Management Skills Bobur Nasriddinov’s (19165010) Self-reflective Journal Chapter 1: Self-Awareness Development

Chapter 6: Managing Conflict 
The subject of conflict is complex and divisive. Even though most managers are aware of its features, 
they are unable to stop it. People- or issue-centered disputes are the most common kind of conflict. 
Because both sides are enraged and uninterested in listening, the first kind is challenging. When 
dealing with the second kind, resource allocation agreements are required. Interpersonal disputes may 
stem from a variety of factors, including differences in perceptions and expectations, informational 
deficiencies, role incompatibilities, and environmental stressors (resource scarcity and uncertainty). 
Five dispute resolution methods: 
Chapter 7: Motivation 
 
Understanding what motivates someone to strive towards a certain goal or objective is the subject of 
motivation theory. It's relevant to everyone in society, but business and management can't ignore it. A 
highly motivated employee produces better results, and better results lead to more profits.
Caring motivates people, not fear. The use of fear as a motivator is a bad idea. In the short term, it 
may help one achieve desired goals but in the long term, it will lead to employee resentment and 
disengagement, which are the opposite of what people usually look for. 
When employees are in the correct atmosphere, their motivation develops and flourishes. Those 
who are nourished by their employers will return the favor by giving their all in terms of time, 
effort, and devotion. 
1
• The forcing reaction (aggressive, uncooperative) is an effort to fulfill one's 
own wants at the cost of the other person's needs.
2
• The accommodating strategy (cooperative, unassertive) addresses the 
problems of the other party while ignoring one's own.
3
• By avoiding the issue or delaying a settlement, the avoidance approach 
(uncooperative, unassertive) ignores the needs of both sides.
4
• The compromise reaction is located in the middle of the assertiveness and 
cooperation spectrum, and it aims to satisfy both sides to some extent.
5
• It's an effort to address both sides' problems in a cooperative, proactive 
manner.

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Model of motivation based on the four factors: 
Managers may influence their workers' behavior in one of two ways: 
1. An effective way to discipline an employee is to react adversely to their actions in the hope that 
they will not be repeated. 
2. When it comes to motivating employees, the best strategy is to tie up desirable behaviors with 
results that are important to them. Whenever a management trainee accomplishes a report 
successfully, the supervisor should commend the trainee's initiative and diligence.