Paid Employment and Identity Essay Example | Topics and Well Written Essays - 2000 words

Paid Employment and Identity - Essay Example As indicated by Kirpal (2011), the organization and word related classifications are the wellspring of business related personality development forms. Representatives structure ways of life as they take part in their activity and as they collaborate with their partners and clients giving them a wellspring of duty, inspiration and powerful employment execution (217). Individuals are additionally decided by the work they do instead of what their identity is and an outcome people are in ceaseless quest for the correct activity which brings significance into their lives. This relies upon what people see as significant work to them and the network all in all. The inquiry that asks an answer at that point is what comprises important work? Klein (2008) sees that substance and importance of work for people develops as innovative and financial conditions change accordingly making it hard to track down significance in work and structure personalities. This paper will investigate how paid busin ess influences personality dependent on the logical idea of character. Personality Identity is characterized by Goffman (1959) as an impression the board where we screen all parts of conduct of individuals we experience. Personality is consequently similar to a dramatic presentation where entertainers attempt to persuade the crowd that their activities are genuine when truly they are not credible. Entertainers in this manner distinguish the things to be considered, follow up on premise of these recognizable pieces of proof and endeavor to accommodate their activities with others in the circumstance (Burke, 2006). Much the same as in exhibitions, the on-screen characters in the public arena have tasks to carry out and they connect implications which are gotten from culture or from own comprehension to themselves while playing out the jobs. In any case, the people must arrange implications got from own comprehension with other people who have various perspectives to such an extent tha t self implications relate to job conduct. For instance, in a work setting in the event that the job of the specialist implies administration to other people, at that point the worker’s activities or conduct should coordinate the significance by taking care of clients needs instantly. Jensen (2011 p. 163), characterizes way of life as â€Å"a procedure of perceiving and being perceived by the individuals who count.† The idea of personality for this situation is social as people attempt to separate themselves from others. For instance, in a work circumstance an individual attempts to recognize himself by separating himself from non-work circumstance subsequently an individual establishes his setting of advancement. Jensen likewise recognizes that people have different character alternatives which fluctuate across social settings however the individual needs to investigate the most advantageous personality from the accessible choices and settle on a choice to embrace the picked character. As indicated by Goffman (1959), picking the correct choice requires exchange with different pathways accessible. For instance, individuals can haggle on the necessities to fill a specific position or occupation henceforth set a measure for relating to that alternative. In conventional social orders, choices were restricted as youngsters followed the way of their folks through apprenticeship consequently related to parent’s occupation. For instance, a kid from a poor foundation or uneducated guardians was additionally not instructed consequently finished in same occupation as guardians. Be that as it may, Rehn (2009) recognizes that youngsters gain uniquely in contrast to grown-ups and ought not be disregarded as they additionally structure a

NaNoWriMo †What It Is and Why You Should Join In

NaNoWriMo †What It Is and Why You Should Join In NaNoWriMo †What It Is and Why You Should Join In NaNoWriMo †What It Is and Why You Should Join In By Ali Hale On the off chance that you’re a trying author, yet presently can't seem to compose your artful culmination, you should consider participate with NaNoWriMo. State what? NaNoWriMo is short for â€Å"National Novel Writing Month† (however, actually, it’s worldwide). Each November, scholars around the globe participate in a fiction-composing craze, meaning to deliver a 50,000 word novel in only 30 days. This year is the tenth NaNoWriMo, so it’s an extraordinary time to jump aboard if you’ve consistently needed to compose a novel, yet have never entirely got around to it. It is safe to say that you are up for the test? You can discover all that you might need to know on the NaNoWriMo site, however here’s the fast overview for those of you who’re in a hurry†¦ How it Works The guidelines are truly clear. The fundamentals are that: You shouldn’t start your novel before November first You can send your novel to the site (it’s not put away anyplace or read, don’t stress) for word tally approval You can’t work together with another person to create the 50,000 words †however on the off chance that you get your companions included composing their own books, that’s extraordinary! You can compose your novel on a PC or with pen and paper, yet you clearly won’t have the option to approve the wordcount if you’re utilizing pen and paper†¦ You should be more than 13 to enlist on the NaNoWriMo site. Under 18s (counting kids under 13) can enlist for the Young Writers’ form. Statistical data points 50,000 words in 30 days is 1,667 words every day. In the event that you see it like that, it’s a difficult however attainable objective. Contingent upon how quick you compose, that’s most likely 1 †2 hours work. A year ago, more than 100,000 individuals marked up†¦ †¦and 15,000 â€Å"won† by finishing 50,000 words by 12 PM on November 30th. Ali’s Tips I did NaNoWriMo a year ago, alongside my sweetheart Paul and our shared companion Nick. We as a whole â€Å"won† by finishing our books before the month's over. (In spite of the fact that I was the first to arrive at the 50,000 word target†¦) It was an extraordinary encounter, and I tried to complete and redraft my novel not long ago, yet in the long run concluded it was preferable seen as â€Å"practice† over a piece that would be worth further work. I’d unquestionably suggest: Purchase and read the superb book No Plot? Don't worry about it! by the originator of NaNoWriMo, Chris Baty it’s an extraordinary manual for composing a book in a month, and it’s likewise extraordinarily clever. Get an accomplice, housemate or companion included. It particularly helps if the individuals who live with you comprehend why â€Å"making today’s wordcount† is a higher priority than cooking dinner†¦ Going up against your companions and friends and family will truly spike you on through the predicament. Don’t stress over the nature of your composition, simply center around getting to that 50,000 word target. (NaNoWriMo isn't the best time to deal with that great thought you’ve been agonizing over for a considerable length of time †take a stab at picking something new. On the off chance that you care about it to an extreme, you’ll get over-fussbudget.) Advance as a long ways beyond as you can in the principal week †¦ it’s dreadful playing look up some other time on. In the event that you make some full-memories work, take a stab at rising right on time to compose before work (my strategy) or composing through your lunch-break (Nick’s strategy); it’s significantly simpler than attempting to hammer out words at night when you’re tired. On the off chance that you’re an understudy, have a go at writing in your library (Paul’s strategy); you won’t have interruptions like TV, PC games and the ice chest nearby†¦ Completing a novel is an incredible inclination †¦ and it’s something that the vast majority on the planet will never do, even the individuals who need to be authors. NaNoWriMo 2018 update We are drawing near to this incredible month once more. On the off chance that youre going to take part, I suggest that you investigate a post from the Reedsy folks with 41 hints to win it. Have you at any point done NaNoWriMo? How could you jump on? Will you be participating this year? Need to improve your English in a short time a day? Get a membership and begin accepting our composing tips and activities day by day! Continue learning! Peruse the Fiction Writing class, check our mainstream posts, or pick a related post below:45 Synonyms for â€Å"Food†Social versus SocietalThe Difference Between Un- and Dis-

4) WEBINAR The Fight Against Fake News How to Teach Your Students to be Super Sleuths

(5/4) WEBINAR The Fight Against Fake News How to Teach Your Students to be Super Sleuths (0) When: Thursday, May 4, 2017 at 4:15 pm EDT.   Cant make it? If you register, you will receive a recording of the webinar that you can watch at your leisure. What Well Cover: Information is everywhere and unfortunately, it’s not all trustworthy. As educators, we should make it a priority to teach our students how to determine whether information is fake or not, especially if we strive for them to be lifelong learners. Join Michele Kirschenbaum, In-House Librarian at EasyBib, a Chegg service, as she provides a run-down of different online text features to point out and teach to students, as well as resources and lesson ideas to help promote the fight against fake news. Co-sponsors Mackin and EasyBib, a Chegg service, will also give a short peeks of their citation integration  at the end of the webinar.     About the Presenter: Michele Kirschenbaum is the In-house Librarian at EasyBib, a Chegg service and a school librarian for the New York City Department of Education. She obtained her MLIS from Drexel University and serves as an executive board member on the New York City School Library Association. When she’s not being a rock star in her library, Michele enjoys cheering for the New York Mets and catching live music around New York City. You can find her here on Twitter. Register for the Webinar Below: hbspt.forms.create({ portalId: '222136', formId: 'd3224dc7-dcf0-4fa4-8ccb-927dd078bc33' }); © 2001-2017 EasyBib ® a Chegg ® service. All rights reserved. Privacy Policy Terms of Use

Independent Executive Agencies of US Government

Independent executive agencies of the U.S. federal government are those that, while technically part of the executive branch, are self-governed and not directly controlled by the President. Among other duties, these independent agencies and commissions are responsible for the vitally important federal rulemaking process. In general, independent agencies are tasked with administering laws and federal regulations that apply to specific areas such as the environment, social security, homeland security, education, and veteran affairs. Responsibilities and the Chain of Command Expected to be experts in the areas they manage, most independent agencies are headed by a presidentially-appointed board or commission, while a few, such as the EPA, are headed by a single presidentially-appointed administrator or director. Falling within the executive branch of government, independent agencies are overseen by Congress, but operate with more autonomy than federal agencies headed by Cabinet members such as the Departments of State or Treasury which must report directly to the president. While independent agencies do not answer directly to the president, their department heads are appointed by the president, with the approval of the Senate. However, unlike the department heads of executive branch agencies, such as those making up the president’s Cabinet, who can be removed simply because of their political party affiliation, heads of independent executive agencies may be removed only in cases of poor performance or unethical activities. In addition, the organizational structure independent executive agencies allows them to create their own rules and performance standards, deal with conflicts, and discipline employees who violate agency regulations.  Ã‚   Creation of Independent Executive Agencies For the first 73 years of its history, the young American republic operated with only four government agencies: the Departments of War, State, Navy, and Treasury, and the Office of the Attorney General. As more territories gained statehood and the nation’s population grew, the people’s demand for more services and protections from the government grew as well. Facing these new government responsibilities, Congress created the Department of the Interior in 1849, the Department of Justice in 1870, and the Post Office Department (now the U.S. Postal Service) in 1872. The end of the Civil War in 1865 ushered in a tremendous growth of business and industry in America. Seeing a need to ensure fair and ethical competition and control fees, Congress began creating independent economic regulatory agencies or â€Å"commissions.† The first of these, the Interstate Commerce Commission (ICC), was created in 1887 to regulate the railroad (and later the trucking) industries to ensure fair rates and competition and to prevent rate discrimination. Farmers and merchants had complained to lawmakers that railroads were charging them exorbitant fees to carry their goods to market.   Congress eventually abolished the ICC in 1995, dividing its powers and duties among new, more tightly defined commissions. Modern independent regulatory commissions patterned after the ICC include the Federal Trade Commission, the Federal Communications Commission, and the U.S. Securities and Exchange Commission. Independent Executive Agencies Today Today, independent executive regulatory agencies and commissions are responsible for creating the many federal regulations intended to enforce the laws passed by Congress. For example, the Federal Trade Commission creates regulations to implement and enforce a wide variety of consumer protection laws such as the Telemarketing and Consumer Fraud and Abuse Prevention Act, the Truth in Lending Act, and the Childrens Online Privacy Protection Act. Most independent regulatory agencies have the authority to conduct investigations, impose fines or other civil penalties, and otherwise, limit the activities of parties proven to be in violation of federal regulations. For example, the Federal Trade Commission often halts deceptive advertising practices and forces business to issue refunds to consumers. Their general independence from politically motivated interference or influence gives the regulatory agencies the flexibility to respond rapidly to complex cases of abusive activities. What Sets Independent Executive Agencies Apart? Independent agencies differ from the other executive branch departments and agencies mainly in their makeup, function, and the degree to which they are controlled by the president. Unlike most executive branch agencies which are overseen by a single secretary, administrator, or director appointed by the president, independent agencies are usually controlled by a commission or board made up of from five to seven people who share power equally. While the commission or board members are appointed by the president with the approval of the Senate, they typically serve staggered terms, often lasting longer than a four-year presidential term. As a result, the same president will rarely get to appoint all of the commissioners of any given independent agency. In addition, federal statutes limit the president’s authority to remove commissioners to cases of incapacity, neglect of duty, malfeasance, or â€Å"other good cause.† Commissioners of independent agencies cannot be removed based simply on their political party affiliation. In fact, most independent agencies are required by law to have a  bipartisan membership of their commissions or boards, thus preventing the president from filling vacancies exclusively with members of their own political party. In contrast, the president has the power remove the individual secretaries, administrators, or directors of the regular executive agencies at will and without showing cause. Under Article 1, Section 6, Clause 2 of the Constitution, members of Congress cannot serve on the commissions or boards of independent agencies during their terms in office. Agency Examples A few examples of hundreds of independent executive federal agencies not already mentioned include: Central Intelligence Agency (CIA): The CIA provides intelligence regarding potential threats to national security to the president and senior U.S. policymakers.Consumer Product Safety Commission (CPSC): Protects the public from unreasonable risks of injury or death from a vast array of consumer products.Defense Nuclear Facilities Safety Board: Oversees the nuclear weapons complex operated by the U.S. Department of Energy.Federal Communications Commission (FCC): Regulates interstate and international communications by radio, television, wire, satellite and cable.Federal Election Commission (FEC): Administers and enforces the campaign finance laws in the United States.Federal Emergency Management Agency (FEMA): Administers the national flood insurance and disaster relief programs. Works with first responders to prepare for, protect against, respond to, recover from, and mitigate all forms of hazards.Federal Reserve Board of Governors: Functions as the central bank of the United States. The Federal Reserve System (the â€Å"FED†) oversees the nation’s monetary and credit policy and works ensure the safety and stability of the nation’s banking and financial system.

How Many Animals Are Killed Each Year

The Importance of Leadership in the Organizatio Free Essays

In every organization, whether small or large-scale, there is an unambiguous need for a leader. This leader is usually the owner or manager of the business but in some instances may also be an employee who possesses the ability to influence the actions of his or her co-workers. Effective leadership generally makes for a successful business organization. We will write a custom essay sample on The Importance of Leadership in the Organizatio or any similar topic only for you Order Now Conversely, the absence of, or ineffective use of leadership can have dire consequences on the organization for without leadership, organizations may move too slowly, stagnate, or lose their way. Leadership is defined as â€Å"the process of influencing the activities of an organized group in its efforts toward goal setting and goal achievement† (Stogdill, 1950, p. 3). Hogan et al (1994) posit that leadership is persuasion not domination, and so true leadership only occurs when others willingly adopt the goals of a group as their own. In a group setting, the individuals who make up the group all have different experiences, values, beliefs and needs. As such, they all have unique views of the world and will support differing ideas. The role of the leader in these instances is to point the individuals of the group in the same direction and harness their efforts jointly. The leader must ensure that each member of the group has an equal opportunity to express their thoughts and ideas. Therefore, a successful and effective leader must be patient and open-minded. If employees perceive that the leader is being unfair or biased, conflict will arise as they (the employees) react to the perceived injustices. It is important to note that the positions of manager and leader are entirely different. Leaders develop visions and drive changes while managers monitor progress and solve problems (Zalenik, 1977). However, sound leadership is a key skill which all managers should possess. A manager can not effectively perform his duties without the ability to lead the individuals in the organization. A leader must be someone respected and looked up to by those in the organization. Thus, the employees will freely follow the path charted by the leader in order to achieve organizational goals. Moreover, a well-liked leader usually means that employees are satisfied with their job environment and are therefore more motivated and determined to see a task or project through to the end. Employees who feel appreciated in the organization usually display a higher quality of work and also higher levels of productivity are also associated with workers who favour their leader. On the other hand, ineffective leadership can result in reduced motivation and dissatisfaction of employees. Unclearly defined goals and an unsatisfactory work environment, symptoms of improper leadership result in frustrated workers which will eventually result in workers exiting the workplace or neglecting their duties. As a result the output efficiency of the organization suffers and its yield will decline. How to cite The Importance of Leadership in the Organizatio, Essay examples

Understanding Complexity Creative Efforts -Myassignmenthelp.Com

Question: Discuss About The Understanding Complexity Creative Efforts? Answer: Introduction: The chosen topic for this study is the conflict and negotiation in context of the workplace management. There can be various reasons that produce a conflicting environment or a conflict at the workplace. Some of the widely known reasons for conflict are poor communication between the management the employees, personality clash, competitiveness and the cultural differences (Chin and Liu 2015). Cultural differences play a very vital role in producing a conflicting environment at the workplace. Such cultural differences have largely been produced from globalization as employees are not just confined to a particular country. They are rather moving to other parts of the world in search of a potential job exploration or being sent by the same company in its foreign branch. Either of the cases is now producing conflicting environment at the workplace because of the cultural differences in between the local and the offshore employees (Lee, Chung and Jung 2015). The purpose of this study is to understand the concept of the chosen topic which is in the workplace conflict and the negotiation. The purpose is being served with the help of literature review on the chosen topic. In addition to this, three diagnostic tools are being used to find the personal strengths and the weaknesses to utilize the findings in preparing a personal development plan. Literature review on the chosen topic: Conflict and negotiation in the context of management can be understood with the help of facts supported by Zhang, Ting-Toomey, and Oetzel (2014) as the authors have identified the cultural differences to be one of the factors that cause workplace conflict. The authors have identified conflict as the consequence of an emotional play which many times the reason behind a conflict at the workplace. The authors have identified a theory The face-negotiation theory (FNT) which speaks of the contribution of cultural differences in the workplace conflict and negotiation. The authors have concluded in the light of the chosen theory that different faces of employees because of the cultural differences are one of the major causes of the workplace conflict. In the opinion of the authors, cultural differences do affect the organizational communication, the employees behavior and the others (Zhang, Ting-Toomey and Oetzel 2014). As believed by the authors, workplace conflict can be termed as a face -negotiation process. It further suggests that a workplace with collectivistic culture tends to negotiate the differences between the different cultures and hence, the rate of conflicts will also be minimized. On the other hand, an individualistic workplace culture will act as a fuel to the workplace conflict. People with this culture will have fewer negotiation values for resolving the conflicts (Zhang, Ting-Toomey and Oetzel 2014). As opined by Gul et al. (2015), workplace conflict raises the workplace complexity if there is less emphasis given on the negotiation process. The fact validates a point that it is necessary to have the negotiation process in order to have a reduced workplace conflict. The authors have gone the other way and have put their focus on the consequences of the workplace conflict. Lin and Miller (2003) have viewed national culture as an effective strategy in sorting out the conflicting cases at the workplace. This means that a special emphasis is needed to be given on the national culture of the target country either by means of a business or for a job. The authors have viewed adaptation to the target countrys national culture as a good tool to negotiate the differences and prevent any sort of chances of cultural conflicts. It can be concluded that negotiation related approaches may do wonder in terms of reducing the workplace conflict; however, negotiation will itself arise through a collective contribution of employees and the management. Nevertheless, it can be said that employees should learn the ways of negotiating the cultural differences through an effective understanding of the other countrys cultures. Medina et al. (2005) argued that workplace conflict is not a challenge at all the times; it can be rather beneficial as well. The authors have not contradicted the views of Zhang, Ting-Toomey and Oetzel (2014) on the role of cultural differences in producing the workplace conflict. However, the authors have indeed stated that work is not all the time is a consequence of multicultural people at the workplace. Additionally, the authors have believed that workplace conflict can produce benefits as well. Conflicts can also be because of the distinguished views of employees which will eventually put forward some important finds that may not have been possible if the conflict was not there. Yeung, Fung, and Chan (2015) have added another view on the workplace conflict. This time the workplace conflict has been thought as a result of work nature differences in between the older and the Millennials employees. The authors have rather talked about the intercultural conflicts which according to the authors are a result of differences in older employees and Millennials in terms of work style, thoughts on the technological advancement and the other things. The authors have raised the necessity of identifying the steps that the older and the Millennials employees adopt to resolve the conflicts. Authors have rather identified few factors that contribute to the workplace conflict between the older and the Millennial. Those factors are age differences of employees at the workplace, the interdependence on the individuals goal and the role of older employees in conflict negotiating activities. Hillman (2014) has supported the views presented by Yeung, Fung, and Chan (2015) by finding a relationship between the workplace conflicts and the generational differences that exist in the workplace. accounting to Hillman, generational differences at the workplace do play a major role in initiating a conflict. This is due to the differences in the working nature of employees from different generations, their adaptability with the tech gadgets, thoughts on working with the same employer and few other things. Using the Johari Window, Thomas Khilman Conflict Questionnaire, and the Belbin Team Inventory to find the personal weaknesses: The Johari Window Test is an effective way to understand the relationship of one with the others in contact. This is indeed very important to know as it will help to look for ways needed to negotiate if there is any such requirement (Hamzah et al. 2016). For example, if an employee has been observed poor by its colleagues on certain characteristics then those colleagues may hinder to work together. This will eventually hamper the teamwork and will hamper the project as well. I have gone through the Johari Window Test and my colleagues have also contributed to the test. For the detail of the test, (See Appendix 1). The test has helped me to know that I am very complex in nature, which is felt by another colleague as one of my biggest weaknesses. Nevertheless, I will definitely consider working on the identified weakness as this may hamper the teamwork and will also influence the workplace spirit. Thomas-Kilmann Conflict Questionnaire: The Thomas-Kilmann Conflict Mode Instrument (TKI) has been a leading choice in the industry to resolve the conflicts in the workplace. The model can be effectively used to identify the personal characteristics that can be either disturbing or worth mentioning as well. It helps to judge the personal capability based on five very important organizational behaviors. Those five behaviors are avoiding, compromising, competing, collaborating and accommodating. Nonetheless, all the five characteristics are very important and should be there in each every employee. However, this is indeed difficult to find the entire characteristics in one single person. Nevertheless, it is a very good tool to know where one employee lags and the consequence of such lagging at the overall performance of the team (Riasi and Asadzadeh 2015). I have also gone through the test and was able to find that I lag seriously in avoiding and collaborating. These are indeed the two characteristics which are very necessary for teamwork and reduced conflicts in the workplace. This is another very important diagnostic tool that suggests how much important it is to know the personal contribution in a teamwork. This is indeed utterly required to have a very balanced team and to peacefully conduct a project. If one or few of the team members are not clear about their roles and responsibilities then this will create all sorts of issues. Such issues will take the form of conflicts, which in most cases is not a very healthier sign (Omar et al. 2016). I have also participated in a Belbin Test to know the areas of improvement in me. For details, (See Appendix 3). I have found that I lag immensely in teamwork and the exploration. I am not very investigative in nature. I am also very poor in collaborating works. Identifying two areas of improvement and preparing a personal development plan: Out of the five weaknesses that I have found in me with the help of the three tests conducted, I am very keen on reducing the level of severity in terms of teamwork and avoiding. Teamwork is very necessary in order to avoid the threat of conflicts in the group work. Conflicts are generally produced due to many reasons that also include teamwork as it simply states that different members of a team have less connectivity to each other. This also means that they have different thoughts which mean there will be several numbers of ways for doing a single work. The work could have been effectively done by sticking to one simple procedure; however, it may not happen as team members have different thoughts and different solutions on the same work. Teamwork is essentially required for a peaceful and timely conduction of a project. The project gets delayed if it has members that are loosely connected to one another. Additionally, the project may also be hampered in terms of quality of work as such members may not agree on the best solution, but will rather argue for preferring their thoughts only. Avoiding is another weakness that I needed to work on. This is indeed perhaps the few of the best skills which are required in the workplace. Avoidance or ignorance is required at the different stages in an organization. This is required at the time when someone is not respecting my cultures or other values. I will definitely be able to prevent the conflict that could have to happen if I had not avoided the differing thoughts. Additionally, avoiding does also help to make others understand me. This is also necessary as if people understand me they will also try to avoid the things that they had not expected of me. The weaknesses that I have in me needs to be corrected with the help of an extensive action plan in the next six months. The different tests that I have gone through have helped me to find the two weaknesses in me which are the avoidance and the teamwork. The study conducted in the literature review section has helped me to analyze that avoidance and teamwork are very necessary to reduce the workplace conflict to a maximum possibility. The comparison between the tests and the literature review section has helped to understand that teamwork and avoidance should be minimized in order to contribute to a conflict reducing efforts at the workplace. Conclusion: To conclude, Conflict and Negotiation is a very important topic that affects the workplace in two ways both influenced by the two factors in the topic. It has been found from the chosen literature reviews that workplace conflicts may arise due to various reasons such as the inter and the intra cultural differences in between the employees and the generational differences at the workplace. The three tests that I have done on my skills using the three chosen diagnostic tools have shown that I need to work on few important factors like the teamwork and the avoidance. These weaknesses will need to be corrected under an action plan that I will construct for the next six months. References: Chin, T. and Liu, R.H., 2015. Understanding labor conflicts in Chinese manufacturing: a Yin-Yang harmony perspective.International Journal of Conflict Management,26(3), pp.288-315. Gul, S., Nouman, M., Taj, A. and Ali, S., 2015. Towards an Understanding of the Complexity of Creative Efforts: A Conflict and Negotiation Perspective.Business Economic Review,7(2), pp.53-70. Hamzah, M.I., Othman, A.K., Hassan, F., Razak, N.A. and Yunus, N.A.M., 2016. Conceptualizing a Schematic Grid View of Customer Knowledge from the Johari Window's Perspective.Procedia Economics and Finance,37, pp.471-479. Hillman, D.R., 2014. Understanding multigenerational work-value conflict resolution.Journal of Workplace Behavioral Health,29(3), pp.240-257. Lee, H., Chung, N. and Jung, T., 2015. Examining the cultural differences in acceptance of mobile augmented reality: Comparison of South Korea and Ireland. InInformation and communication technologies in tourism 2015(pp. 477-491). Springer, Cham. Lin, X. and Miller, S.J., 2003. Negotiation approaches: direct and indirect effect of national culture.International Marketing Review,20(3), pp.286-303. Medina, F.J., Munduate, L., Dorado, M.A., Martnez, I. and Guerra, J.M., 2005. Types of intragroup conflict and affective reactions.Journal of managerial psychology,20(3/4), pp.219-230. Omar, M., Hasan, B., Ahmad, M., Yasin, A., Baharom, F., Mohd, H. and Darus, N.M., 2016. Applying Fuzzy Technique in Software Team Formation Based on Belbin Team Role.Journal of Telecommunication, Electronic and Computer Engineering (JTEC),8(8), pp.109-113. Riasi, A. and Asadzadeh, N., 2015. The relationship between principals reward power and their conflict management styles based on ThomasKilmann conflict mode instrument.Management Science Letters,5(6), pp.611-618. Yeung, D.Y., Fung, H.H. and Chan, D., 2015. Managing conflict at work: Comparison between younger and older managerial employees.International Journal of Conflict Management,26(3), pp.342-364. Zhang, Q., Ting-Toomey, S. and Oetzel, J.G., 2014. Linking emotion to the conflict face-negotiation theory: A US-China investigation of the mediating effects of anger, compassion, and guilt in interpersonal conflict.Human Communication Research,40(3), pp.373-395.