Explain why it is important to keep lines of communication open with your manager at all times when working with a team.
A corporate that desires to maximize productivity and motivate employees to start by ensuring there is effective communication between managers and staff. It is vital to keep the higher authorities updated on progress and new findings when performing group tasks. New instructions might be issued out and without open communication, things might go wrong. Conflicts might also occur in the line of duty when a group of individuals works together. In some cases, personal reconciliation efforts might bear little fruit and in such escalation, an open discussion with a higher authority might make it easier to iron out issues before they get out of hand.
QUESTION 7
Describe the five stages of group development.
Stage 1: Forming
This is the stage when team participants meet for the first time and introduce each other. They get to know each other and share information about their experiences and backgrounds. Then a team leader takes the initiative to discuss the project scope and expected goals and guides the rest in identifying roles and responsibilities (Forde, 2018).
Stage 2: Storming
At this stage, all team members gather to discuss how the project should be done. All are welcome to give opinions and reasons why their ideas should be considered. In some cases, conflicts arise at this stage but the team leader offers guidance and arbitration. If the team sails through this tough stage, they emerge with clear cut roles and responsibilities for each member of the team and an implementing strategy.
Stage 3: Norming
Here, the team has settled on standard operating procedures, platforms of sharing information and channels of resolving conflicts when they arise. The team trusts each other and seeks each other for guidance and input. They are driving towards a common goal and significant progress in notable as time goes by.
Stage 4: Performing
Here, members are working at a higher efficiency without much oversite. They have made errors, rectified and realized better ways of doing various procedures. There are milestone achievements at this stage as the teams continue to work hard. Occasionally members can revert to previous stages if one member quits or a new member joins the team.
Stage 5: Adjourning
At this stage, the project is coming to an end and members are leaving independently having completed their tasks. They take time to celebrate their achievements and share their journey experiences. They take important lessons that they shall implement in future projects.
QUESTION 8
You have brought together a team of people with different skills and knowledge but you can’t always expect things to run smoothly and even for everyone to work well together.
Describe how each item below can impact on the team’s performance.
 Someone likes to cause conflict
The conflict harms productivity. The business invests more time in resolving conflicts rather than focusing on other goals. Conflicts are also a nightmare to people who don’t like fights, it brings negative energy and nurtures frustrations. It leads to loss of time, money and other resources.
 Someone has trouble speaking up and participating
Passive team members create disconnect since important information misses their attention. Besides, they don’t ask for clarification hence when tasks are assigned to them they end up messing up and since they are afraid of speaking up, the mess accrues to visible levels.
 Someone passes blame and cannot take responsibility for their mistakes
The blame game doesn’t end well. It creates rivalry with co-workers and few people may wish to work with you. Passing blame induces negative energy to those victimized hence productivity goes down,
 Someone avoids sharing information
Sharing information brings openness and mutual trust between employees. Hiding information does the opposite. When information does not circulate, meetings are few, discussions become meaningless and people remain stuck. Without trust and cohesion between members, interactions become few and a teamwork culture faces extinction.
 Someone dominates discussion
Other team players will feel intimidated and become even more afraid to let their views known. They won’t respond well in such a one-sided discussion.
 Team members share knowledge and skills
When information circulates, trust is built and people easily work towards a common goal.
 Someone is good at mediating
Problem-Solving skill is vital in handling conflicts in businesses. A leader that arbitrates to fix a problem saves time and resources that could otherwise be leveraged to work. In the long run, healthy relationships are maintained and productivity is increased.
QUESTION 9
Access organizational policies/procedures related to the following areas that can impact or assist teamwork (one document for each area). Check the questions below to make sure the documents you locate are relevant.
If you are a classroom-based student, research online to find organizational policies and procedures in the following areas.
 Work allocation
 Mentoring/coaching
 Conflict resolution.

Address the following points regarding each document you have located.
Work allocation:
Briefly describe the responsibilities of supervisors/managers when allocating work to their employees
Supervisors have a responsibility to effectively manage the workload and working hours of Employees and will:
Briefly describe the responsibilities of employees when receiving work from their supervisor/ manager.
Employees play an important role in determining if work allocations are realistic and should communicate any work allocation concerns to their manager or supervisor as soon as possible.
Does the policy/procedure state any requirements regarding the need to work extended or continuous periods of overtime due to work allocation? If yes, explain the requirements.
An employer can request that an employee works reasonable overtime. Overtime can be reasonable so long as there is no risk to health and safety from working the extra hours
Mentoring/coaching:
Briefly summarise the benefits the organization feels it will get from mentoring/coaching.
Organizations implement Mentoring and Coaching programs to align the goals of the company with the professional development of its employees. Developing employees in weak areas of the company can also benefit the business’s organizational goals (Arnold, 2013).
Briefly summarise the mentoring relationship.
To develop a successful mentoring partnership, the relationship needs key attributes from both the mentor and mentee: Trust and Respect, Commitment, Ongoing and effective communication.
Briefly summarise the mentoring process.
Mentoring is a three-step process1:
1. Planning meeting:
In this meeting, mentors help mentees plan a task or session
2. Observation:
The mentor observes the mentee and gathers information on how well the mentee’s plan worked.
3. Reflective conversation:
In this part of the process, the mentor summarizes and gives feedback on the information and the mentee responds to the mentor’s summary and feedback (Singaram, 2020).
Conflict resolution:
What principles of behavior does the organization expect to be followed by those involved in the conflict resolution process?
The peacemaking principle, the peacekeeping principle, and the peace fostering principle
What happens if the issue cannot be resolved?
Decreased Productivity, Employee Turnover, Divided Teams, Poorly Reflected Management, Unhealthy Confrontation
What is mentioned regarding privacy and confidentiality?
Privacy refers to the right to control access to oneself and includes physical privacy such as ensuring curtains are closed during physical examinations. Confidentiality relates to information only. The legal duty of confidentiality obliges health care practitioners to protect their patients against inappropriate disclosure of personal health information (LLC, 2020).
QUESTION 10
Describe the strategies/techniques you could use to do the following:
 Reward a team member who does a great job.
When a team member does something exceptional, reward him/her. This will make the intended recipient feel good and show the rest of the team that hard work is rewarded.
 Show that you value their contributions and participation in the team.
By encouraging all opinions and ideas.
 Encourage them to keep striving to meet goals and/or targets.
As a manager, you can further encourage your people to collaborate by talking about them as a team, not as a set of individuals.
 Reward the group as a whole for completing a project ahead of schedule.
Tie a portion of the discretionary compensation to a team or unit performance — the bigger the percentage the better.
QUESTION 11
What is meant by ‘consensuses? Describe the concepts of the Quaker model and the consensus-oriented decision-making model.
Consensus decision-making is a process in which group members develop, and agree to support a decision in the best interest of the whole group or common goal. Consensus decision-making is thus concerned with the process of deliberating and finalizing a decision, and the social, economic, legal, environmental and political effects of applying this process (Zarate, 2014).
QUESTION 12
Outline the five conflict-handling modes referred to in the Thomas-Kilmann Conflict Mode Instrument. Provide at least two examples of when each mode can be used in the workplace.

Mode Description When to use
1. Competing The Competing option means you take a wholly assertive and uncooperative approach to resolve the conflict. when you feel that your rights are threatened so you need to defend your rights
2. Accommodating Accommodating is unassertive and cooperative—the complete opposite of competing.
When you feel the need to yield and surrender in an unpleasant situation without causing chaos that can harm the other party.
3. Avoiding Avoiding is unassertive and uncooperative—the person neither pursues his concerns nor those of the other individual. Not involved in any kind of staff’s conflicts.

4. Collaborating Collaborating is both assertive and cooperative—the complete opposite of avoiding.
When your co-worker friend won’t be able to go to work and you replace them on your day off to help to fill the empty spot.
5. Compromising Compromising is moderate in both assertiveness and cooperativeness. (1)when both parties agree to look for a good middle ground solution together without having to be convoluted.

References
Alexander, H. (2014, February 20). Five ways to improve team engagement. Retrieved from SmartCompany: https://www.smartcompany.com.au/people-human-resources/managing/five-ways-to-improve-team-engagement-2/
Arnold, J. (2013). Coaching Skills for Leaders in the Workplace. Brown Book Group.
Bourne, L. (2014, May 28). The 3 types of stakeholder communication. Retrieved from Project Manager: https://projectmanager.com.au/3-types-of-stakeholder-communication/
Forde, G. (2018, August 7). The 5 stages of team development: what you need to know. Retrieved from https://blog.teamwork.com/the-5-stages-of-team-development-what-you-need-to-know/
LLC, J. H. (2020, January 3). Why is Confidentiality Important? Retrieved from https://www.halpernadvisors.com/: https://www.halpernadvisors.com/why-is-confidentiality-important/
Llopis, G. (2012, January 1). 6 Ways Successful Teams Are Built To Last. Retrieved from Forbes: https://www.forbes.com/sites/glennllopis/2012/10/01/6-ways-successful-teams-are-built-to-last/#3844265f2b55
Singaram, M. (2020, January 3). What are the Different Types of Mentoring? Retrieved from Entrepreneur: https://www.entrepreneur.com/article/302450
Zarate, E. I. (2014). Decision-Making Processes in Grassroots Collectives. September.

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ï‚· Case Study, Business Development Plan and Dissertation topics can be used

if required but it is not mandatory.

ï‚· Discussion and debate on the above mentioned sections should be seen.

ï‚· It is expected that you use current peer-reviewed journals and articles to ensure

that you have an in-depth understanding of your topic particularly for the

Literature Review.

ï‚· There must be sufficient linkage between theory and practice.

ï‚· Harvard style of references should be used.

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Week 1 Assignment: Choose Potential Topics and Reference management system. a) for three part assignment, you will work on narrowing down a topic related to your degree and specialization( Doctor of Philosophy in Business Admin. specialization: International Business) you should develop your search ‘toolbox” (use chapter 3 in the literature review. A step-by-step Guide for studies as a guide). In addition, you will identify resources and search engines al intended to help think about a topic you’ll like to research and you can get started. This is preparation for the next task completing an exhaustive review of the literature. Part 1: Based on my observation/ interest, look through journals in my field( International Business) and choose 2 to 3 general potentials topics in area of study. This doesn’t mean that you should pick a specific area with a research question in mind. Instead identify broad area of interest from which you could derive a research topic. Example:, a broad topic might be leadership styles among various corporate CEOs and a specific research focus or question might be what is the most effective leadership style for the type of industry the corporation is in? However, the literature needs to support the need for further inquiry into a topic vs just basing it on interest. In choosing a topic, be sure to be keep in mind whether you are seeking a research degree(PHD) or Professional degree(DBA). I’m seeking(DBA). Review the Dissertation Center documents entitled Differentation PHD and applied Doctorates for a discussion regarding the differences between PHD and DBA degrees. This part of the assignment, with 2 page paper that describes each of your general topic, and discuss degreeto which each potential topic is worthy of doctoral-level study in your specialization and degree type Part 2: write 1 page response identifying several search terms of peer-received resources for each potential topic area as potential resources and research engines you used to obtain scholarly sources.(be sure to include at least on journal reference per idea to demonstrate you examined the literature. Part 3:Using chap 3 in Ridley(2012). The literature review; A Step-by-step Guide for students as a guide as well as the NCU library resource Organization Research, compare and contrast the different references management or filing systems you could use for researches. what you see as the advantage and disadvantage of each? On your analysis of these systems ,which you think best fit as you begin review literatute and why? write 2 page response evaluating each system,include which one chose see this system help you as you continue with your academic career. Length 5 page total.

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DISSERTATION TOPIC TITLE: ENVIRONMENTAL DEGRADATION OF OGONILAND DUE TO OIL EXPLORATION AND PRODUCTION.A CASE STUDY OF SHELL PLC AIMS: 1. The aim of this study is to critically evaluate the environmental degradation in Ogoni-land. 2. Analyse the input of the stakeholders which involved shell, Nigeria government and local communities. OBJECTIVES: 1. To determine the extent of damages caused by Shells activities in Ogoniland. 2. To investigate the economic and social impact of shell activities on local communities lives as well as the capacity of land to regenerate itself. 3. To review and assess the effectiveness of initiative and policies taken by all parties to improve people’s live while preserving their own interest. 4. To make recommendations on actions and initiatives to be undertaken by the key stakeholders with the aim of improving the living standard of local communities.

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