Communication Strategies

The intent of this assignment is to ascertain my individual reflection which is imperative for developing a clear understanding of my overall performance during the assessment. A three fold critical reflection is obtained as a result of this assignment that looks at personal reflection in the following topics and situations reflections on the proposed ICT solution recently submitted as the subject assignment reflection on the group working and issues of cooperation in line with the assignment and my personal reflection on all facets of working with the assignment and working with the group, including reflection on the Australian education system which has been a novel experience in my educational life.

Reflection on the proposed ICT solution
The primary objective of the entailed task set for us by the lecturer and the course was to aid the development of superior answers for information and communications technology, in order that business processes, technical and competitive advantage, and additional performance and business solutions could be developed. This was to be realized through group work. An Australia based ICT solution provider, Lighthouses vision is to create solutions for clients so as to increase areas of productivity, efficiency and performance, and in order that the client under study, Definitive Accounting and Taxation (DAAT), can choose the most effective from a range of appropriate technological solutions. Working in a group has enabled me to experience new knowledge in ways beggaring description. Therefore my reflection on the proposed ICT solution can be described as an experience similar to that which I would have undergone had I been really involved in working for a real company for the same job. In the possibility that I may work in the professional field of information and communication technology, this experience, I believe, will prove fruitful in helping me develop feasible solutions for clients in the form of appropriate levels of technologies and applications.

From the very outset it was important to seek professional applications and tangible ideas as this is the manner in which Lighthouse or even other ICT solution providers would handle client needs in real life circumstances. Hence, by observing the mutual maturity and professionalism of both Lighthouse and DAAT it can be comprehended that the types of technologies recommended and employed can handle and effectively meet the requirements and outcomes required by DAAT which have been clearly elucidated.

Being a startup organization scheduled to begin operations on the 1st of July, the needs of DAAT were observed to be predominantly foundational. This included primarily the establishment of a stable and sustainable, well-designed IT system. The concern of security with regards to data and smooth access to professional information were additional requirements. High levels of job automation in order to elevate productivity and the availability of low cost communication channels for the company to be connected with their clients were also important priorities.
       
Lighthouses proposed multi-fold solution thus consisted of job automation, electronic data interchange (EDI), knowledge management (KM) and seamless communication measures in order to fulfill DAATs specific requirements. The introduction of accounting software ensured that employees of DAAT are liberated from basic clerical activities such as collection and input of data and could hence focus on more productive issues such as analysis and interpretation. An external source KM system on DAATs website which provided free access to free online professional sources and an internal source KM system supported by a forum and case database were also suggested.

To prevent the leak of confidential data strict security policies and mechanisms were offered. In order to prevent the failure of the computer system, secondary server and spare computers for backup were advised where the secondary database server would backup the data of the main server frequently, especially at the end of each month. According to the analysis of the needs and requirements of the Definitive Accounting and Taxation, Lighthouse customized a set of ICT solutions which included an Office Network, Web and Email Server, and MYOB Server.  All these three parts would be connected through VPN network to ensure secure communication and protect the clients confidential information. The existing clients or the potential clients are enabled to communicate with DAATs staff through several channels Email, WebPages, Forum, News letter and RSS feeds, thus fulfilling customer relationship management (CRM) objectives as well.

The chief aim of any information and communications solutions provider firm is to supplement the dominant function of client companies by providing a superior edge of technical and competitive advantage, and added performance and business solutions against similar competing businesses. Through the development of group work it was possible for us to produce varied solutions and ideas to organizations and in the process craft advantages for them. Lighthouse has been observed to have the competence to generate solutions for clients problems of any severity and in addition create all requisite solutions.

 Reflection on the group working

The experience of working in and with a group was an overwhelmingly positive one for me. Besides the academic edge it has given me by working with peers of exceptional caliber, it has disclosed to me the significance of diversity in views, judgments and experiences.  Keeping my linguistic barriers in mind, my learning duration at the university has presented me with unforeseen challenges that have undoubtedly helped my grow and comprehend the varied modes of learning patterns, cognition and rational processing especially because my peers come from different backgrounds themselves. In retrospect, this has enabled me to develop wider perspectives and improved ways of thinking and dealing with problems.

Since my colleagues each had wide ranging views and aptitudes, they also had their own unique ways of communicating and connecting with other peers in the working group. In the process, I have been able to appreciate the many ways in which individuals tackle and articulate ideas, especially those with regard to the assignment in question.  The lack of support and coordination, during meetings, was another aspect that was observed, when working in a group and is one of the avenues which when understood can be useful to students looking to work in groups in general. The time slots and accessible prospects would sometimes not be convenient for all of the members, as some of the group meetings were not conducted at times that were in alignment with studying at the university. However, in such situations, patience is of utmost importance and it is required of each member to be empathetic with the other to ensure that the entailed task is progressed at and that each individual is able to put in his own contribution towards the fulfillment of the groups goals and objectives.      
   
Working in a group is a unique learning experience as it helped me understand the significance of learning from other people and not just restricting oneself to academic learning and other conventional modes. There is always difficulty in managing diversity and bringing together people from multiple backdrops and social circumstances imply that the involved task was unduly complicated from the very beginning and at moments quite difficult to work with. However this is also accompanied by other unanticipated synergistic outcomes. To conclude this section of my contemplation, it is worth noting that though there are many hurdles involved in working in a group the potential benefits that can be reaped in the process are bountiful and in this particular scenario it has helped the group and myself to consider the various situations that can be anticipated in real life working conditions where there could be similar challenges in the process of executing delegated projects and in delivering clients contracts.    

Personal Reflection
It is important to note that it is the underlying difference between the learning mechanism between Saudi Arabia and Australia that has led to many of the issues that I have come across in this learning curve. There is a more refined focus on critical learning and practical experience, here in Australia, rather than reiterating methods. This necessitated that I fully utilize all lecturer notes, academic material, course readings, tutorial discussions and recommended exercises, which is in direct contrast to my hitherto experience with the educational system back in Saudi Arabia. In addition, since this was my opening semester at the University of Wollongong this was an exceptionally exigent hindrance to my progress. However I do feel that though these same challenges will present themselves in subsequent semesters, they may not pose the same level of difficulty due to the knowledge and skill sets that I have gained through this virgin experience.

Language has been the predominant barrier as English is not my first language. Though I have successfully completed the ETS course at the Wollongong University College, I am personally of the opinion that this course is insufficient in offering us with the level of English dexterity required to fully understand journal articles and materials at the Masters level and to resolve issues arising in the verbal context. However, I am well aware that it is vital that I overcome these trials if I wish to carve myself a professional niche in the information and communication technologies domain, as this avenue is founded chiefly on the English language and hence need to harness the required degree of English language mastery especially with respect to the related technical vernacular usage. These key facets of the study here, though exceedingly taxing to international students, has been appealing to me due to the strong credibility that they have given to the Australian education system and I hope that I persistently persevere in this learning curve as I firmly believe that they will endow me with the potential to pave my professional and personal best into the future, while helping me to nurture the relevant problem solving skills required to develop information and communication technology solutions that would be valuable to the businesses that seek them.

Besides being able to grasp various new aspects about ICT solutions, including the advantages of aspects such as EDI and Knowledge Management, the actuality of interactions between ICT solution providers and client companies was more effectively comprehended as a result of this course. One of the most beneficial outcomes that I have derived from this course was the advantages of learning through group work. The globalized workplace of contemporary businesses will revolve around team based activities and environments and hence a hands-on experience of dealing with such a situation will definitely be fruitful for me, both in a personal as well professional perspective.

To sum up, on comprehending the varied backgrounds and social grooming of the different students that I have worked with, I have fully understood the extent of diversity in experiences and educational styles that could prove helpful in viewing problems from different perspectives and hence solve them more effectively. Thus, the judgment and experience of all participating students should be considered as the resultant synergistic productivity would without doubt be more superior to that of each of these students when considered on their own.

Back in 2008, American Airlines created a new policy in terms of their baggage fees.  The policy states a 15 fee for the first checked baggage and an additional charge for the second checked luggage.  Not long after, other airline companies such United Airlines and US Airways followed suit.

Despite having an IRS code specifying that charges for transportation of baggage were not taxable (News, Bloomberg), however, airline companies continued increasing their fees into what has now become a twenty-five dollar fee for the first checked baggage and an additional thirty-five dollars for the second checked baggage.  While issuing baggage fees may be starting to become a standard among the airline companies, this issue has since become a source of confusion for many passengers because of the lack of uniformity in the fees.

A traveler can have many options when it comes to their luggage.  They have the choice to pay the twenty-five dollars for checking one bag but doing it online could cost them only twenty-three dollars.  However, they also have the option to avoid having to pay any fee whatsoever by making all their belongings fit into a small carry-on bag.  Passengers have already worried in line about having excess baggage now they have to worry about fitting all the necessary items into one small bag.  This, plus one personal item, is the only thing allowed inside the plane free of charge.  This issue clearly leads into many time delays because everyone is trying to avoid having to pay for the baggage fees.  More bags come into the aircraft in the form of the carry-on bags and the flight attendants will have to do their jobs of trying to fit everything into the overhead compartments.  Otherwise, the passenger will have no choice but to place a tag on the bag so that they are allowed to go below the plane, adding up to the delay.  They could even try to lessen the load of their carry-on bags, if they already go beyond the allowance, by unpacking and taking off a few things thereby adding up to the delay.  It is with this knowledge that has led me to ask whether it is possible to place information on the baggage fees right at the base of every airline ticket, so that time delays and confusion could be avoided.

As a frequent flyer, this issue is of very high importance to me because I get to deal with it often.  The air travel industry has undergone many changes over the years, including the addition of the unnecessary baggage fees.  As a travel agent, I am also faced with various travelers who make comments about these baggage fees.  The different policies on baggage fees of the different airline companies tend to be very confusing thus leading them to make inquiries in how much it would cost them and in how they could best deal with their luggage. If it were up to me, this unnecessary confusion could be avoided easily  and thus the avoidance of time delays  if the policy was set straight, making traveling a less stressful thing to do.

After all, not all airplanes adopt the same policies in terms of the baggage fees.  Most airline companies such as American Airlines, Delta Airlines, Continental Airlines and United Airlines charge twenty-five for the first checked bag and thirty-five for the second.  Other companies such as Southwest and Jet Blue are still generous enough not to charge any fees for the first checked baggage.  However, aside from these fees, other things also have to be kept in mind such as charges for overweight and oversized bags.  This could add more confusion to the traveler as additional fees, starting at fifty dollars per excess kilo, would go up depending on the size and weight of the bag.  Of course, these fees also have exceptions  they would differ for the different classes of frequent flyers as well as the military personnel.  The charges would also double up for those taking round-trip.  Sometimes, airline companies would also put up promos for their customers thus making it hard to know the correct baggage charges beforehand.

It is truly confusing why airline companies would want to put up such fees to their customers.  Of course, it is understood that there are certain charges for moving the baggage from one point to another but, considering that the travel industry only has two kinds of luggage carry-on and lost (Haber), are the high costs really worth it  Could their claims that lost revenue from ticket sales and other factors such as higher fuel costs are the reason for the fees be reasonable enough for instilling such fees  If they could just have added these fees into the base fee of the ticket prices, there never would have been chaos among the customers in the first place.  Perhaps the airline companies would also have helped avoid creating disputes against the airport executives as they continue to accuse each other of being greedy for fee revenues (n.p.).

If the information regarding these baggage fees had been made clear at the start, there would perhaps be no issue among the travelers and the airline company staff.  Perhaps they could make a clear liquidation of where every dollar and cent of the baggage fees go so that the general public may know.  This way, their customers would never have to question such moves and there would be no reason for this issue to create so much noise in public.  Just think about the reports the US airline industry has been found to collect around 1.2 billion in excess baggage last year, according to the US Department of Transportation back in 2008 (n.p.).  Placing the correct information of the fees in the ticket or adding them up along with the ticket price thus taking them out entirely in the process could even help in reducing the confusion among their customers and make the check-in process speedier and hassle-free for everyone.

Effective interpersonal communication is an important factor for the success in the workplace because it leads to increased productivity and personal satisfaction of the workers. This calls for people to be able to communicate with each other in a bid to structure the flow of productivity. Studies have shown that without an effective interpersonal relationship among workers, conflicts will remain unresolved thus misunderstanding and ultimately lack of productivity will be yielded. With the advent of technology, interpersonal relationship stands a better chance of being fostered hence efficiency, understanding and peaceful coexistence is achieved. This paper seeks to explain the principles of effective interpersonal communication in the workplace, discussing the misconception that surround this form of communication, exploring barriers of effective interpersonal communication, strategies for active listening and the impact of gender and culture on interpersonal communications.

Researchers contend that the ability to incorporate a subtle variance of communication, which includes tone as well as speech patterns, is at the heart of interpersonal communication. It is inarguable that interpersonal communication revolves around the speeches, chitchats, and meeting at departmental and personal levels, fights and general occurrence in person. Interpersonal communication at the workplace follows certain established norms for efficiency and productivity. This implies that the principles of interpersonal communication must be considered in a bid to root out various misconceptions about it. Due to these misconceptions, certain barriers impede the efficiency of interpersonal communication in the workplace but efforts must be employed to rise above such barriers. As such there are strategies for active listening that must be used to enhance this kind of communication. The effects of gender  as well as culture on interpersonal communication in the 21st century marketplace forms the basis upon which organizations should call upon their employees to adopt an effective strategies. Evidently, effective interpersonal communication at the workplace provides a breakthrough in the success various organizations in the competitive global market.

Principles of Interpersonal Communication at the Workplace
The primary reason as to why we communicate is to express our thoughts, feelings and ideas in the way that will be clearly understood.  The integration of both spoken and non verbal communication helps in achieving this clarity in the workplace. Accordingly, effective interpersonal communication entails the use of the traditional face to face communication with the body language being evident as well as the responses through a feedback mechanism. Research shows that organizations that have encouraged their employees to develop good interpersonal communication skills have virtually succeeded. Communicating effectively with the boss or customers, forms the foundation upon which an organization succeeds. According to DeVitol (2008), effective interpersonal communication at the workplace provides an opportunity for exchanging ideas as well as symbols that represent ideas.  Symbols attached to all words reflect who we are, our cultural setups and social upbringing. If this form diversity is mutually shared and channeled to the right direction, an organization can surely succeed.

The basic principle of interpersonal communication at the work place is that it occurs in a given context. Wood (2002) asserts that there is no single time interpersonal communication will occur in isolation. With regard to this, interpersonal communication occurs in the context where the participants bring needs, values, personality and desires to an interaction. Evidently, Rowell (1999) further points out that interpersonal communication occur in a relational dimension where participants interact by relating to certain aspects of life. By increasing ones range of interpersonal skills, employees achieve extensive job satisfaction as well as performance.

In addition, interpersonal communication follows the principle that it does not just entail spoken words. Accordingly,  DeVitol (2008) postulates that looking at the boss face is already communication because in such a simple act, an employee is able to derive a message or two depending on the expression gotten from the boss face. It is significant that body language, elements of tonal variation as well as aspects of situation must be considered in the entire process of interpersonal communication because they enhance communication at the workplace.

Researchers argue that most people hold on the misconception that interpersonal communication is avoidable therefore they refuse to utter verbal words but do not know that they are still communication. With regard to this, Wood (2002) explains that interpersonal communication can not be escaped thus, when we deliberately choose to be silent to others, we are still communicating at least our silence. In light of this, silence has a manifold of interpretation depending on the situation as well as cultural aspects. For instance, certain cultures considers silence where elders areas a sign of politeness and respect while in other situations, it may communicate lack of bond.

Communication in the Workplace
The use of gestures and body language coupled with our verbal communication makes the perception of an employee clearer. To reap extensive understanding in a workplace, effective interpersonal communication must be established. For instance, if you listen to a monotonous person, it may become hard to understand their feelings on the subject but should he person use gestures and tonal variation, their points will become articulate and what they mean will be understood clearly.

Furthermore, interpersonal communication gives people in an organization the ability to get along with others through the use of interpersonal skills. DeVitol (2008) argues that effective interpersonal communication exposes you as a smart and fascinating worker thus providing the ability to achieve prosperity in the workplace.

To enhance ones interpersonal communication at the work place, workers need self expression in communication. This means that they should adopt thoughts around ideas and get tuned with the feeing of others, their opinion and knowledge at large. Moreover, employees should use effective responses by being assertive. For example, it would be prudent if a particular employee specified why they agree or disagree with a given opinion. Primarily, descriptiveness as well as tactfulness should be employed to help phrase feedbacks and comments in the positive light.

Barriers to Effective Interpersonal Communication
It amounts to a simplistic view if we argue that communication in whatever form is easy and straight forward. According to Wood (2002), the misconceptions about interpersonal communication have forced us to put certain barriers in the way of communication. Largely, this undermines the whole process of effective communication. Among the barriers of interpersonal communication at the workplace include physical barriers, emotional barriers, perceptual barriers and cultural barriers.

Rowell (1999) asserts that physical barriers range from colleagues marking their own territories such that those deemed as strangers will not be allowed to access them. Accordingly, closing office doors and designing separate areas for employees with different status, is a manifestation of physical barriers .Instead, an organization should e courage open office where colleagues can exchange ideas and feeling over particular issues that keep on emerging I the workplace.

Research postulates that in a bid to build cohesion and team building in a workplace, interpersonal communication must be enforced through proximity (Wood, 1999).In light of this, workers will still have personal space that they can call theirs but proximity to others facilitates communication because of the basic function that it provides a chance for workers to know each other.

Similarly, emotional barriers hinder interpersonal communication by blockading free and open communication. Fear, suspicion ad well as mistrust are elements of emotional barriers because our development as people with effective communicating skills is hindered therefore interfering with out ability to establish relationships that are meaningful. Organizations should encourage openness through formulating policies that 4encourage freedom of expression. In so doing, employees will not ride in fear or entertain the thought that they are there to be seen and not to be heard. Such an approach is quite effective in promoting team work which forms an important factor in the productivity of an organization.

Perceptual barriers come by virtue of the fact that in interpersonal communication, we communicate as guided by our different perception of the world. In essence, our assumptions, thoughts and perceptions constantly shape our mindsets thus determine our interpersonal communication. To avoid perceptual barriers we should be objective in our thinking and often respect other peoples opinion regardless of whether we disagree of agree with them. In so doing, we will not impose our feelings on others but will allow ourselves to grow and benefit from the diversified outlook of nature.

On the same note, it is inarguably that interpersonal communication has been hindered as a result of cultural barriers. In an organization, all employees are forced to adopt the cultural and behavioral patterns of that organization. Without this, the organization will regard you as an out cast because you will constantly not feel a sense of belonging. However, in certain cases, some employees hold on to their personal and cultural identification until they operate on different lanes with others in an organization. Sooner or later, such employees will feel left out because it always remains that if your cultural mindset differs with that of the organization, your interpersonal communication will be displaced. It is therefore significant that we conform to the culture of the organization in order to mutually benefit from a high level interpersonal communication and therefore achieve rewards of approval, recognition and inclusion.

Impact of Gender and Culture on Interpersonal Communication
Gender has impacted on the interpersonal communication in the workplace by infusing different styles of communication used by both men and women. Wood (2002) analyses that the methods of communication that men as well as women use comes with the far reaching effect of who will be heard, approved and influence the work to be done. Accordingly, elements of status, authority, apologies and indirectness are the pointers of the impact gender have had on interpersonal communication in the workplace. For example, the way people communicate with their words and body determines who get a bigger share of power as well as recognition from the boss. Power in this case, is understood within the parameters of being able to influence people to listen to you as opposed to having to do what others want.

Similarly, culture appears to be an important factor in interpersonal communication in the workplace. For instance, with America becoming so diverse, the style of interpersonal communication has definitely been reshaped. This is due to the understanding that America represents many cultures making it impossible to create a single unified way of communicating. With regard to this, DeVitol (2008) explains that interpersonal communication is built around the belief that our thoughts and ideas are expressed depending on how we have been raised as well as what we believe in. Accordingly, culture continues to bring about the emergence of dialects and certain non verbal cues do not have a universal meaning.

Strategies for Active Listening
Effective interpersonal communication is pegged on the ability to listen actively. Whether we use spoken language or body language, the message we communicate will only be understood and clearly interpreted if we listen actively. We require active listening in our every day life. It is away of responding to others in a manner that will build a mutual understanding. Strategies to active listening enhance interpersonal relationship and communication at large. Such strategies are not rules but rather tips that help one to better the interpersonal communication.

Researchers and communication experts has recommended various steps to improve an active listening skill. This is watching the body language and using it together with the spoken worse. For instance, watching aspects of facial expression and tone of voice reinforces the message that the words will convey. In addition, observing the rate of speech as well as other auditory changes, positions you to a level of catching up with the actual meaning and  the intended meaning that others may be trying to convey.

It is important to remain part of the communication process which is indicated by active listening sills. As such, it is appropriate to use receptive language such as asking questions for clarification, avoiding judgment, and demonstrating interest by providing positive feedback and avoiding being emotionally involved. All these of course will happen if eye contact is maintained.

Conclusion
From the foregoing discussion, it is evident the one of the most important forms of communication is interpersonal communication because, apart from conveying the message it builds a mutual understanding between relations. To achieve this, clarity is paramount. This means that principles of interpersonal communication especially at a workplace must be observed such that people understand what they say and use other non verbal cues to reinforce their messages. Barriers of interpersonal communication that result due to misconception should be avoided and instead, strategies of active listening employed. In so doing, it goes beyond doubt that interpersonal communication in the workplace will be effective hence leading to the success of employees as well as an organization. Arguably, with effective interpersonal communication in a workplace, an employee feels satisfaction which leads to productivity. In a nutshell, interpersonal communication in a workplace can be effective if one conducts himself in a professional manner and respect others. In so doing, their position within the company will not be jeopardized or worsened.

The ability of expanding organizational goals and objectives correspond to the value and ability of utilizing perspectives of management and providing directions for maximizing an employees skills and strengths. Seeing this, understanding the aspect of interaction complements not only the everyday office environment but also the dynamics related to formulation of relationships. These perspectives in turn also provide the leverage in establishing appropriate functions within the interplay of groups and accomplishment of specific tasks. Due to these, I believe that understanding the value and precepts of communication within the office environment remains crucial in bridging competencies of the workforce and diversifying opportunities for valuing cultural relevance and interpersonal relations.

Given the increasing diversity in the workplace, managers and leaders continue to find means to reach out to employees and create preferable outcomes. This then provided new inputs and strategies towards understanding the aspect of communication and how it prevails within the prospect of everyday activities and achieving organizational goals. Such directions then reinforces the values as I try to respond to the challenges within the workplace and create better means to integrate management principles by conveying a clear and concise format. Seeing this, the essential principle surrounding my professional capacity revolves around how (1) I handle conflict management, (2) value of communication towards cultures and gender, and (3) harnessing new means to develop interpersonal relationship in a professional setting.

Handling Conflict Management
One important process of office communications revolves around proper handling of conflict among parties. This remains to be valuable as miscommunication continues to occur within the office environment and can indeed hamper relationships, work productivity, and optimizing appropriate tasks and objectives.  As Authenticity Consulting (2009) provides, conflict is when two or more values, perspectives and opinions are contradictory in nature and havent been aligned or agreed about yet (p.1), it is then crucial to underline measures that can consolidate better means to address each partys issue and promote better means for generating a more responsible and open response. By taking into consideration these trends, the value then of office communications becomes more dynamic and facilitative of employee needs and creates a level of responsibility in the workplace.

Similarly, it can be seen that the process of addressing conflict management remains to be a difficult hurdle. This is because it corresponds to different factors from work-related technicalities to organizational culture. Due to this, managers need to think twice before implementing these strategies because it may prove to be costly and further escalate the problem. Here, Groenewald (2006) provides that these factors create bad relations between people, and are generally the result of not following proper communication models, or of grudges built from the outset of a relationship where initial problems were not addressed (p.1). Seeing this, it is then crucial for managers to outline the necessary steps from understanding the root of the problem towards identifying the appropriate strategies that can tackle the points raised by both parties.

Applying this principle in future scenarios, I deem that it is essential on my part to remain responsive to the needs of both parties. Here, I need to allow each one to communicate and provide their response and arguments in the given problem. After this, I can appropriately gauge and determine objectively which ones hold ground and remain adherent to what the organization stands for. Similarly, I believe that I can act as a mediator merging common interests and utilizing each one for the benefit of all parties involved. By becoming non-biased and fair, it can provide the capacity for competing individualsparties to have the assurance that each decision can be made according to what is essential and relevant to the issue.

At the same time, I also do recognize the significance of establishing common rules for work-related and ethical behaviour within the workplace. The process of creating standards remains crucial not only in setting a benchmark for appropriate norms within the organization but also provide an avenue on how issues of conflict can be handled. Under this process, I argue that it must creating these rules alone are never enough. Rather, the organization must continue to use its experience to devise better means for facilitating and exploring possible options for amendment to become cohesive to the organizational culture and meet the current trends of the workplace. These dynamics in turn promote better means for establishing conflict resolution strategies on my part and supplement the ability to enforce decisions that is rooted in fairness.

Lastly, I also adhere to the notion that the communication patterns within the company must be reinforced. This corresponds to the application of formal modes of interaction from the superior-subordinate to employee-employee relations.  Given that formal rules are already in place, having a standardized model for formal communication enables valuing the level of professionalism and work ethics. Moreover, it also brings about the capacity to exercise my duties and goals according to what is expected of me. Seeing this, it can serve as an important component in helping determine my role in conflict resolution and the ability to manage my subordinates effectively.

Communication, Culture and Gender
Another important process related to office communications revolves around dwelling into the issue of understanding the relevance of culture and gender. In every organization, there will always be issues relating to the manner employees are treated and how they perceive these issues to be with their own personal interests. Due to this, it develops specific norms and values that remain to be seen within the workplace environment. At the same time, given the increasing diversity within different organizations, the process of varying culture and gender issues increases and poses to create conflict if not properly addressed. An essential precept brought about by this changing workforce involves the aspect of miscommunication. Here, Barett and Davidson (2006) provide that miscommunication arising from different speech structures affect personal relationships and career development opportunities and strategies for men and women (p.96).

Similarly, the application of gender in the workplace can be seen in the disparity provided among positions and responsibilities delegated to men and especially women. Given this setup, such process then becomes a gender issue because of the biased view that organizations give to men especially in advance positions and limits their capacity to become subjected to fair measurement of competencies. Due to this, many organizations seek to utilize this precept and create better models and methods for appraisal as well as communication of objectives and responsibilities. This strategy remains essential in building common grounds for diversifying options and responding to current trends in the workplace.

Reflecting on my future endeavours, I do believe that culture, diversity, and gender would continue to be an essential precept shaping interactions and organizational development. Under this process, I must continue to be responsive to the needs of the community and open up options for reaching out and infusing the necessary skills for cultural competence and consideration towards gender. In particular, Barett and Davidson (2006) argues that there is a need therefore, within the field of international business and human resource management to unravel socio-cultural variables that may shape language styles and consider their implications for womens managerial roles and advancement (p. 98).

Likewise, I must also recognize that within the organization, cultures among employees exist. In here, they create their own norms and form of interaction with one another. For my part, it is then crucial to deduce these realities and try my best to reach out and synchronize it with the organizations norms and values. By integrating and infusing these cultural principles within the company that I work for in the future, it can help create better means to utilize the value of culture towards enhancing opportunities available and promote a common professional language where everyone can interact and take part. Such aspect then becomes relevant in utilizing opportunities and harnessing communication patterns.

Lastly, I also see the relevance of inducing opportunities for education and training in the workplace concerning gender and culture. By taking into account the manner on how people interact, establish norms, and value work and non-work related processes increases the ability to generate a more facilitative response. These elements I believe is one aspect that consolidates better means for inducing competency among employees and place value on other factors shaping organizational development and growth.   All these in turn emanate options available in generating coherence within the organization and justify application of specific standards.

Developing Interpersonal Relationship in Professional Settings
Another component shaping the dynamics of office communications revolve around the value of establishing interpersonal relationships. Though organizations continuously seek to promote a professional environment, there will always be specific areas where employees develop interpersonal relations with one another. Here, it can be seen that these associations also promote specific reactions towards how employees communicate with one another. If this action is not taken in its appropriate place, it can serve to hamper the ability of employees to coexist and work at their optimal level. Seeing this, the value then of interpersonal connections among employees remains a viable stance among leaders as they seek to balance the challenges and the manner on how the workforce communicates with one another.

Similarly, it can also be argued that the aspect of interpersonal relationship goes along the lines in the establishment of organizational culture. As individuals within the workforce try to communicate and interact, they establish friendship and relationships that utilizes common areas of interest, goals, and principles. Due to this, outlining the necessary steps towards identifying these common patterns of interaction thus remains essential in generating new inputs and allows leaders to recognize its existence and promote methods to complement organizational goals and values.

At the same time, identifying interpersonal relations within the office environment also brings about new areas for opening growth and development among employees. In here, common expectations and elements of motivation are created as each one feels appreciated and valued in the company.

Understanding how these dynamics are created also gives managers the ability to design motivational strategies and help empower employees to utilize their full potential in specific roles and responsibilities that they had to fulfil. Thus, these elements strengthen the capacity of organizations to take care of their employees and provide leverage for using interpersonal communication to their benefit.

As a future leader, I deem that the idea of interpersonal relationship be an important principle taken into consideration in handling employees. Harnessing on what employees feel and opening up channels of communication for them to voice out these concerns can increase loyalty and induce motivation among employees. These then serve as an essential method in increasing productivity and fostering better options for inducing employee growth. For my part, I must continue to recognize these trends and allow the value of identifying the aspect of interpersonal communication because it can also serve as an essential aspect shaping my management and leadership techniques.

To further consolidate on this issue, as a leader, I must learn how to listen to the concern of employees. This can then help understand the level of awareness of whats going on among my future subordinates and then integrate their experiences to make decisions on what can help each one give out the best of their capacities. In essence, these dynamics then infuse greater ability to induce my role within my group. At the same time, it also creates a more reactive role in generating options for my team. As Groenewald (2006) provides, by discussing the positives, you now move a few steps closer to finding out what they are looking for from the relationship (p.1).

Developing Empathic Listening
The process then of establishing listening options also remains crucial in fostering office communication. Under this process, it helps delegate new means for integrating opportunities for leaders to consolidate and infuse better means of encouraging responsibility and accountability. At the same time, the value of listening becomes crucial in highlighting my capacity to become responsive to the needs of their employees and identify common elements that equally shape their perception, inputs, and also critiques about the organization. This then encourages greater openness as I consider new means for developing continued growth both as an employee and leader.

Conclusion
Overall, the value then of communication has always transcended to induce opportunities for organizational growth and development. By taking into account themes related to communication (e.g. culture, gender, listening, and interpersonal relationships), I can be able to expand my capacity as a leader. At the same time, I can become more responsive to my future endeavours as I gain the competency to facilitate conflict and promote new programs to address the challenges prevalent within the organizational realm. As I tread to my future opportunities, I can effectively use these principles in becoming responsible and accountable not only in my specific role within the organization but also become adaptive to the increasing trends and diversity in the workplace.

Conflict is brought about by people in an organization when people disagree. This could be due to lack of resources, unrealistic expectations and a difference in goals. Conflict resolution is trying to solve these conflicts so that all the employees are able to work towards the goal of the organization. One of the most accredited programs is the leadership-training program. This is a program that is designed to give skills necessary to solve any form of conflict. The key is to use effective communication to solve the problem of conflict to creative opportunities for growth. This ensures that people understand that conflict may be a mutual problem, which can be sort out by use of negotiation rather than aggression. Use of listening ensures that a person has understood the other persons point of view and his goals. When one has understood this then one can see why his actions are affecting him by understanding the person first. Turning a lose-lose situation into a win-win situation is also another tool in this program. The purpose of conflict resolution in the organization is that it not only resolves the issue at hand but it also presents new ones by opening strong lines of communication. The goal of conflict resolution in the organization is to ensure that the organization reaps the benefits of increase in productivity, more effective results and also improved synergy.

The program once applied, will enable a manager to manage conflict by identifying arbitrating conflict in the teams, whereby the manager will be able to work through the conflict with the team to reach an agreement that not only ends the conflict but involves everyone and not making a decision that the employees grudgingly obey, ability to identify difficult people who will always find fault in every decision made, and recognition of those who dont want to co-operate and who find it difficult to work with others.

As time goes by, United States becomes more culturally diverse. Now, the health care professionals will need to adapt with the cultural diversity. They need to be sensitive about the cultural needs of the client to be able to provide better services to the Hispanic communities. One approach in meeting this attempt is to achieve cultural competency. Cultural competency enables the health care professionals to recognize and appreciate different cultures. It is defined as behaviors, attitudes, and policies that may ensure that an individual can work effectively in a diverse cultural setting. This helps people to respect cultural diversity, expand their knowledge and increase their sensitivity.

The nonmaterial and material products of human behavior are part of the culture which are shared in different ways. The rapidly increasing rate of cultural differences in United States serves as a challenge to the working health care professionals. Most problems reported by the professionals arise from poor knowledge in bilingual and lack of cultural competency. In order to render better services, cultural competency needs to be included in the curriculum. Also, all health care organizations must undergo training to be able to achieve such competency. Effective communicaion is vital to cultural competency. It requires open-mindedness and willingness to explore others culture. Appropriate languages at the appropriate comprehension and literacy levels are important to provide culturally competent services to patients. Learning new languages and techniques to bridge communicaion gaps, openly responding to culturally based cues and interpreting the implications of symptoms as they are expressed by individuals from different cultures are the abilities of a culturally competent health care provider.

Almost 32 million in United States speak a different language other than English. That is why language becomes one of the major barriers because the health care providers need to make their best attempt to communicate with the patients. The federal  government requires any health care provider who receives a federal funding from U.S Department of Health and Human Services to communicate with patients effectively or risk losing that money.  Monolingual health care providers fnd it hard to work with clients. Even body language can also be misterpreted. For example the firm handshake in Anglo-American culture is a symbol of strong character, but in some native American groups, a limp hand is a symbol of humility and respect. Two people from these cultures will leave this encounter with completely inaccurate assessments of each other.

The concept of culture enables us to recognize a particular pattern of living comprising with the health care needs and preferences of the society. These behaviors and knowledge lie at the core basis of health care in the U.S. In short, health care in United States is distinct from others because no other country has a culture just like the American way of life. This means that the culture of the health institution matches the American lifestyle.

People in U.S tend to seperate professional and personal identity. Communication style is depersonalized  to achieve professionalism. Such communication style and views affect the way of thinking of the heath care providers. What explains the epidemiology of such illness or disease is an explanatory model. If patients and health care providers ideas suffers about the structure and function of the body such as causes of diseases being bacteria, virus, or the environment versus the  evil eye  or   loss of soul   or   curses  it will be difficult to get patients to comply with treatment.

Based on the article, United States is the most socially and racially diverse country. Almost 3 million are considered   limited English proficient  and majority are Hispanic. Nearly 85 come from Latin America and the Caribbean. The way of living and kind of language affects the process of how patients access and respond to health care services. The manner of intepretation of these can either cause failure or success in responding to the needs of other.

Communicaion styles in America may vary depending upon the group that each represents. The population of the Hispanic and other cultural communities is rapidly growing. This fact is quiet alarming for the health care professionals because they need to be competent or else they will have to face the adverse consequences of delivering health services. But not all individuals value cultural diversity. Diversity produces new approaches to old practices and derive different beliefs from every traditions.

During the eighteenth and nineteenth century, America was recognized as a  melting pot  to describe the fusion of different nationalities, languages and cultures. Hector St. John de Crevecoeur, the individuals in America are melted into a race of men, whose labors and posterity will one day cause great changes in the world.  Later on, multiculturalism came into view which states that cultural differences within society are valuable and should be respected and preserved. These facts and principles show the history behind cultural diversity. Even before it existed and will continously grow in the future. We should consider this as a challenge rather than a problem. It only needs one cup of willingness to adapt and a pouch of respect to make up a new melting pot of acceptance to cultural diversity.

In the contemporary era of globalization, the business organizations are seeking competent human resources who have the specialized knowledge, skills, and experience for performing the assigned duties and responsibilities. Besides, the employers want to recruit those people who can adapt themselves to the changing business environment, work with a diverse workforce, and deliver the results within the stipulated deadlines. To meet the requirements of the employers, the job seekers prepare catchy CVs, cover letters, follow-up letters, and also rehearse for the interviews through comprehensive research and practice. This paper highlights the endeavors of the job seekers as they search for employment in a competitive job market, and it also includes a layout for a CV, which will help them to emphasize and match their key strengths with the requirements of a potential employer.

The job seekers use the available resources for searching the advertised positions in the newspapers, specific industrial publications, and the online job portals. These are the most common methods used by the candidates as they want to grasp the available employment opportunities. However, according to the information presented by Judith Dwyer in Business Communication Handbook, 8th ed., a smart job seeker also uses the expertise of employment agencies and does not hesitate in doing cold canvassing. In the ongoing recession, the job seekers grab every employment opportunity- full-time, part-time, or freelance. While applying for a job, it is essential that the candidate must have a catchy CV, which should have the contact information, qualifications, work experience, specialized training, and references. The CV is mostly written in reverse chronological format to highlight the most recent work experience, education and training followed by previous endeavors. The career goal, position and strengths should be clearly mentioned because the employers want to hire those people who would have the specialized skills in their organization. The details of writing a job application, CV, and electronic application form must be followed meticulously, and the content should be proofread before submitting the application to a potential employer. While writing the contact information of the referees, it is highly recommended to include a diversity of people from workplace and academics although trustworthy colleagues and customers can also be used to support the employment application.

Interview Preparation and Follow-up
When the job seeker gets an interview call, all energies should be focused on preparing for the face-to-face interview, which ultimately decides the selection of the most deserving candidate for the available position. It is highly recommended to do research about the company and its products since it shows the employer that the candidate is sincere in working with the organization. The candidate should dress neatly and carry all the necessary documents during the interview. The recruiters look for candidates who have confidence, good communication skills, and can perform their duties efficiently. Since the goal of the interview is to analyze the candidates competency for the position, the job seeker should emphasize the key strengths that match the requirements of the job. After the interview, a courteous thank you letter or a follow-up letter should be sent to the interviewer to show interest and professional conduct.

Name
Street Address, City, State, ZIP
Ph (xxx) xxx-xxxx
Email abcdef.com

Professional Goal
Seeking  Name of Position  in a Blue Chip Company

Strengths
Mention the number of years of experience in the related discipline
Highlight the problem solving and communication skills necessary for working in a group
Emphasize the ability to work under stress and deliver the results within deadlines
Summarize the specialized skills that the organization is looking for
Reiterate professionalism, integrity, and adeptness at using computers

Work Experience

Name of the current or latest organization Location
Position held From Year to 2010
Mention the duties performed
Portray the major achievements
Highlight the most notable achievement that led to economic growth (include statistics from the available annual report to corroborate)

Name of the previous organization Location
Position held xxxx to xxxx
Mention the duties performed
Portray the major achievements
Highlight the most notable achievement that led to economic growth (include statistics from the available annual report to corroborate)

Educational Qualifications

Highest Degree, Name of College, State Year of Graduation
(Include honors, GPA, etc.)
Previous Degree, Name of College, State Year of Graduation
(Include honors, GPA, etc.)

Professional Memberships

Name of Society Year of Membership
Name of Association Year of Membership
Name of Club Year of Membership

Special Training

Name of Course Year of Completion

Awards

Name of Award and honoring organization Year of Award
Meritorious achievement and honoring organization Year of Award

References
Full Name 2) Full Name
Designation and Organization Designation and Organization
Address Address
Phone and Email Phone and Email