Q.3 Procrastination is a big problem and all most every one of us been effected by such habit.

According
to your understanding of the concept what could be the probable factors that would affect us in
finishing our tasks…. 7 marks

Procrastination

Procrastination is the biggest enemy of a successfully planned day. When you get a late start, it can
make one activity spill over into the time allotted for the next activity, causing a domino effect that
leaves many items on your to-do list undone. Procrastination is the act of delaying or postponing a task
or set of tasks.

Procrastination is a challenge we have all faced at one point or another. For as long as humans have
been around, we have been struggling with delaying, avoiding, and procrastinating on issues that matter
to us.

During our more productive moments, when we temporarily figure out how to stop procrastinating, we
feel satisfied and accomplished.

Procrastination is a big problem:

For some people, procrastination is more than a bad habit; it's a sign of a serious underlying
health issue. For example, ADHD, OCD, anxiety, and depression are associated with procrastination.
Also, research suggests that procrastination can be a cause of serious stress and illness.

reasons why people procrastinate

When it comes to specific reasons why people procrastinate, in terms of demotivating and
hindering factors, the following are among the most common:

 Abstract goals.
 Rewards that are far in the future.
 A disconnect from our future self.
 Feeling overwhelmed.
 Anxiety.
 Task aversion.
 Perfectionism.

The Procrastination-Action Line

You cannot rely on long-term consequences and rewards to motivate the Present Self. Instead, you have
to find a way to move future rewards and punishments into the present moment. You have to make the
future consequences become present consequences.
This is exactly what happens during the moment when we finally move beyond procrastination and take
action. For example, let's say you have a report to write. You've known about it for weeks and continued
to put it off day after day. You experience a little bit of nagging pain and anxiety thinking about this
paper you have to write, but not enough to do anything about it. Then, suddenly, the day before the
deadline, the future consequences turn into present consequences, and you write that report hours
before it is due. The pain of procrastinating finally escalated and you crossed the “Action Line.”

There is something important to note here. As soon as you cross the Action Line, the pain begins to
subside. In fact, being in the middle of procrastination is often more painful than being in the middle of
doing the work. Point A on the chart above is often more painful than Point B. The guilt, shame, and
anxiety that you feel while procrastinating are usually worse than the effort and energy you have to put
in while you're working. The problem is not doing the work, it's starting the work.

If we want to stop procrastinating, then we need to make it as easy as possible for the Present Self to
get started and trust that motivation and momentum will come after we begin. (Motivation often comes
after starting, not before.)

Factors/causes of procrastination among students include:

According to me, after understanding of the concept here are some probable factors that would affect
us in finishing our tasks.

 Lack of motivation.
 Low self-confidence.
 Fear of failure.
 Lack of understanding.
 Trouble concentrating.
 Perfectionism.
 Low energy levels.
 Poor organization skills.
EFFECTS OF PROCRASTINATION ON STUDENTS & SCHOOLWORK

Procrastination can have a negative effect on students’ schoolwork, grades, and even their overall
health. Students who procrastinate experience higher levels of frustration, guilt, stress, and anxiety—in
some cases leading to serious issues like low self-esteem and depression.

The effects of procrastination can have an even bigger impact on high school students. Once students
reach high school and start receiving more take-home assignments and larger projects, students who
procrastinate until the last minute tend to receive lower grades than their peers.

This can create a cycle of bad grades and low self-confidence that can be difficult for students to
overcome. At a time when marks start to impact the post-secondary opportunities for students, this can
lead to a lot of extra stress and frustration.

HOW CAN STUDENTS LEARN TO AVOID

PROCRASTINATING?

SOLUTION:
 Break The Project Into Smaller Tasks
 Make The Project Meaningful To Him Or Her
 Build Up Your Child’s Confidence
 Create A Dedicated Study Space
 Eat Healthy And Get Lots Of Sleep
 Set Clear Goals
 Make A Project Plan And Stick To It
 Develop Good Study Skills

STOP PROCRASTINATING—TODAY!
Q.4 what is the difference between conflict and personality clash. How would you identify through
arguments that two individuals are actually having conflict on an issue or they are arguing just to have a
personality clash between them.

Conflict:

Organizational conflict, or workplace conflict, is a state of discord caused by the actual or

perceived opposition of needs, values and interests between people working together.

Types of Conflict in the Workplace

Here are five most common types of conflict in the workplace.

There are many types of conflict in the workplace that you will need to deal with. By far the most
frequent and most challenging are personality conflicts.

However, there are four other ways conflicts arise at work that are worthy of mentioning before we take
a more in-depth look at one of the ways you can minimize the negative impact of personality clashes.

1. Interdependence Conflicts

These types of conflict happen when a person relies on someone else's co-operation, output, or input
for them to get their job done. For example, a sales-person is always late inputting the monthly sales
figures. This causes the accountant to be late with her reports.

2. Differences in Styles

Conflict often happens because people have differing preferences on how to get things done. For
example, one person may want to get the work done quickly (task oriented) and get on to the next thing
as fast as possible. While another person is more concerned about making sure that everyone has a say
in how the work gets done (people oriented).

3. Differences in Background/Gender

Conflicts can arise between people because of differences in age, educational backgrounds, personal
experiences, ethnic heritage, gender, and political preferences. Here's an interview I did with Barbara
Annis, on gender diversity and inclusiveness. There are some great tips in the interview to help you
make the most of gender differences.

4. Differences in Leadership Style

Leaders have different ways of leading their teams. Team members who have to deal with various
leaders throughout a day, can become confused and irritated by these different ways of being led. For
example, one leader may be more open and inclusive, while another may be more directive.

To avoid this type of disruption make sure that your leadership team puts together a robust set
of principles and values. Then, most importantly, they use them to provide consistency in how they
make decisions, and involve people in the business.

5. Personality Clashes

Personality clashes are often the biggest cause of conflict in the workplace.

These types of conflict in the workplace are often ignited by emotions and perceptions about somebody
else's motives and character. For example, a team leader jumps on someone for being late, because she
views the team member as being lazy and disrespectful. The team member sees the team leader as out
to 'get' him because he isn't one of the 'favored children'.

Common Sources of Conflict

 Unclear definition of responsibility — there will be numerous occasions for conflict to arise over
decisions made or actions taken in disputed territory.
 Limited resources — time, money, space, materials, supplies, and equipment are all valuable
resources. Competition for any of these resources will inevitably lead to interpersonal and
interdepartmental conflict.
 Conflict of interest — individuals may fight for their personal goals and lose sight of
organizational goals. Each individual needs to know how his or her personal goals and efforts fit
within the organizational goals and efforts.

The basic components of conflict are:

 two or more persons are involved,

 there is a perceived incompatibility between ideas, actions, beliefs, or goals,
 the opposing sides see their way as the only way to achieve their goals and objectives.

personality clash 
A personality clash occurs when two (or more) people find themselves in conflict not over a
particular issue or incident, but due to a fundamental incompatibility in their personalities, their
approaches to things, or their style of life.
 Types of personality clashes:

A psychologist says these personality types are most likely to clash at work

there are two basic personality continuums: impulsive/outspoken vs. methodical/reserved, and
sceptical/questioning vs. warm/accepting.

People tend to fall in the following categories:

 Dominant: Those who are impulsive and sceptical. They tend to be very direct and prefer
immediate results.
 Conscientious: Those who are methodical and sceptical. They are typically detail-oriented and
highly analytical.
 Influential: Those who are impulsive and warm. They enjoy group work and generate
enthusiasm for projects.
 Steady: Those who are methodical and warm. They are patient and seek harmony in their work
environments.
How would you identify through arguments that two individuals are actually having conflict on an
issue or they are arguing just to have a personality clash between them.

issue: The issue is that you failed in your exams & you have fractured your hand bones, so
you won’t be able to appear for re-test.

Argument: Argument is that you blame your teacher for strict marking & you give lame
excuses to defend yourself.

In simple words:

 The issue can be referred to as a problem or difficulty

 The argument describes opposition & is used to depict dislike. Arguments
can be observed in debates.

Dominant and steady personalities often butt heads because dominant people tend to be overtly
aggressive, while steady people are more passive aggressive. And while dominant personalities may
seem intimidating or impatient, steady personalities may seem indecisive and hesitant to enact change.

Conscientious and influential people are often at odds because conscientious types may be perceived as
overly perfectionistic or concerned with the rules. On the other hand, influential people may seem like
they aren’t attentive enough to details.

For many employees, understanding the different personality types can be enlightening. Once you’ve
pinpointed your personality type, you can tweak the way you express yourself at work to minimise the
chances of conflict.

example

For example, dominant personalities can try being more patient and asking more questions, while
steady personalities can work on becoming more assertive. Similarly, influential personalities can
practice being better listeners and more organised, and conscientious personalities can be more flexible
and encourage creativity in others.