Should Hong Kong Dollar Depeg with USD Essay Example for Free

Should Hong Kong Dollar Depeg with USD Essay Since Joseph Yam had mentioned by June 2012that it should be time to call for a review of the link to dollar. This reminded us to focus back on this 29-year-old currency linking system of HKD to USD. It was a very good / effective system to help Hong Kong to remain stable under the economic turmoil when first applied in 1983. This formed a very firm ‘firewall’ to protect the stability of the Hong Kong Dollar. We also had the testimony for the effectiveness of this system while the economic crisis that happened in 1997 and 2007. Although the Hong Kong Government had shown their loyalty of pegging the Hong Kong Dollar to U. S. currency and had announced that there are no plans to adjust such link. But I really agree with Joseph Yam that it should be time to call for a review. Since we all know that Hong Kong is having a higher and higher inflation rate that makes the whole city suffer. As well as most of the inflation we experiencing are imported inflation. We may find that U. S. is seeming to have a down slope economic trend and their currency is a lot weaker than before, especially against RMB. If Hong Kong still insists to peg HKD with U. S. currency that means we will, to some extend, having the same trend and future with the state i. e. declining. Moreover, Hong Kong is a place that mainly depends on import and almost all our daily necessities are imported from other countries and of which, mainly from Mainland China. RMB is now having a very strong appreciating trend from which HKD had depreciated 40% to 50% against RMB in the past decade. And we found that the price of food and products that imported from China is becoming more and more expensive. That really makes the whole city suffer. I am quite agreed with what William Ackman, founder of hedge fund Pershing Square Capital Management LP, said in September that he had placed a wager that would profit if Hong Kong allows its currency to appreciate against the dollar to curb inflation. Also to switch the linking of HKD from USD to RMB in the coming three to six years. This is one of the effective ways to release the painful situation we are currently experiencing. Lets not afraid of changing from the 29-year-old policy to a new and aggressive format.

Different Cultures, Different Essay -- essays research papers fc

Every society and culture has different ways of interpreting and defining occurrences by the way their own culture or society functions. â€Å"A society’s culture, consists of whatever it is one has to know or believe in order to operate in a manner acceptable to its members†(Geertz 242). The rituals, customs, ethics and morals that are attributed to the cultures have caused these differences. To understand how the people of one culture interpret a situation or event, one must evaluate the attributes that a culture has. The criteria that an event is based on changes as one culture applies their own ideas to the given situation. Heroism and violation are two concepts that are easily misinterpreted depending on culture’s ideals. Since cultures have different attributes it is impossible for two cultures to exist and share a view of a situation or event.   Ã‚  Ã‚  Ã‚  Ã‚  Heroism and violation are two concepts that are addressed by Geertz in his relating of Ryle’s story of the sheep raid. From the different cultures involved, two different interpretations are concluded. To the protagonist, Cohen, and the perpetrators of the crime, his raid on the Berbers was seen as heroism. Cohen risking his life for his redemption of crime that was committed against him is viewed as heroic. On the contrary, when Cohen returned to his French counterparts, they saw his redemption as a violation of the Berbers, and accused him of being a spy: Here, in our text, such sorting would beg...

Communication Strategies Essay

Communication is one of the most common tools of interaction among people. Communication has been around the stone ages or you can say from the very being of time, so that the people can convey ideas to each other there has always been felt the need for communication. As we know that man is a social animal, he or she can only survive in such an environment where they can interact, socialize and communicate among one another that are present around them. Man has a natural extinct of forming groups and tribes. In order to address to the various problems and issues that occur or are faced by people, they have a need to send across to other people a message so that they would help him or her, therefore communication became a necessity. Intercultural Communication Intercultural communication is a process of sending and receiving messages between people, whose cultural background leads them to deal, interpret verbal and non – verbal signs differently (Salwen & Stacks, 2008). There are two trends that contributing to the rapidly increase in the importance of intercultural communication in the workplace. These trends are the global marketplace and the multicultural workforce. Diversity plays a major role in the multicultural workforce of a company. Having a diverse culture in an organization is considered to be a beneficial process that will help in an employee’s growth while it also increases the cultural sensitivity as well as the skills of the management, it is considered to be a 2 way process. Such a cultural diversity is one of the trends that are contributing to the importance of intercultural communication within the organization. Diversity awareness helps the employees learn to communicate with other employees from other cultural context. Increasing diversity within organization means that the management of the organization needs to develop programs that deal with global and as well as domestic diversity and with potential conflicts like language barriers or cultural differences (Salwen & Stacks, 2008). Example Hewlett – Packard (HP) brought its US engineers together with its French engineers, so that they would develop and design software together. And this caused a cultural difference and that difference broke down the communication. What happened is that the US engineers sent long and detailed emails to the Japanese engineers, but the engineers in Japan saw the detailed messages as patronizing and they replied those detailed emails with short and quick messages. The engineers in US, when saw those messages believed that their counterparts in Japan were withholding important information from them. This whole communication process was non – verbal and due to misunderstanding from both sides this whole process of communication got out of control. The end result of this situation was that the management of Hewlett – Packard (HP) had to hire a team of consultants, so that they would train their engineers on both sides to deal with their differences. The communication device that was used by both the parties was online mailing, which is verbal way of communicating. If we take the internet in a verbal form of communication forum, we are able to open up a world so vast that the amount of knowledge is limitless; it provides a space for any language, any culture or any religion without a bias of opinions. Anyone with the ability to use a computer can use of this tool and can get connected to the world without a hitch. If we see that emailing and the internet were not a good of communicating between both the parties, instead it created a great deal of misunderstanding between both the parties (Daft, 1997). Cultural Differences The biggest issue that is being faced by most companies is that great deals of employees do not understand the cultural differences of each other, and this causes a breakdown in communication. In this example we see that the Japanese culture differs from the American culture. In the American Culture communication plays an important role, let’s consider the US expression that ‘the squeaky wheel gets the oil’; it means that the loudest person will get the most attention and in the US attention is assumed is considered favorable. The American culture comes under a low context culture. A low context culture can be defined as a culture in which communication is used as a form of exchanging information and facts about work. Now let’s consider a Japanese expression ‘the nail that stick up gets hammered down’; it means that standing out as an individual in the Japanese culture merits unfavorable attention. Japan belongs in the high context culture, which can be defined as a culture which uses communication to enhance and increase personal relationships during the working hours as well. In the American Culture in an organization is mostly based on face-to-face confrontation and competition as ways to motivate individuals to work in an effective and efficient manner, for example, In the American culture of the management the employees are given empowerment that is empowerment of the employees at all the levels of the hierarchy is an important means of coping with challenges and problems that are being faced by the human resource department of the company. For example companies like Hewlett-Packard, Wal-Mart and Southwest Airlines sustain top performance through their people. The management of these companies pays attention to their employees and empowers them to certain degrees which in return makes their employees satisfied with their jobs and remain motivated. (Daft, 1997) Whereas in the Japanese Culture in an organization is mostly based on group harmony to efficiently and effectively, for example, in the Japanese management culture the career progression in a Japanese company is very predictable and automatic. The promotions and the increments happen as the employees spend more and more time with the company. Compensation for the employees is mostly based of tangible and intangible benefits for example, low cost loans for housing and car expanses, low paid vacations for the employees and semi-annual bonuses with pays. This is the way how employees are motivated in the company to retain them and so that they work in an effective and efficient manner. Another thing in the Japanese management culture is that the management is based on permanent employment and when the new recruits that are hired are placed under a probation period of 6 month at least and if they survive then the employees are given permanent jobs, which means that the employees will not be dismissed or terminated in the future without any reason, they will remain inevitably with the company until they do not retire. (Fullmer, 1983) Intercultural Communication Theories The intercultural communication theory that is needed for to solve the problem within the company would be Cultural Convergence. Cultural Convergence Cultural convergence is a theory which is based on effective outcomes. Cultural convergence is very closely related to a social system, where communication is considered very important and it is unrestricted between the members, eventually the system will converge over time towards a uniformity of a greater cultural. The communication system will mostly tilt towards diversity when communication is restricted. Cultural Convergence will help the company to recognizing the cultural differences and will also be able to overcome ethnocentrism (Salwen & Stacks, 2008). Recognizing the Cultural Differences: Problems like these arise when individuals assume, wrongly, that the other person’s attitudes, values, knowledge and beliefs. The management can improve intercultural sensitivity by recognizing and accommodating four main types of cultural differences. They are 1) contextual difference; it is one of the ways where individuals assign meaning to a message in accordance to cultural context, message stimuli and implicit understanding, 2) legal and ethical differences; cultural context also influences legal and ethical behavior of the employees.  For example, low context cultures like Americans, value written words more than oral communication. They believe that word agreements are binding. When a company is conducting its business overseas and across cultures, the management has to keep it messages ethical by applying 4 principles; seek mutual ground actively, send and receive messages without any sort of judgment, send those messages which are honest and lastly show some respect for cultural differences. 3) Social differences; social behavior is another distinguishing factor among all of the cultures. In any culture rules of social etiquette may be formal or informal.  And in case if formal rules are violated for any reason, the members of the culture will be able to explain why they are upset about it and if informal rules of any culture are violated for any reason, the people of that culture will feel uncomfortable and will not be able to tell the person who violated those rules why. Social differences will include use of manners, roles and status, attitudes towards materialism and attitude towards time. 4) Non-verbal differences; nonverbal communication is more reliable than verbal communication but only in the same culture because nonverbal communication is perceived differently in different cultures.  Nonverbal communication would include personal space and use of body language (Fullmer, 1983). Overcome ethnocentrism: when the management is communicating overseas and across cultures, open mindedness is consider very important and it is very effective for communication. To overcome any sort of ethnocentrism the management must remember to acknowledge distinctions, avoid any sort of assumptions and it not suppose to make any sort of judgments (Fullmer, 1983). Strategies for Dealing with the Issue Strategy is very important if the company wants to deals with its communication problems. Strategy enables the organization to achieve its stated goals and objectives and in our case would be to overcome the company’s communication issues like cultural differences. Once the company has recognized the cultural elements and has overcome its ethnocentrism, the company is then ready to develop strategies which will solve any future communication problems and it will help the employees to communicate effectively. It can be done through the following:- 1) The management needs to learn about other cultures, because it would help the management to send and receive intercultural messages effectively. ) The employees have to break through the barriers of language to communicate effectively with each other. 3) The employees would need to improve their writing and as well as oral skills (Salwen & Stacks, 2008) Conclusion Communication is the process whereby information is exchanged and understood by 2 or more people, usually with the intention of motivating or influencing peop le. There are mostly two kinds of communication; verbal and non-verbal. Communication among people can be affected by perception, communication channels, nonverbal communication and listening skills.

Third Party Conflict Resolution

Third Party Conflict Resolution MGT/445 Organizational Negotiations March 11, 2013 | | | | Third Party Conflict Resolution Conflict is an omnipresent facet of human existence present at every level of society. Differences in culture, norms, beliefs, wants, needs, and personality causes conflict. Throughout history people involved in conflict solicit assistance from a third party with the primary goal to negotiate a resolution. Team A is assigned to review a case involving two managers of a manufacturing company involved in a conflict. The following paragraphs provide an overview of the case and different third party interventions strategies.Team A included below the analysis of the case, a third party intervention strategy to resolve the conflict, the reason the strategy resolves the conflict, and an alternate strategy if the first strategy does not work. Case Overview The case involves a conflict with managers of a major producer of office furniture -Seatcor. Acting as the senior vi ce president of operations and chief operating officer, Team A must provide an appropriate solution to the conflict. Joe Gibbons is the vice president and general manager of Seatcor’s largest desk assembly plant. Joe has been with Seatcor for 38 years and is two years away from retirement.He worked his way up through the ranks to his present position and has managed successfully his division for five years with a marginally competent staff. Joe is a long-standing personal friend. There is a perception Joe has surrounded himself deliberately with minimally competent people possibly because he may have felt threatened by talented assistants. During lunch with Charles Stewart, assistant vice president and Joe’s second in command, it became clear there is a conflict between Charles and Joe. Joe’s potential replacement upon his retirement is Charles, who was hired last year.Joe was reluctant to hire Charles. Charles is 39, a tenacious, bright, and well-trained busine ss school graduate. Charles is doing a good job in his new position. Joe is in the process of completing a five-year plan for his plant. This plan will serve as the basis for a proposal to management for several major plant reinvestment and reorganization decisions. According to Charles, Joe has not included Charles in the planning process. Joe excluding Charles is disturbing him. His distress may be influencing his work and relationship with Joe. Charles may have an ulterior motive for disclosing this information.Joe runs a good ship and has good judgment. Confronting Joe may upset him and appear to undermine his authority. Joe may have a good reason for excluding Charles. Joe felt threatened by a junior manager or he may not be aware of Charles’ distress regarding exclusion from the planning process. Some tension between Joe and Charles may exist even though they are not in a verbal dispute. From a business standpoint, the potential conflict between Joe and Charles is a ver y serious problem. Joe will retire in two years so it will be important to have a trained replacement in place well in advance.Charles probably will have to live with the results of any major decisions about the plant after Joe retires. In addition, it is essential Joe support Charles so he can grow properly into his present position and future job. The goal is to resolve the potential conflict between Joe and Charles as well as benefit the company. It will be important to get Joe and Charles talking. The company will benefit if Joe and Charles have an amicable relationship so Joe can train Charles and collaborate on the five-year reinvestment and reorganization plan. According to the â€Å"The FreeDictionary† (2013), intervention means â€Å"to come, appear, or lie between two things† (Intervene, para. 1). As acting senior vice president of operations and chief operating, Team A must intervene to resolve the conflict. Third Party Intervention Strategies and Selection In the Seatcor case, Team is considering using a third party. â€Å"The terms third party and intermediary are both used to refer to a person or team of people who become involved in a conflict to help the disputing parties manage or resolve it† (University of Colorado, December 2, 2005,  p. ) Third parties can take the role of intermediary, consultant, facilitator, mediator, or arbitrators. â€Å"The various forms of observed third-party intervention are distinguished primarily by the degree of power that the intervener exercises over the process and outcome of the conflict† (Fisher,  April 2001-03-30, p. 1. The role of a consultant is to analyze the conflict and develop a plan to help resolve the conflict. The role of a facilitator is to arrange and manage meetings until a reasonable agreement is reached. More serious conflicts may warrant a mediator.Mediators are more involved and impose more structure to the discussion process between both parties. The goal of the mediator is to get both parties talking so each side understands the conflict from the other party’s point of view. Common understanding between both parties often yields a solution to the conflict. The role of the arbitrator is to listen to both sides, collect evidence, and determine the resolution to conflict. Decisions made by arbitrators are final. Informal interventions are incidental to the negotiation, whereas formal interventions are designed intentionally or in advance (Lewick, Saunders, & Barry, 2006, p. 87). As the senior vice president of operations and chief operating officer, Team A decides the best approach is to use a formal mediation strategy through an impartial third party. Applying the Intervention Strategy There are six steps to the formal mediation process that include introductory remarks, statement of the problem by both parties, gathering information, identification of the problem, bargaining and generating options, and finally reaching an agreeme nt. In general, the information gathering step is done after the parties have stated the problem. In this case it is important to ollect some data about the five-year plan and more on the relationship between Joe and Charles. It will be difficult to gather information without alarming the parties involved and creating rumors within the plant. Before the meeting with both parties, Team A will meet with Joe to allow him to explain his concerns with the development of the short-term plan. The mediation process will begin with arranging a meeting with both parties and the third party mediator. The mediation between Joe and Charles is set to take place at a local conference room close to the assembly plant with the third party mediator and Team A.This gives the mediation neutrality and takes away any implied bias by having the mediation at the plant. Hilary (2000) stated â€Å"Mediator neutrality legitimizes the mediation process because the parties, rather than the mediator, are in con trol of decision-making† (p. 145). The ground rules are simple but ensure Joe and Charles stay amicable with one another. Introductory Remarks The mediation begins with the mediator speaking to both Joe and Charles in the room. The mediator explains why he is there and the intent of the mediation. At the beginning of the eeting, the mediator will outline the reason for the meeting, the expectations of both parties, and protocol of the meeting such as allowing each party to speak without interruption. Also each party is asked to sign a paper agreeing to follow the ground rules, and the mediator can clarify any questions the parties may have about the ground rules The ground rules are simple but ensure Joe and Charles stay amicable with one another. * Both parties agree to take turns talking and will refrain from interrupting the other party. * Both parties will address the other party on a first name basis. The parties agree to pay attention to the other party to understand the other party’s wishes. * Each parties can request breaks when necessary. * Either party can speak up if the mediation falls off track. * Each party is to follow the guidance of the mediator. Statement of the Problem by the Parties Each party is asked to step outside and the other party speaks one-on-one with the mediator. This gives the mediator an overview of the situation and allows the mediator to counsel the parties on the correct language to not provoke the other party.Both parties are allowed in the room for face-to-face dialogue on the issues they believed led to the situation. Joe should be allowed to go first as senior manager. As the conversation progresses, the mediator writes down the problems from the views of both parties. The statements by both Joe and Charles will not necessarily be a true representation of the situation but will allow both parties express their respective view on the conflict. Joe may deny excluding Charles and is likely to place blame in an attempt to make Charles out to be the scapegoat.Charles may try to make Joe look bad to hide his own shortcomings or attempt to make himself look better. Either way, Charles’ distress may be warranted. Information Gathering In the information gathering step, the mediator will ask both parties questions to get to the potential root of the problem and evaluate the emotional undercurrents. Gathering information helps the mediator build rapport with both parties plus helps identify the root of the problem. Problem Identification After a short break, the mediator should summarize and repeat the highlights of the discussion to Joe and Charles.Summarizes the highlights helps both parties understand the primary points of the conflict. â€Å"The mediator tries to find common goals between the parties. The mediator will figure out which issues are going to be able to settle or those that will settle first† Stepp, J. A. , (February 2003). Bargaining and Generating Options Once th e mediator is confident of Joe and Charles’ commitment to achieve a negotiated settlement, the mediator may choose to hold private sessions with both parties to help move the negotiations along. The goal of the mediator is to find some common ground.This can lead to a final agreement, which diffuses the conflict and provides a new basis for future relations. Both parties may entertain alternative solutions without committing to any concessions. Reaching an Agreement During the final step of the mediation, Joe, Charles, and the mediator will work through the problems to find common ground. The ultimate goal would be for Joe to agree to mentor and train Charles for his position. In addition, Joe and Charles should agree to collaborate on completing the five-year reinvestment and reorganization plan.If an agreement is not reached an alternative strategy will be used. Alternative Actions Ultimately the needs of the company come first. If the relationship between Joe and Charles d oes not improve and an agreement is not reached then Team A will implement an alternative strategy. The next step would be to use arbitration. The third party mediator and Team A would advise both Joe and Charles are expected to act professional and put personal differences aside. Joe will be directed to provide training to Charles as well as work together on the five-year plan.If either party cannot agree to the terms of the agreement they may face possible termination. Conclusion Resolving conflicts, especially in a business setting is important. Conflicts can disrupt business operations and impede a company’s profits and growth. Team A selected the best approaches to resolve the conflict between Joe and Charles. The company solicited a third party mediator to protect the best interest of the company. Conflicts among employees are not uncommon and can be a simple a misunderstanding or personality conflict.If employees are not willing to work to resolve conflicts interventio n becomes necessary. From the information provided regarding this case it is unclear if Joe and Charles would have reached an agreement without a third party. Team A believed the information provided was serious enough to require the intervention of a at least a third party mediator or as a last result an arbitrator. References Fisher, R. (April 2001-03-30). Methods of Third-Party Intervention. Berghof Handbook for Conflict Transformation, ISSN 1616-2544(), 1-25. Retrieved  from  http://www. berghof- handbook. net/documents/publications/fisher_hb. df Lewick, R. , Saunders, D. , & Barry, B. (2006). Negotiation (5th ed. ). Retrieved on March 7, 2013 2013 from The University of Phoenix eBook Collection database. Stepp, J. A. (February 2003). How Does The Mediation Process Work? Retrieved from http://www. mediate. com/articles/steppj. cfm The free dictionary. (2013). Retrieved on March 7, 2013 from http://www. thefreedictionary. com/intervention 4 University of Colorado. (Dec 2, 200 5). Third Party Intervention. Retrieved from University of Colorado, International Online Training Program On Intractable Conflict website.

civil rights1 essays

civil rights1 essays It had been almost one hundred years since the emancipation proclamation but still blacks were not truly free. Civil rights although were laws in the north, were not enforced to any extent of the law. From 1954 to 1972 the civil rights movement took on many changes. From leaders to tactics, the movement changed over and over again. On May 17, 1954 in Topeka Kansas, a court case changed the face of America. Brown vs. the Board of Education overturned the old Supreme Court decision Plessy vs. Ferguson which stated that all public facilities are to be separate but equal. The new decision stated that, separate facilities are inherently unequal. This new decision caused the first integration of public schools. In order to integrate though, President Eisenhower had to send in the National Guard to protect the students as they entered the school. There were other battles to be fought though. In 55 a little lady by the name of Rosa sat down on a bus and refused to get up for a white man. This one event exploded a movement all over the United States and right in the middle of the explosion was Martin Luther King Jr. King who had a whole new approach to opposition of segregation called passive resistance. King and his followers refused to take the bus because of the Rosa Parks incident. He also organized sit ins, where a group of black people would just sit at places that only white people were allowed to be. This form of nonviolence was effective in the south but not very effective in the north were segregation wasnt written down in laws but was practiced anyway. The third stage of progressive reform in the civil rights movement was the rise of black power. Its here that groups such as the nation of Islam, and the Black Panthers began to have huge followings and people such as Malcolm X, and Huey P. Newton, began to lead them. These new turn of events brought on great consequences. ...

Bmw’s Dream Factory and Culture

The culture at BMW is an entrepreneurial culture which emphasizes creativity, risk taking and the bottom-up system of freewheeling ideas. The top-down management style is popular in Germany but not at the BMW. As soon as associates start working at the BMW, they will have the sense of the place, history and the mission of the company. BMW creates a working environment that promotes easier communications between leaders and employees. Every employee can contribute his or her ideas and creations via either formal or informal ways. For example, an employee sees his or her supervisor by chance on the way to lunch, he/she can tell this person of the idea which has just happened in his/her mind. More importantly, their voices and their ideas are heard, welcomed and brought into discussions and consideration. As a result, a car from BMW is often a production of thousands of impromptu brainstorming sessions. Furthermore, BMW cares for the benefits of its employees. It includes all employees in profit sharing. It has a plan that distributes as much as one and a half months’ extra pay at the end of the year to employees. The company also provides a high level of job security for its employees. Lastly, BMW also focuses on high-quality but practical products which meet the demand of consumers and are highly competitive with other auto producers. The company’s near-failure from producing impractical and expensive cars during the postwar time in 1959 was a big lesson for them. This near-failure is always retold and mentioned in all new orientations for the new associates. It helps to remind all employees at BMW of a lesson learned for the company in developing its plans in the future and ensuring that kind of mistake should never happen again. 2. Discuss the model of leadership illustrated at BMW. The model of leadership illustrated at BMW is the consideration model of leadership. The leaders at BMW have close relationships with subordinates that are based on mutual trust, two-way and open communications, and respect for employees’ ideas. The managers at BMW must stay humble and work closely with subordinates and their peers. The Leipzig factory, which looks like an art museum, is a very creative working environment that can make the communications between managers and employees easier. Managers at BMW are the ones who know to make the right questions to ask their subordinates, not the ones who have all the right answers. They also emphasize the satisfaction of their employees’ needs and provide as many benefits to their employees as possible. They are approachable and always willing to listen to their employees. They think if the employees are well motivated, better cars will be produced. . Discuss how the leadership model contributes to the culture. The leadership model at BMW shortens the distance between leaders and subordinates. The relationships between them are built on mutual trust. Employees can feel free to raise their innovative ideas to their managers anytime and anywhere. When the employees see that their voice is heard, they are more encouraged to talk. Moreover, the company cares for the employees’ benefits. In return, the employees are very flexible to contribute their best for the company. The employees do not mind working temporarily for months in another work location which requires them to be far away from their family. They are willing to work for extra hours without being concerned about overtime. In summary, the leadership model at BMW has made it such a culture that is quite distinct from other German companies. 4. Discuss why employees derive high job satisfaction at BMW. The employees of BMW derive high job satisfaction because their benefits are well cared of, their voice is heard and their hard work is highly appreciated. Also, their job security at BMW is high. Any employees, regardless of what grade they are, can contribute their ideas and their innovations to the company’s managers easily. There are no complicated, formal processes or procedures required to send their ideas to their management teams. Furthermore, when the company gets more profits, the employees will also be more benefited. Good working environment is developed and paid attention to. In conclusion, BMW’s employees are highly motivated so they are satisfied and willing to contribute more to the development of the company.

Groups and teams Essay Example | Topics and Well Written Essays - 1000 words

Groups and teams - Essay Example All the activities were electrically related as the groups were required to design a digital invention for sale at the end of the semester. Two poorly functioning groups or teams were identified and denoted as team A and team B (Borkman). For the purpose of this assignment, the two poorly functioning groups or teams will also be denoted as team A and team B. This paper elucidates the multiple factors that caused the poor functioning of each of the two poorly functioning groups, draws a comparison between the two groups in respect to the conflict process in regard to the Tuckman’s framework or model. This paper also suggests a resolution to the conflicts and further elucidates why the resolutions will be effective. Team A It is of significance to posit that there is a range of factors that caused the poo functioning of each off the group. Team A was one of the teams involved in the project. In this group off seven members, Borkman posits that only four of the group members were unfailingly involved in the activities off the team. The other three members of the team failed to actively participate in the activities. One of the factors that caused the poor functioning of the team was leadership. Of the three constantly absent members of the group, one of them initially presumed a leadership role. This person’s name was denoted as ‘All Talk’ and was adopted by other group members. ... As illustrated by Tuckman in his model off development, a team or group ought to identify and recognize authority, as well as role and communication arrangements or organizations. In team A, all the members had divergent views and opinions on whether there were too many or too few individuals in positions of leadership. The members had also divergent opinions on whether the leaders within the team were legitimate or not. Secondly communication issues also cause the poor functioning of the team. In the forming stage, it was agreed upon that members of the group could either contribute through emails or could physically attend group meetings. Though a common discussion tool for communication was proposed and created, the members who physically attended meetings failed to update those who missed the meetings through the discussion tool. Therefore, there was poor communication within the group hence the poor functioning off the team. According to the Tuckman’s model of development , communication is vital or critical for the normal functioning of the team (Borkman). Thirdly, the poor functioning of the team was caused by the fact that some of the members of the group were isolated by the others. When the members were interviewed, it was observed that four members of the group worked hand in hand while the other three members were isolated. Therefore, the isolated individuals had divergent opinions and views regarding the project as compared to the four members who worked collectively. There are other factors that caused the poor functioning of the group. Some lf the team members were not dedicated and devoted in their work. This is attributed to the absence of three of the members hence the