4 ) INTER-PERSONAL SKILLS ( EMPLOYABILITY SKILLS) S.

SKILLS-I

4 -CONFLICT MANAGEMENT :-
What is Conflict management?
Conflict management is the practice of being able to identify and handle
conflicts sensibly, fairly, and efficiently.

4.1.1- Explain Conflict Resolution Techniques :-

Conflict resolution can be defined as the informal or formal process that

two or more parties use to find a peaceful solution to their dispute. A number
of common cognitive and emotional traps, many of them unconscious, can
exacerbate conflict and contribute to the need for conflict resolution.

Conflict Resolution Techniques mean an effort to understand the

perspective and concerns of the opposing individual or group.
Identifying changes in attitude, behavior, and approaches to work by
both sides that will lessen negative feelings.

Kenneth Thomas and Ralph Kilmann developed five conflict resolution

strategies that people use to handle conflict, including avoiding,
defeating, compromising, accommodating, and collaborating. This is
based on the assumption that people choose how cooperative and how
assertive to be in a conflict.

5 Conflict Resolution Strategies :-

1. Don't Ignore Conflict

If you're someone who dislikes dealing with conflict, it might seem

tempting to just put your head in the sand and pretend it doesn't exist,
hoping it will resolve itself on its own. While this sometimes can happen,
the truth is that the vast majority of the time, this will only cause the
situation to get worse. Ignored conflicts have a tendency to fester over
time and reappear at inopportune moments, so do your team a favor
and address conflicts when they occur, nipping a potentially toxic
situation in the bud as soon as you recognize it.

2. Clarify What the Issue Is

If you're dealing with a conflict between two members of your team, it's
important that you get all the facts. Sit down with each individual

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involved and find out exactly what the issue is. How is each individual
perceiving the situation? What needs are not being met? What does
each party see as an appropriate resolution? Make sure that all parties
involved understand that you are acting as an impartial mediator, and
let them know they can feel comfortable to share sensitive information.

3. Bring Involved Parties Together to Talk

Once you've had a chance to talk to all involved parties separately, bring
them together in a meeting so that they can hash out their differences in
a neutral environment. This is a time for brainstorming, active listening,
and being open to different perspectives - the goal is to come to a
common understanding of what the problem is, what role each
individual is playing in the conflict, and what some possible solutions
might be.

4. Identify a Solution

After both parties have had a chance to discuss the situation at hand, it's
time to identify what a satisfactory resolution might be - and how to get
there. Ideally, by this point, both parties will understand the other's side,
and oftentimes the conflict will be resolved just through facilitated, open
dialogue. However, if the situation requires further resolution, you will
need to step in and help them negotiate a reasonable solution. This
phase can require some time and effort, as it requires both parties to set
aside their differences and preferences and find some common ground
to work towards (which may involve not getting everything they want
out of the situation). Then, work with both individuals to come up with a
concrete list of steps that will result in the solution being achieved.

5. Continue to Monitor and Follow Up on the Conflict

Just because a solution has been identified and addressed doesn't mean
it will just go away. As a manager, it's your responsibility to check in with
both parties to ensure that the conflict has truly been dealt with, and
that the steps identified to reach a solution are being followed. If all
seems to be going well, simply remember to stop and observe from time
to time, just to see if things really are going smoothly or if there are still
lingering tensions under the surface that need to be handled. If it's clear
that the solution didn't work, or wasn't the right resolution for the
situation, make sure to be proactive in working with both parties to

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 readjust expectations, identify alternative solutions, and continue their
dialogue to create a positive and healthy work environment.

How to Handle Conflict in the Workplace

1)Talk with the other person. ...
2) Focus on behavior and events, not on personalities. ...
3) Listen carefully. ...
4) Identify points of agreement and disagreement. ...
5) Prioritize the areas of conflict. ...
6)Develop a plan to work on each conflict. ...
7) Follow through on your plan. ...
8) Build on your success.

______________________________________________________________

4.1.2-Explain Accepting constructive Criticism :-

Constructive criticism is clear, direct, honest, and easy to implement. It
provides specific examples and actionable suggestions for positive change.
This type of feedback also highlights ways the recipient can make positive
improvements in their behavior to minimize future problems.
What does it mean to be accepting of criticism?
Taking criticism is the ability of a person to accept constructive criticisms
for improvement, and being able to withstand the pressure of unfair or
dispiriting criticisms while motivating himself to work harder and better
instead of giving up. Taking criticism is not just about accepting what
people say.
For example: “I don’t think you are grasping the project we are working on.
It feels like you aren’t grasping your role here and you aren’t doing what I
need you to do. Can we go over the higher expectations that I have for our
team? Let’s talk about how we can get you up to speed so we can finish
this project together with a positive outcome!”
Avoid judgmental language. For example: “You suck at your job, get out of
my office and leave me alone! How did you even get this job, what a joke!”
Include constructive feedback on what the person should do next time. For
example: “I know it is frustrating when you aren’t given direction
or constructive criticism that helps you improve, but I can see how hard
you are trying and that means a lot to me! Let’s look at your previous

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projects together and make a plan for how we can work better on the new
project going forward!”
Making Constructive Criticism :- Constructive criticism is clear, direct,
honest, and easy to implement. It provides specific examples and
actionable suggestions for positive change. This type of feedback also
highlights ways the recipient can make positive improvements in their
behavior to minimize future problems.
Constructive criticism focuses on providing constructive feedback,
supported by specific examples, to help you improve in some area.
Constructive criticism should be offered in a friendly manner with good
intentions. Ideally, the person offering constructive criticism should also be
prepared to help brainstorm possible solutions and next steps in order to
serve as a valuable tool in the growth process.
For example: “Every time I ask for a project update from you, you don't get
back to me until two days after our deadline has passed which means we
miss out on potential clients because we didn't deliver on time.” Avoid
judgmental language. For example: “You never meet your deadlines!
You're terrible at this job!”.
Benefits of Constructive Criticism :- Receiving criticism helps you learn
about areas of your work that could be improved but it also helps you
manage your own emotional reactions, helping you improve your
leadership qualities. On top of this, you're also gifted insight into the other
person.
4.1.3:- Explain Counseling at work place :- Counseling is a collaborative
effort between the counselor and client. Professional counselors help
clients identify goals and potential solutions to problems which cause
emotional turmoil; seek to improve communication and coping skills;
strengthen self-esteem; and promote behavior change and optimal mental
health.
workplace counselling can be counselling provided to people for their
problems at their workplace”. Definition. “Workplace counselling refers
to the ability to deal with issues that occur within an organization, such as
conflict, stress-related absence, work-related trauma, and
harassment/bullying” (Hughes & Kinder, 2007).
Counselling helps the employees to come out from the problems, gives a
new way to deal with the problems. Counselling shows how much the
employer care for the employee. Counselling may help to identify the
employee the work related problems and the poor performance.

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An Employee Assistance Program (EAP) is a confidential counselling
service offered by employers to their employees to support their well-
being in the workplace and in their personal lives. Depending on the
employer's arrangement, EAP may also extend to immediate family
members.
Stages of Employee Counselling :-
The process of employee counselling has three phases: rapport
building, exploration and action planning, these are discussed below:

1. Rapport Building: Initially the counselor-manager should level himself

with his employee and tune himself to his orientations. General opening
rituals like offering a chair, closing the door to indicate privacy, asking
the secretary not to disturb are all important in demonstrating the
manager’s genuine interest in employee’s problems. The counselor must
listen to the feelings and concerns of the employee carefully and
attentively. Leaning forward and eye contact are important signs of
active listening. The employee must feel that he is wanted and the
counselors is interested in him genuinely.
2. Exploration: Besides active listening, the counselor should help the
employee find his own weaknesses and problems through open and
exploring questions. He should be encouraged to open up fully and talk
more on the problem. This would enable both parties to uncover various
dimensions of the problem clearly. Once the key issue is identified, (e.g.,
inability to get along with colleagues, not being promoted despite hard
work, boss does not like his work etc.,) it should be diagnosed
thoroughly. Open questions like- why do people pick arguments with
you? On what occasions did you try to get ahead in the race? Who are
coming in your way and why? — may help the employee visualize the
problem from different angles. The whole exercise is meant to generate
several alternative causes of a problem.
3. Action Planning: Counseling should finally help the employee find
alternative ways of resolving a problem. The list of alternatives could be
generated after two or three brain storming sessions. The merits and
limitations of each course of action could also be identified and the best
course of action picked up-keeping the background factors (boss,
colleagues, work-related issues, competitive pressures etc.) in mind. The
employee should be encouraged to self-monitor the action plan without
seeking further helps from the counselor. The counseling sessions could
be monitored and reviewed at regular intervals later on.

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4.1.4 :-Explain Mediating in work place :- Mediation is a tool to resolve
workplace conflict or disputes. It's often described as a form of alternative
or informal dispute resolution as it's less formal than grievance and
discipline

Workplace mediation is a voluntary process which needs to have both

sides agreeing to participate and to work towards a solution to the
problem. If no agreed solution is reached, other ways of resolving the issues
will have to be used.procedures and employment tribunals.

If two of your team members are having a dispute in the workplace, it can
be helpful to sit them down together in the same room. As a workplace
mediator, it's your role to facilitate their discussion together, rather than
talking to each of your colleagues individually.

The advantage of using workplace mediation is that it allows a problem

to be resolved informally, by ensuring that all the sides are heard. As they
work together to solve the problem, the resolution of it is in the control
of the participants. Where they are committed to a mutually agreed
solution it is likely to be more effective and last longer. Also, as workplace
mediation is used before the issue is referred for adjudication.

The type of situations that are dealt with by the Mediation Service
include:

1) Where there are personal differences or people have problems working

together
2) Where a working relationship has broken down
3) Where issues have arisen from a grievance and disciplinary procedure
4) Where there are industrial relations issues that have not been referred
through statutory dispute.

The Mediation Service operates according to the following principles:

1) It is a voluntary process, all parties must agree to participate

2) Anyone who wishes to withdraw from it may do so at any stage
3) The whole process is confidential unless the parties agree otherwise
4) It is fast and starts as soon as everyone is available
5) The mediator is impartial
6) Its focus is to find a solution to the dispute which is agreeable to all
parties and which will work.

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The aim of the process is to allow each person involved in the dispute the
opportunity to be heard and to work with the other party to reach a
solution. It is a flexible process which may involve joint meetings or
meetings with the mediator alone, depending on the particular situation.

Stages in Mediation Process :-

Mediators act as a go-between and an enabler in a conversation

between the people involved in the conflict. They help them to come to
a mutually satisfactory agreement, and to avoid getting derailed or stuck
in an argument.

It's important that they reserve their own judgment and guide people
toward their own resolution, rather than suggesting or ruling on the
outcome themselves. However, they must ensure a fair solution,
guarding against the effects of any imbalance of power between the
participants.

Six steps to mediate successfully:

1. Establish the Ground Rules

First, meet with each participant separately, to outline what they can
expect from you and from the process. Make sure that they are both
willing to participate – mediation won't work if you try to impose it!

Agree some ground rules for the next stage of the process. These might
include asking each person to come prepared with some solutions or
ideas, listening with an open mind, and avoiding interruptions. It's
important that you build trust with both participants, and make them
feel safe enough to talk openly and truthfully with you and with one
another.

2. Have a Full and Frank Discussion With Each Person, Individually

Find a quiet room in a neutral location where you won't be disturbed,

away from the rest of the team.

Meeting with the participants individually will allow them to share their
side of the story with you openly and honestly. Use active listening skills
and open questions to get to the root of the problem. Reflect upon and

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paraphrase what your team members tell you, to show that you
understand their points of view.

Use your emotional intelligence to identify the underlying cause of the

conflict, and pay attention to each participant's body language to help
you to get a better sense of their state of mind.

Be prepared to encounter a range of strong feelings, from fear and

distress to anger, and even a wish for revenge. But avoid shutting these
feelings down – this might be the first time that your team members
have fully expressed the impact of the conflict, and it will likely give you
valuable clues to its cause.

Then ask each person what they hope to gain from the mediation.
Remind them that it's not about winning, but about finding a practical
resolution that suits everyone who's involved.

3. Explore the Issues Together

Once both sides have had time to reflect, arrange a joint meeting. Open
the session on a positive note, by thanking them for being open to
resolving the conflict. Remind them of the ground rules, summarize the
situation, and then set out the main areas of agreement and
disagreement.

Explore every issue in turn, and encourage the participants to express

how they feel to one another. Make sure that they have equal time to
talk, and that they can express themselves fully and without
interruption. If they become defensive or aggressive , look for ways to
bring the conversation back to the main problem at hand. Encourage
them to empathize with one another, and to improve their
understanding of one another's point of view by asking questions
themselves.

Before you start, agree a platform to use, remind the participants that
the process is confidential, and that they should not record the meeting
or take screenshots.

4. Negotiate and Compromise

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Once both sides have given their views, shift their attention from the
past to the future.

Go over the points that were raised in your meetings, and try to identify
areas where they have at least some shared opinions. Resolve these
issues first, as a “quick win” will help to build positive momentum, and
bolster both sides' confidence that a workable solution can be found.

Ask participants to brainstorm solutions and encourage win-win

negotiation to make sure that they reach a solution that they're happy
with. If a suggestion is unreasonable, ask the initiator what he would
consider to be reasonable, and whether he thinks that the other party
would agree.

5. Create a Written Agreement

Take notes during all of the meetings that you mediate and, once the
participants have reached a solution, write that up as a formal
agreement. Make sure that the agreement is easy to understand and
that actions are SMART (Specific, Measurable, Achievable, Relevant,
and Time-bound).

Help to avoid any confusion or further disagreement by checking that

your language is neutral, free from jargon, and clear for all. Read the
agreement back to both parties to make sure that they fully understand
what will be expected from them, and to clarify any points that they do
not understand or that are too general or vague.

You might even consider getting each person to sign the agreement. This
can add weight and finality to the outcome, and help to increase
their accountability . But mediation is designed to be a relatively
informal process, and you could undermine this by pushing too hard.

6. Get Some Closure

It's time to bring the mediation to a close. Give the participants copies of
the agreed statement, and clearly explain what will be expected from
them once they're back in the workplace.

Take some time to prepare, together, how to overcome obstacles to

implementing the agreement, and to explore options for dealing with

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 them. Summarize the next steps, offer your continued support as a
mediator, and thank both parties for their help and cooperation.

Benefits of Mediation at work place :- It encourages people to be more

open to compromise. It can maintain and improve relationships. It is less
stressful for those involved. It avoids the costs involved in defending
employment tribunal claims.

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4.1.5:- Explain Problem Solving in work place :-

Problem-solving is the process of understanding a challenge and working

toward finding an effective solution to it. Depending upon the type and
complexity of the problem, it may involve the use of mathematical
operations and may test your critical-thinking skills. Problem solving
in the workplace refers to a person's ability to handle difficult or
unexpected situations and find solutions to complex business

Seven-steps for an effective problem-solving process.

1. Identify the issues.
 Be clear about what the problem is.
 Remember that different people might have different views of
what the issues are.
 Separate the listing of issues from the identification of interests
(that’s the next step!).
2. Understand everyone’s interests.

 This is a critical step that is usually missing.

 Interests are the needs that you want satisfied by any given
solution. We often ignore our true interests as we become
attached to one particular solution.
 The best solution is the one that satisfies everyone’s interests.

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  This is the time for active listening. Put down your differences
for awhile and listen to each other with the intention to
understand.
 Separate the naming of interests from the listing of solutions.
3. List the possible solutions (options)
 This is the time to do some brainstorming. There may be lots of
room for creativity.
 Separate the listing of options from the evaluation of the
options.
4. Evaluate the options.
 What are the pluses and minuses? Honestly!
 Separate the evaluation of options from the selection of
options.
5. Select an option or options.
 What’s the best option, in the balance?
 Is there a way to “bundle” a number of options together for a
more satisfactory solution?
6. Document the agreement(s).
 Don’t rely on memory.
 Writing it down will help you think through all the details and
implications.
7. Agree on contingencies, monitoring, and evaluation.
 Conditions may change. Make contingency agreements about
foreseeable future circumstances (If-then!).
 How will you monitor compliance and follow-through?
 Create opportunities to evaluate the agreements and their
implementation. (“Let’s try it this way for three months and
then look at it.”)

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Effective problem solving does take some time and attention more
of the latter than the former. But less time and attention than is
required by a problem not well solved. What it really takes is a
willingness to slow down. A problem is like a curve in the road. Take
it right and you’ll find yourself in good shape for the straightaway
that follows. Take it too fast and you may not be in as good shape.
Working through this process is not always a strictly linear exercise.
You may have to cycle back to an earlier step. For example, if you’re
having trouble selecting an option, you may have to go back to
thinking about the interests.
This process can be used in a large group, between two people, or
by one person who is faced with a difficult decision. The more
difficult and important the problem, the more helpful and necessary
it is to use a disciplined process. If you’re just trying to decide
where to go out for lunch, you probably don’t need to go through
these seven steps.
key problem-solving skills :-

1. Listening skills :- Active listeners are generally great problem solvers.

They can listen to those around them to gather the information needed
to solve the problem at hand. They recognize the importance of valuing
others’ opinions and experiences to help understand why the problem
occurred and the best course of action to remedy it.

2. Analytical thinking skills :- Analytical thinkers can identify the logical

reasons why a problem occurred, what the long-term effects of the issue
could be, and identify how effective different solutions might be to
select the most practical one.

3. Creative thinking skills :-- Creative thinkers can balance their

analytical skills with creative solutions. Creative thinking skills allow
individuals to uncover innovative and progressive solutions to problems.
They’re able to provide new perspectives and provide imaginative and
experimental solutions to all kinds of problems.

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4. Communication skills :-Problem solvers should also possess
great communication skills. The ability to effectively relay complex
information thoroughly yet succinctly is a huge benefit for employers
working in fast-paced environments.

5. Decision-making skills :--Those with problem-solving skills will also

possess the ability to make decisions and be confident in them. This is
important, as most problem-solving steps involve making firm decisions
to provide a successful outcome.

6. Teamwork :-- Although problem-solvers need to be independent

thinkers, it’s also vital for them to work well as part of a team.
Determining the best solution often requires collaboration, so it’s
important that candidates can demonstrate how they can motivate
others to come up with the best solutions and work with them to help
develop and implement solutions.

Why are problem solving skills important?

1) Problem-solving skills allow you to find who are cognitively equipped

to handle anything their jobs throw at them.
2) Problem solvers can observe, judge, and act quickly when difficulties
arise when they inevitably do. Moreover, they are not afraid of the
unknown, which is invaluable to employers who rely on their employees
to identify and solve problems.

There are several important benefits of problem-solving skills in the

workplace. Below, we’ll go through five of the most significant traits
that all problem solvers can bring to their roles and workplaces.

1. Ability to organize their time intelligently

Time management skills can often be under looked as one of the

benefits of problem-solving skills in the workplace. However, those with
problem-solving abilities also typically possess stellar time-management
skills. The ability to manage their time wisely and laser-focus on what’s

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important to the business will lead to better decision-making and
business impact.

2. Ability to prioritize, plan, and execute strategies

Problem solvers have no issue with carefully assessing customer and

client needs and how to prioritize, plan, and execute strategies for how
to meet them. They can manage all moving parts since they can
strategize how best to meet multiple unique demands.

3. Ability to think outside the box

Problem solvers can often identify opportunities in problems. Thinking

outside of the box is an important problem-solving skill in the workplace
since it can often lead to better outcomes than had been expected
originally.

4. Ability to work under pressure

This is often one of the most important benefits of problem-solving skills

in the workplace. Problem solvers often have personalities that respond
well under pressure, including accelerated deadlines and changing
project parameters.

Depending on your workplace culture, you might prefer someone who

can deliver quick solutions or someone who takes their time to identify
the next steps -- both are valid problem-solving qualities.

5. Ability to address risk

Planning is an important problem-solving skill. Problem solvers are not

just equipped to deal with the problem at hand but are also able to

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 anticipate problems that will arise in the future based on trends,
patterns, experience, and current events.

4.2 :- EMPATHY

4.2 :- Elaborate the following concepts in work place :-

4.2.1 :- CARING :-
What does caring mean in the workplace?

Taking time to help others when they're overworked, showing acts of

kindness, or even just offering to do a coffee run are small gestures on
their own, but all add up over time. The Disney Institute recommends
that you practice intentional listening at work to show that you care.

How to take care of Employees at work :-

1)Provide a safe and clean workplace.

2)Encourage open communication..
3) Support career growth.
4) Recognize hard work.
5) Offer competitive benefits.
6) Schedule social time.
7) Offer to help.
8) Demonstrate your trust.
9)Get to know the employees,their family.
10) Be transparent.
11) Stand by your employees.
12) Pay fairly.
Why caring is important:-
Caring in the workplace for employees improves employee experience,
brand reputation, retention of talent, organizational progress and employee
productivity. Why? It is simple, employees are people; they are individuals
powered by emotions. When we feel cared for, we give back, we are more
invested, we also care more.
4.2.2 :-COMPASSION :-

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Compassion, which means “co-suffering”, is a positive emotion that
allows people to show that they care and are willing to help. Combining
care, empathy, and love, being compassionate helps alleviate the
suffering of others.

Examples :-Giving up a seat to a pregnant woman, being polite to

retail workers, helping your friend move, taking a second to listen at
work.

compassion takes many forms.Actively listening to colleagues

without judging them.

Noticing when colleagues are having a tough time at work or

personally, and trying to make them feel more comfortable.

Accepting criticism and being careful when expressing opinions

to someone to avoid hurting their feelings.

How to build Compassion in work place :-

1)Offer guidance to a co-worker.

2)Get to know your colleagues. .
3) Lend a hand to someone who is under a tight deadline.
4) Cultivate a collaborative environment.
5) Acknowledge employees' strengths and positive attributes in front of
others.
6) Be an example of a compassionate leader.

7) Check the motivation behind your decisions, your words, and your
behavior.

8) Organize team-building activities.

9) Encourage employees to practice conscious communication.

10) Design a compassion challenge to inspire daily acts of kindness.

Benefits of being compassionate in work place :-

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 Compassion helps us connect with others, mend relationships, and move
forward while fostering emotional intelligence and well-being.
Compassion takes empathy one step further because it harbors a desire for
all people to be free from suffering, and it's imbued with a desire to help.

__________________________________________________________

4.2.3 :-DIPLOMACY

Diplomacy. Definition. Respond to difficult, stressful or sensitive interpersonal

situations in ways that reduce or minimize potential conflict and maintains
good working relationships among internal and external customers.

Diplomatic skills are abilities that help professionals strengthen workplace

relationships, decrease the impact of conflicts and handle other challenging
situations at work.

How to be diplomatic & tactful in work place :-

1)Create the Right Environment and Think Before You Speak.

2) Determine the Appropriate Time.
3) Choose Your Words Carefully.
4)Watch Your Body Language.
5)Never React Emotionally.
6)Letting Team Members Go.
7)Giving Feedback.
8)Declining an Invitation.

Why it is important :-

Diplomacy skills are a highly valued skill for professionals across industries,
as these skills improve workplace relationships and develop mutual
respect among teammates, helping to eliminate workplace conflicts. It
helps boost the team's morale and hone your leadership skills, helping you
advance in your career.

How to be diplomatic with your Boss :-

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 1)Choose the right time and place for difficult conversations.
2) Start with a positive comment.
3) Emphasize your own perspective.
4) Offer a solution to any problem you raise.
5)Focus on the good of the company.
6) Rephrase negative statements in more positive terms.

4.2.4-DIVERSITY :-
1) Diversity in the workplace means the acceptance and inclusion of
employees of all backgrounds. A diverse workplace is an important asset,
since it acknowledges the individual strengths of each employee and the
potential they bring.
2) Diversity in the workplace refers to an organization that intentionally
employs a workforce comprised of individuals with a range of
characteristics, such as gender, religion, race, age, ethnicity, sexual
orientation, education, and other attributes.
Examples of Diversity :- Examples of internal diversity include race,
ethnicity, age, nation of origin, gender identity, sexual orientation, or
physical ability.
3) Why is diversity in workplace important?
A) Research has found that diversifying your team can boost productivity
by 35%..
B) A diverse workforce is more likely to understand your customers'
needs and come up with ideas to fulfill them.
C) Diversity in the workplace will also increase employee morale and
instill a desire to be more effective and work more efficiently.
4) How do you show diversity in the workplace?
Strategies to Promote Inclusiveness:-
1)Acknowledge Differences.
2)Offer Implicit Bias Training -- for Everyone.
3) Provide Mentors.
4) Let People Learn by Doing.
5) Encourage Personal Evaluation.
6) Ask Questions.
7) Value All Diversity.

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 5) How do you promote diversity?
What are the best ways to promote diversity?
1)Educate Managers on the Benefits of Diversity in the Workplace.
2)Create More Inclusive Workplace Policies.
3) Communicate Clearly and Create Employee-Led Task Forces.
4) Offer Meaningful Opportunities for Employee Engagement.
5) Create Mentor ship Programs.

6) How does diversity impact the workplace?

The wider variety of skills and abilities associated with workplace
diversity directly contributes to productivity. Organizations that have
more diversity in their office boast higher productivity, as different
workers have different skills, abilities, and areas of work that they enjoy.

7) How do you manage diversity in the workplace?

7 Tips to Manage Diversity in the Workplace
1)Stop Thinking of Diversity as a Buzzword.
2) Make Diversity Part of Your Hiring Process.
3) Build Connections to Create Talent Pipelines.
4) Make Sure Leadership Is Aligned with Your Goals.
5) Examine Your Policies to Fight Systemic Inequality.
6) Create a Culture of Empathy and Forgiveness.

4.2.5 :- HELPING OTHERS AT WORK PLACE :-

1) Helping in the workplace can take various forms—for
example, training an intern, comforting a colleague in distress, or taking
on extra work to complete a team project.
2) Why is helping others important in the workplace?
Facilitating the development of others and bringing out the best in them,
is one of the most important roles for a leader. Not only that, but it
makes you more respected and influential. That means that by
investing time in supporting your colleagues, you're unwittingly
developing your own skills as a leader.

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3) How can we help others in the workplace?
Below are some key ways to give support to your colleagues and make
your workplace a happier place to work.
1)Use strong communication. Strong communication is the foundation
of many successful teams. ...
2)Be aware of obstacles and challenges. ...
3) Be generous with time. ...
4) Build relationships. ...
5) Be kind and inspire positivity.
4) Why is it important to help others in a team?
Research shows that collaborative problem solving leads to better
outcomes. People are more likely to take calculated risks that lead to
innovation if they have the support of a team behind them. Working in a
team encourages personal growth, increases job satisfaction, and
reduces stress.

5)How do you show support in the workplace?

How to support employee well-being right now
1) Give each other a pass. An executive at a company I work with said,
“We have to give ourselves, and each other, a 'pass.
2)Check in.
3) Practice mindfulness and deep breathing.
4) Encourage gratitude.
5) Remind employees to practice self-care.

6)What are the effects of helping others?

Acts of kindness have the potential to make the world a happier place.
An act of kindness can boost feelings of confidence, being in control,
happiness and optimism. They may also encourage others to repeat the
good deeds they've experienced themselves – contributing to a more
positive community.
4.2.6 :-KINDNESS IN WORK PLACE :-

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 1) What does kindness mean in the workplace?
In workplaces where acts of kindness become the norm, the spillover
effects can multiply fast. When people receive an act of kindness, they
pay it back, research shows — and not just to the same person, but
often to someone entirely new. This leads to a culture of generosity in
an organization.
2) Being kind in the workplace creates a ripple effect. It impacts the
general level of positivity, boosts your mood and it's contagious as the
good feelings it promotes make people likely to 'pay it forward'. Plus,
it's officially good for your health.

3) Random ways to be kind at work

A) Send flowers, a yummy treat, or a coffee gift card to a teammate
on their birthday or work-anniversary.
B) Learn your teammates' working preferences (and follow them).
C) If your team has an on-call rotation (or similar), offer to step in for
the person who's been working overtime lately.
How do you demonstrate kindness in the workplace?
1)Help coworkers. Collaborating with your coworkers is just one way to
show kindness to others.
2)Smile.
3)Recognize coworkers.
4)Say thank you.
5 Bring food to work.
6)Have meaningful conversations.
7) Give positive feedback.
8) Listen.
4)Why is kindness important in a workplace?
Organizations benefit from actively fostering kindness. In workplaces
where acts of kindness become the norm, the spillover effects can
multiply fast. When people receive an act of kindness, they pay it back,
research shows and not just to the same person, but often to someone
entirely new.

The importance of kindness

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Within a busy office environment, it can often be easy for managers to
miss signs of poor mental health in the workplace. According to
the latest Government statistics, 595,000 workers suffered from work-
related stress, depression or anxiety during 2017 / 2018, resulting in
15.4 million lost working days.

By cause, the greatest causes of stress in the workplace are:

 Workload – 44%
 Lack of support – 14%
 Bullying – 13%
 Changes at work – 8%

This is a shocking statistic, and shows the critical need for initiatives to
improve mental health in the workplace.

Increasing initiatives that encourage acts of kindness within the

workplace can have trans-formative for low mood, not only for the
receiver, but the giver also. Conducting a random act of kindness has
been found to have the following benefits within the workplace:

 Lowered blood pressure & improved overall heart-health.

 Increased energy.
 Greater happiness.
 Stimulation of serotonin – the feel-good chemical heals your
wounds, calms you down, and makes you happy!

In a survey conducted by the Random Act of Kindness Foundation, ‘half

of participants in one study reported that they feel stronger and more
energetic after helping others; many also reported feeling calmer and
less depressed, with increased feelings of self-worth.’

“A single act of kindness throws out roots in all direction,

and the roots spring up and make new trees.”

– Amelia Earhart( AMERICAN AVIATION PIONEER &

WRITER).

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Encouraging kindness in the workplace

There are a number of initiatives you can promote to increase

happiness, and future random acts of kindness, within the workplace:

– Decorate the office with positive messages and inspirational quotes

– Organize a coffee morning, or similar, for your employees
– Find ways to balance workloads for employees that are snowed under
– Recognize employees who go the extra mile to help others – such as
‘star of the week’ awards.
– Remind your people what you appreciate about working with them.
– Ensure that everyone is included in meetings, and other company
gatherings.
– Find a local organization or charity that could use your help and find a
day (or half day) when employees can volunteer in person.
– Take the time to listen to other’s ideas.
– Share positive messages and feedback with your staff.
– Create a “Generosity Board” in a shared space like the lunch room for
employees to share ideas.
– Clean up a mess you didn’t make – promotes the idea of everyone
pitching in for the company’s goals.

4.2.7 :-PATIENCE AT WORKPLACE :-

1) What does patience mean in the workplace?

Being patient means listening, observing, waiting for information to
come, consulting other people and seeking relationships that provide
new resources to make good decisions.
2)How do you show patience in the workplace?
Listen and Ask Questions With a Positive Attitude ;
Practicing patience requires you to be a great listener and ask questions. It
demands that you take a deep breath and let go of your own impatience to
help solve a problem. Don't be in a hurry.

3 ) Why is patience important in a team?

Improving productivity with patience will be beneficial both short and long-
term. It will also provide more confidence to your teams, as they will
know that their leader is patiently stimulating productivity of each team
member. You can achieve better results with purposeful guidance and
patience.

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 4)How do you explain patience as a skill?
Patience is the ability to stay calm while you wait. The modern world
provides lots of opportunities to wait - in traffic, in line at the store, for a ride
home, etc. It makes sense to be patient, but it is a skill we have to practice
because the modern world also promises instant gratification.

5)How is patience important in the workplace?

Patience is a vital quality in the workplace. It can reduce stress and conflict,
lead to better working relationships, and help you to achieve your long-
term life and career goals.

6)What are some examples of patience?

Examples of patience include waiting in line for your turn, exercising daily
to achieve long-term results, waiting for retirement, and waiting for a pie
to cool before eating it. Patience is the ability to wait for results that aren't
going to come immediately.

4.2.8 :-RESPECT :-
1)Respect is the feeling of regarding someone well for their qualities or
traits, but respect can also be the action of treating people with
appreciation and dignity. A respectful attitude should be standard in the
workplace regardless of personal feelings.
2) What respect means in the workplace?
Respect is the act of showing appreciation for someone's traits or
qualities or treating people with dignity and gratitude. An attitude of
respect should come as standard in the workplace regardless of any
personal feelings.

3)What are examples of respect in the workplace?

Top 10 ways to show respect in the workplace
 Say something,positive.
 Smile.
 Say “thank you.” It may seem like common sense, but many people
forget to say thank you or don't say it with sincerity.
 Be considerate and discreet.
 Apologize.
 Participate constructively..

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 Respond in a timely manner. ...
 Go the extra mile.

4 )Why respect is importance in the workplace?

Why is respect in the workplace important? Respect in the
workplace lets employees know that their efforts are appreciated and
thus, encourages them to work to their full potential. With a greater
understanding of respect, employers can understand why their
employees respond to certain situations in the manner they do

5)How do you build respect in a team?

How Do You Gain Respect from Employees?
1. Give Respect. If you want your direct reports to respect you, it's
important that you first show them the respect they deserve.
2. Show Your Work Ethic.
3. Be Consistent.
4. Be a Firm Leader.
5. Admit Your Wrongdoings.
6. Seek Out New Opinions.
7. Recognize Successes.
8. Seek Out Feedback.

6)How does lack of respect affect the workplace?

This lack of respect can cause harassment, discrimination, or a lack of
equal opportunity for every everyone. Disrespect makes us feel small.
This takes a toll on our mental health and self-esteem. Our work-life
balance will suffer if the workplace constantly disrespects us and we
can't leave that negativity behind.

4.2.9 :- Sensitivity at work place :-

1) Workplace sensitivity ensures that everyone in the workplace is
respected and treated appropriately, regardless of who they are. It also

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involves learning to be respectful and consider the perspectives of others
while increasing communication.
2) What is the importance of sensitivity and diversity training in the
workplace?
Sensitivity training helps employees to be more sensitive and accepting
of the existing diversity in the workplace. It enhances understanding
between members of the organization and enables building good
interpersonal relationships with other team members.

3)How do you show sensitivity?

Steps
1. Express interest and concern for others, especially when they are having
troubles.
2. Recognize that disabled people deserve the same respect as anyone else.
3. Apologize or make amends for hurting someone's feelings or causing harm.

4) Advantages Highly Sensitive People Bring to Business

 Emotional awareness. The highly sensitive are acutely aware of their inner
emotional workings.
 Great empathy.
 Dedicated to fairness and justice.
 Leaders.
 Passionate.
 Need space and time to themselves.
 Innovative.
 Generosity.

4.2.10 :-SYMPATHY AT WORK PLACE :-

1) What is sympathy and examples?
An expression of understanding and care for someone else's suffering:
The president has sent a message of sympathy to the relatives of the
dead soldiers. I don't have much sympathy for her - I think she's brought
her troubles on herself.

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2)What is the importance of sympathy?
A)Sympathy keeps the person at a distance, while someone expressing
empathy towards another allows them to really step in and take hold of
the other person's feelings. Some people are better showing empathy
and compassion than others, and there are those who just cannot show
it at all.

B)It allows you to show you value what the other person is feeling and
support them.
C)By expressing sympathy you can help create a more open and
communicative environment where employees feel safe and heard.

D) It provides a means of understanding another person's experience or

situation, good or bad, with a focus on their individual well-being.

E) It is often easier to make decisions based on emotional information,

because all humans have general understanding of emotions.
3 ) What is more important sympathy or empathy?
Sympathy is observation and acceptance of what someone else is going
through. Empathy involves taking on someone else's feelings. Empathy is
better than sympathy, so it is considered better.

4 ) What are the 3 types of sympathy?

Renowned psychologists Daniel Goleman and Paul Ekman have
identified three components of empathy: Cognitive, Emotional and
Compassionate.
These include pity, compassion, fellow-feeling, commiseration and
empathy.
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