Reflection Paper On Steve Jobs - 962 Words

â€Å"This is the closest I’ve been to a graduation.† These words spoken humbly and authentic, by the late Steve Jobs at a commencement ceremony for the class of 2005 at the very prestigious Stanford University, was the beginning of a masterpiece, a speech that was designed to encourage and empower those young college graduates to take on the world, trust their gut, and follow their dreams and aspirations in life. Significantly, Jobs grabs and holds the attention of his young audience by recounting 3 brief, yet meaningful stories. Each story followed the moments in his life that impacted and made him Steve Jobs. Above all, it was not the words itself that captivated my mind, but it was the purpose behind them that fed my soul. After reading†¦show more content†¦Stupidly, I found myself disregarding my success, obliterating my failures, and moving on without taking one look back. But, after reading Jobs speech I learned to simply connect the dots. Rewind, remem ber, and reflect on the events that led to where you are today. Secondly, I was reminded, through Steve’s Jobs speech, to search and thirst after my passion. His second story was about love and loss. In this story, he retells his sudden dismissal from his job at Apple. He portrays a picture of hurt, devastation, betrayal, and sudden loss. Sadly, his job, passion, and his why was gone at the snap of a finger. Or was it? See, after losing his job he still had that fire and passion for what he did. The loss of his job was meant to break him, but instead, it fueled him to continue doing what he cherished. As a result, he moved on and created a company entitled Next. Moreover, my freshman year of high school I tried out for the junior varsity cheerleading squad. After a long week of tryouts, we finally received the results. I was so nervous and anxious to see if my name was on the list. To make a long story short, I didn’t make it, but it was the fervor I had for cheerleadi ng that made me go out and try again the next year. It was a certain fire in me the next go around that got me a position on the squad, and a year later I made the varsity squad. So, in a way, Jobs isShow MoreRelatedInfluential Leaders Of Todays Largest Companies1271 Words   |  6 Pagesemployees. Leaders have different leadership styles often driven by their unique personalities. This paper will examine one of the most innovative and influential leaders of our time, the late Steve Jobs. The paper will examine his leadership style, his greatest success, and his most significant challenge, providing a peek into what made him successful. Steve Jobs the Leader The late Steve Jobs was a transformational leader. He was an enigma that was a creative genius, but a selfish and abrasiveRead MoreThe Apple Inc. Company1325 Words   |  6 PagesApp store.The founders of Apple are Steve Jobs, Steve Wozniak, and Ronald Wayne. Apple was founded April 1st, 1976, and incorporated January 3rd, 1977 in Cupertino, California. To learn about the history of Apple, it was important for me to know the history of the company, the products they first established, how their technology influenced the world, and how Apple increased stock exchanges in the stock market. Apple initially began with Steve Jobs and Steve Wozniak dropping out of college duringRead MoreSteve Jobs Stanford University Speech Analysis1591 Words   |  7 Pages! 1 Running head: SPEECH ANALYSIS Speech Analysis Marianna Henud Cresci UBIS University ! SPEECH ANALYSIS 2 Abstract: This paper responds to two questions presented by professor Philippe Laurent of Organisational Communication course related to the weekly learning material and analyses Steve Job’s speech at Stanford University. ! SPEECH ANALYSIS 3 1. As a listener, what are the biggest clues you have that a speaker has not taken the time to adapt the presentation so it is appropriateRead Moreannotated bibliography2694 Words   |  11 Pagesï » ¿Global economics: Source 1:http://business.time.com/2011/08/31/will-steve-jobs-departure-hurt-the-economy/ Summarize: This article discusses how big of an impact Steve Jobs has on the economy we live in today. Apple is a multi-billion dollar company. It has more financial ammo than most sovereign countries, by financial ammo I mean it has much more money than others companies in sovereign countries. Apple trumps the Gross domestic production of Denmark, Thailand, and Greece, which makes the companyRead MorePearl Harbor: Movie vs Reality1493 Words   |  6 PagesHollywood to make the movie more appealing to viewers. This, of course, is not the first film in Hollywood to use such a tragedy like the attack on Pearl Harbor. This â€Å"dramatization† of the events is used so much through out movie making. According to Steve Biodrowski â€Å"here is a long tradition of dramatizing and fictionalizing real world events that dates as far back as Shakespeare.† Like Biodrowski said it’s important to realize that what you are watching on the big screen is not always historicallyRead MorePersonal Theory Based Leadership Style1581 Words   |  7 Pages Personal theory-based leadership style: A reflective paper Introduction There are many theories of leadership. Depending on the researcher, some theories may also be subdivided based on specific characteristic. Nevertheless, regardless of the researcher’s views, for the practitioner, it is important to be cognizant of their personal style. The responsibilities of an educational leader are vast and varied. They must be able to be effective with the faculty, support staff, students, parents, communityRead MoreApple Inc Essay2660 Words   |  11 PagesContents Introduction 2 Features of Apple Industry: 2 Evaluation of Steve Jobs as a strategic leader 4 Strategic Innovation 5 Recommendation 7 Conclusion 8 Reflection of our group work 9 References 12 Introduction As the first of the World’s Most Innovative Companies (Business week, 2010) and the 17th of the Best Global Brands (Interbrand, 2010), Apple has succeeded in strategic leadership and innovation, which has drawn attention from the world recently. This essay focuses on someRead MoreThe Evolution Of Leadership And Organizational Impact1161 Words   |  5 Pages(2005), shared by biblical patriots, Greek heroes Egyptian rulers is leadership; regardless of its influence, their lessons and philosophies continue to contribute to leadership today. This paper will present the definition of leadership that provides a framework for exploring leadership theories in this paper, and the subsequent impact on individual and organizational performance, while providing recommendations for future exploration of global expansion. Leadership Definition Leadership is comprisedRead MoreSteve Jobs Leadership Assessment2120 Words   |  9 Pages Steve Jobs’ Leadership Assessment Katina King Brenau University â€Æ' Steve Jobs’ Leadership Assessment Many organizations are successful because of the formulated relationships between its leaders and followers. These organizations spend countless amounts of money on new leadership training. However, researchers have been studying and debating leadership for centuries and there is still not a concrete definition for leadership. There are influential people such as Steve Jobs, former CEO of AppleRead MoreWhat Are the Characteristics of a Good Manager?1152 Words   |  5 Pageshave to organize and develop goals and strategies for the company. I agree that Harris have a point that before choosing a manager we must consider the appearance of the company and aspects of management styles. Imagine if a manager, taking over Steve Jobs role as CEO of Apple, would introduce strict management style, new black suit dress code to the company. He’s characteristics would possible not fit to Apple’s ‘laid back’ culture. Also mentioned by Buckingham and Coffman2 â€Å"an employee’s perception

Essay on Comparing Aggression and Prosocial Behaviour

Comparing Aggression and Prosocial Behaviour Aggression and prosocial behaviour appear to be subject to very similar conditions, and processes. These two are discussed and compared along with correlations investigated by temperament theorists. The relevance of the Sherif (1953) experiment is examined, and used to illustrate how those with prosocial qualities and personalities can act in an aggressive manner at the same time, thereby bringing the idea of a continuum into doubt. The issues raised in the Sherif experiment are then re-applied to global instances of prosocial and aggressive behaviour. Prosocial behaviour is described by Eisenberg (1988) as voluntary behaviour intended to benefit another regardless of motive, while†¦show more content†¦The criteria for aggressive acts tend to mirror those of prosocial behaviour. Violent situations tend to escalate on the basis of reciprocation, (Toch, 1966), one antagonistic remark or action provokes an aggressive response and a tit-for-tat exchange builds to violent resolution. If the aggressor cannot see any benefits from his chosen course of behaviour however, he will tend to desist, if the risk of harm to himself. Of course the extent to which the reciprocation of both prosocial and aggressive behaviour continues depends both on situation and the inclination of those involved towards extremes. If the aggressor cannot see any benefits from his chosen course of behaviour however, if the risk of harm to himself, outweighs any positive results he can draw from a clash, he will tend to desist in the interest of self-preservation. Toch (1966) found in his case studies that certain violence-prone strategies can be employed to intensify and prolong aggressive exchanges. This tendency in aggressive subjects toward creating justifications for violence is paralleled in instances of prosocial behaviour where the helper will assess the need for assistance or kindness, according to standards of justice, influenced by both contemporary social standards and their own world view. A person more inclined to partake in prosocial behaviour will find it easier to justify a good deed. (Beirhoff,Show MoreRelatedThe Theory Of Anger And Its Effects On The Individual s Welfare1147 Words   |  5 Pagesthe welfare of another compared to the self within the recalibrational theory. Anger works to gain the highest cost-effective WTR from others depending on bargaining position that is derived from an individual’s ability to inflict cost (through aggression) and confer benefits. The system has a biological basis and therefore is thought to have computational structures that calculate the possible welfare payoffs of an action for self and other and weighs these pay offs against each other. Sell et alRead MoreGames Being The Blame Of Violence2459 Words   |  10 Pagesthat the link between games and aggression was there. The Association concluded that video games did contribute to aggression but also stating there was â€Å"no single factor† of videogames to blame for it. In the report it was noted that â€Å"The research demonstrates a consistent relation between violent video game use and increases in aggressive behavior, aggressive cognitions and aggressive affect, and decreases in prosocial behaviour, empathy and sensitivity to aggression.† â€Å"It is the accumulation of riskRead MoreDevelopmental Psychology Notes7715 Words   |  31 PagesDevelopment Sex – sexual anatomy and sexual behaviour Gender – perception of maleness or femaleness related to membership in a given society Week 8 Growing brain The brain grows at a faster rate than any other part of the body. By age 5, child’s brain weighs 90% of average adult brain weight, whereas total body weight is merely 30%. One reason is due to increase in the number of interconnections among cells. These interconnects allow for more complex communication between neurons, permitRead MoreThe Impact Of Self Esteem On The Relationship Between Empathy And Cyberbullying7843 Words   |  32 Pagesthe early 2000’s, is a unique and distinct form of bullying perpetrated through the use of electronic devices (Kowlaski Limber, 2013; Olweus, 2013; Williams Guerra, 2007). Cyberbullying has consequently been defined as an intentional act of aggression, inflicted through the use of computers, mobile phones and other electronic devices, repeatedly and over time against a victim who cannot easily defend themselves (Patchin Hinduja, 2006; Smith et al., 2014). Notably, there is much variabilityRead MorePsychology Workbook Essay22836 Words   |  92 Pagesto determine the consequences | | | |then compare the accuracy and efficiency. | |Evolutionary |David busy , |-explores origins of behaviour and their adaptive value | |psychology | |-study altruism, mate selection, jealousy in different | | | |species, cultures, timesRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 Pagesthings are going as they should, management must monitor the organization’s performance and compare it with previously set goals. If there are any significant deviations, it is management’s job to get the organization back on track. This monitoring, comparing, and potential correcting is the controlling function. So, using the functional approach, the answer to the question â€Å"What do managers do?† is that they plan, organize, lead, and control. Management Roles In the late 1960s, Henry Mintzberg, then

National Family Welfare Program Free Essays

The institution of family is as old as man himself. It is the basic social cell. Sociologists and economists have always been propounding the ways to improve quality of life, which is difficult to achieve if the population remains unchecked. We will write a custom essay sample on National Family Welfare Program or any similar topic only for you Order Now India launched a nation-wide Family Welfare Program in 1952, during the first five year plan, making it the first country in the world to do so. COMPONENTS The National family welfare Program in India has five components: A. Maternal and child health, extended to reproduction and child health care. B. Immunization of pregnant women by tetanus toxoid and that of children infant and preschoolers by BCG, oral polio , diphtheria, tetanus, pertussis and measles. C. Nutritional supplement- Iron and folic acid to pregnant women and children. Vit. A to prevent blindness D. Contraceptive education and distribution free and social marketing i. e Contraceptive Nirodh, Oral Contraceptive i. e Mala D, copper –T and that of voluntary surgical contraception E. Health education on primary health care particularly motivation to accept contraception. Emphasis on vasectomy was made in the national program, currently spacing contraception is promoted. A. Maternal and Child Health{MCH} It relates to health of mother during pregnancy, childbirth and post-natal period and that of newborn and neo-natal health. Reproductive and Child Health (RCH)- relates to extended MCH with adolescent and post-menopausal woman’s health. The RCH package covers: 1. Pre-reproductive Adolescent years: Health care of adolescent girl including health promotion, safe age of marriage gt; 20 years, prevention of unsafe abortion and prevention of sexually transmitted disease (STD/AIDS) . Reproductive Years †¢Contraception. †¢Legal Abortion ( MTP) †¢Effective RCH care to ensure safe motherhood. Risk approach RCH care is streamlines Male involvement in RCH care is essential. †¢Effective nutritional education to all and services to the vulnerable group. †¢Service to promote child survival. †¢Prevention and treatment of reproduc tive tract infection and sexually transmitted disease including HIV/AIDS high risk labor by automobile transport. †¢Prevention and treatment of gynecological problems menstrual disorders or infertility. 3. Post reproductive Years †¢Prevention and care of genital prolapse Education on menopause. †¢Screening and treatment of cancer especially cervical cancer. B. Immunization: Immunization to the mother and child was made one of the important approach. The WHO launched its Expanded program on immunization against six most common preventable childhood diseases, viz. diphtheria, pertussis (whooping cough), tetanus, polio, tuberculosis and measles. The government of India launched its EPI in 1978 with the objective to reduce mortality and morbidity resulting from vaccine-preventable diseases of childhood and to achieve self sufficiency, in the production of vaccine. UIP in India was started in 1985. It has two vital components i. e. immunization of pregnant women against tetanus and immunization of children in their first year against the six targeted diseases. C. Nutritional supplement †¢Special Nutrition program: This program was started in 1970 for the nutritional benefit of children below 6 years of age, pregnant and nursing mothers and is in operation in urban slum, tribal areas and backward rural areas. The supplementary food supplies about 300 Kcal and 10-12 gms of protein per child per day. The beneficiary mothers receive daily 500 Kcal and 25 gms of protein. This supplement is provided to them for about 300 days in an year. †¢Balwadi Nutrition Program: This program was started in 1970 for the benefit of children in the age group 3-6 years. It is under the overall charge of Department of Social Welfare. The food supplement provides 300 Kcal and 10gms of protein per child. †¢Mid-day Meal Program: The program was started in 1961 with an objective to promote school admissions, prevent drop-outs and improve literacy of children. The food should be a supplement not a substitute. ?Should supply at least 1/3rd of total energy and half of total protein requirement. ?Economical. ?Should be such that can be easily prepared at schools. ?Locally available. ?Avoid monotony. †¢Integrated Child Development Scheme (ICDS) ?Improvement of the nutritional and health status of children below 6 years of age, ? Basic service for proper psychological, physical and social develo pment of the child, ? Reduction in the incidence of morbidity, mortality, malnutrition and school dropout, ? Effective coordination of policy and implementation amongst the various departments to promote child development and ? Improvement of the capability of mother to look after normal health needs of the children. For achieving these objectives following steps were taken ?Supplementary Nutrition ?Immunization ?Health check-up ?Referral services ?Health and nutrition education ?Non-formal pre-school education. †¢Creches for the children of working or ailing mothers. †¢Welfare of Handicapped children ?Scholarships ?Model schools. ?Educational and rehabilitative services. Financial assistance to voluntary organization. ?Integrated education with normal children in ordinary schools. ?Training of teachers. ?Manufacture and development of special aids. ?Special employment exchanges. †¢The Under-five clinic. This type of service was developed to dispense preventive curative and promotive health services in a unified manner The Under-Five card consists of – record of weight , assessment of nutrition and necessary nutritional advice, Immunization, family planning advice, treatment of Illness. D. Contraceptive education and distribution: Contraception education received a new impetus with the creation of the Mass Education Media (MEM) division within the Department of Family welfare during the Inter-plan period of 1966-69. Under free distribution schemes and the Social Marketing Program, contraceptives, both condoms and oral pills are sold at subsidized rates. E. Health Education on Primary Health Care. Health education on following components was given through various Health professionals. ?MCH care. ?Immunization. ?Nutrition supply and Education. ?Adequate supply of safe Drinking Water, Personal Hygiene and basic sanitation. Prevention and control of local endemics. ?Appropriate treatment of common diseases and Injuries LANDMARKS oFirst five year plan- (1952-1955)- †¢Establishment of few clinics ?Training and research was conducted. oSecond five year plan- (1961-1966)- †¢Integrated family planning †¢Health education activities and †¢Community development programs. oThird five year plan- (1961-19 66)- ?Family was declared as â€Å"the very centre of planned development†. ?The emphasis was shifted from the purely â€Å"clinical approach† to the more vigorous â€Å"extension education approach† for motivating the people for acceptance of the â€Å"small family norm†. Fourth Five year Plan- (1964- 1974)- †¢Family planning services were rendered through sub centers, PHCs and MCH and Family welfare centers. †¢All India Post Partum Program was started in 1970 to motivate mother for planning soon after delivery. †¢In 1972, Medical Termination of Pregnancy Act was implemented. oFifth Five Year Plan- (1974- 1979) – †¢Renamed as Department of Family Welfare. †¢Population control and Family Planning were made con current subject in January 1977 by the 42nd amendment of constitution. †¢1977- Program got a boost by the involvement of VHGs, Indigenous Trained Dais and local opinion leaders. Sixth Five Year Plan- (1980 – 1985) – †¢To attain Health For All by year 2000, through Primary Health Care Approach the Government accepted National Health Policy in 1983 which laid down following goals: ? Net Reproductive Rate : 1 ?Crude Birth Rate : 21/1000 live births ?Crude death rate : 9/1000 population ?Couple protection rate : 60% oSeventh Five Year Plan ( 1985- 1990) – †¢Department of family welfare was separated from Ministry of Health †¢Universal immunization Program, oral rehydration therapy and various other MCH programs. All these programs were brought together under the Child Survival and Safe Motherhood Program (CSSM) oEighth Five Year Plan (1992 – 1997) – †¢Top priority to slower rate of population. †¢Focus on delivery of quality services and integration of other services. †¢April-96 – Target free approach was announced emphasised on providing quality services on demand based on the need of people. †¢RCH – launched, included; ?All components of safe motherhood programme with added components of RTI/STI. ?All components of Child Survival. ?Fertility regulation with a focus on quality care. Aims: To improve the management services at central, state, district and block level ? Seeks to attain holistic approach in implementation of this programme ? Focus on neglected geographical areas. ?Focus on previously neglected segments of population. oNinth Five Year Plan- (1997 -2002) – †¢Objectives – ?Reduction in population growth ?Meeting al l felt needs for contraception ?Reducing IMR and MMR and Maternal Morbidity Rate so that reduced fertility rate is achieved. ?1997 -Target Free Approach was renamed as Community need Assessment Approach. ?A Comprehensive National Population Policy 2000 for achieving set goals and objectives. There has been significant decline in the mortality and fertility rates due to successive growth and development of family planning programe as shown in the following figure. CONCLUSION: The Family Planning Programme in India has come a long way and is considered as a way of life by most people. It can be seen from the figure that there has been an impressive increase in the outlays in the successive plan period. But in reality the outlay for each plan falls short especially for taking up any new venture because most of the cost is utilized for maintaining the infrastructure. How to cite National Family Welfare Program, Essays

Workplace Conflict Management for Performance- myassignmenthelp

Question: Discuss about theWorkplace Conflict Management for Performance. Answer: Introduction Workplace conflict is among the greatest cause of employee stress and overall poor performance in the organization. Stress, workers compensation issues, bullying and other health related complaints are preventable when acted upon early. Conflicts come in different shapes and sizes and are inevitable because people are different and they perceive work environment differently. Conflicts arise from; employer- employee relationship, procedure and schedule of work, work structure and distribution, information flow and communication breakdown within an organization (Ayoko, 2016). Disregarding workplace conflicts may be costly as it may lead to enormous drain on the organizations resources while trying to cover the damages. Understanding the reasons behind the conflicts is the first step in tackling the problems. Conflicts in some instances are healthy as they can lead to variety of thoughts therefore better decision making, and innovative ideas. Managing conflicts involves concepts like; communication whereby there should be clear methods and styles of addressing issues and enhancing dialogue between the parties, accountability where people should be ready to own up to their mistakes and accept changes, coaching this helps groom the conflicted parties into future leaders, conflict resolving methods that improve overall performance of an organization, create a culture that is self-sustaining to all members, develop goals that shape the organizations future, leadership style should be accommodative and influence results, motivation strategies for workers should be put in place (Butts, 2016). Conflicts in the workplace are inevitable and how they are handled determines their outcomes. Conflicts arise from various sources within the organization: poor communication, personality clashes, dissimilar values, different work classes, poor performance, and different interests (Eunson, 2007). When conflicts arise, the managers should act immediately by calling the concerned parties to help solve the issue to avoid further damages to the organization, at this point the manager should be prepared with solutions that could necessary help out the conflicted parties. The second step is to meet the involved parties separately to hear their grievances, this helps in getting the story from both parties without the fear of each other. From the stories given by the conflicting parties, the manager should try and deduce reality from perception in order to gauge the right and wrong. Then the manager decides whether to mediate or call a third party, when the manager decides to mediate, he sho uld stick to the subject under conflict, let the parties air their grievances, and be ready to compromise in order to reach a more fulfilling solution. Managers should evaluate well the source of conflict before deciding on the most appropriate approach to use in solving the conflict. If theres no agreement reached upon then the manager should seek help from a third party (Henry, Collins, Video Education Australasia, 2009). Micromanagement has both advantages and disadvantages, but in most cases the disadvantages outweigh the advantages. When viewed positively micromanagement can lead to motivation as the managers are always correcting the employees, it can create a sense of purpose since the employees are constantly reminded of what they are supposed to do, it can increase work output from constant monitoring the managers ensure that all resources are put to great use and employee satisfaction can be achieved too (Posthuma, 2014). Also, micromanagement leads to conflicts as employees feel that the managers do not trust them with the work assigned to them. It can lead to stress, employee absenteeism, accidents in the workplace (Normore, Long, Javidi, 2016). Micromanaging occurs when managers are tending to be perfectionists such that they want everything to go as outlined with no errors, when they have control issues and when they like to oversee everything. These habits demoralize employees, hinders t hem from enjoying their work, affects their health, and it robs their self-respect. This in turn leads to stagnant growth of the organization and resigning of important staff of the organization. Tracy works as a support worker for a non-profit-company that deals with people with disability. Her manager is micro managing and bullying her. She has a certificate in first aid and has not been paid the first aid allowance as stipulated in the industrial awards despite working in the organization for six months. She has tried talking to manager about it and its not working. The dispute between Tracy and her employer should be solved by a mediated outcome the mediator should clarify the disagreement between Tracy and her employer, which is micromanaging and bullying. Then establish a common goal, that is suitable to both the manager and Tracy, discuss ways to meet the common goal, which would involve trying to find out why the manager micromanages her employee and why how the employee feels micromanaged and bullied. Then the mediator should establish the obstacles towards obtaining a mutual objective, and the parties involved should mutually agree on a unifying goal in accordance t o the Fair Work Commission, and provide the fair work commission discretion and power to ensure the dispute is settled ("Welcome to the Fair Work Ombudsman website). Conclusion Successive management of conflicts requires good communication skills, logical thinking and soberness and patience. For conflicts to reduce in the workplace, managers should start by changing their behavior towards their employees, they should address the major errors that affect the performance of the organization. The managers should create a culture of trust in the workplace and set dates for conducting engagement surveys to ensure employees have confidence in their work, provide the employees with proper resources to enable them to perform their jobs accurately, point out clear expectations for the employees, and motivate the employees through rewarding them and recognition. It is also the duty of the employees to follow the laid down rules to reduce complains from the managers, prioritize work, be very organized and presentable, communicate well, listen carefully to instructions and also know what objectives matter to the managers and diligently towards fulfilling those goals. C onflicts in the organization are best solved if all members are corporative. References Ayoko,O.B. (2016). Workplace conflict and willingness to cooperate. International Journal of Conflict Management, 27(2), 172-198. doi:10.1108/ijcma-12-2014-0092 Butts,T. (2016). Manager as Mediator: Attitude, Technique, and Process in Constructive Conflict Resolution in the Workplace. Advancing Workplace Mediation Through Integration of Theory and Practice, 189-217. doi:10.1007/978-3-319-42842-0_11 Eunson,B. (2007). Conflict management. Milton, Australia: John Wiley Sons. Henry,M., Collins,C., Video Education Australasia. (2009). Conflict management. Bendigo, Vic: Video Education Australiasia. Normore,A.H., Long,L.W., Javidi,M. (2016). Handbook of research on effective communication, leadership, and conflict resolution. Hershey, PA: Information Science Reference. Norris,H., Harding,B., Garner,S., Films for the Humanities Sciences (Firm), Films Media Group, Video Education Australasia. (2013). Employment relations conflict resolution. New York, NY: Films for the Humanities Sciences. Posthuma,R. (2014). Groups, Teams, and Conflict Management. Bradford: Emerald Group Publishing Limited. Welcome to the Fair Work Ombudsman website. (2017.). Retrieved from https://www.fairwork.gov.au