IndexAbstractIntroductionTeam BuildingConflict ManagementWhy do conflicts occur?Perception of conflictWays to avoid conflictsConflict management stylesThe relationship between team roles and conflict management stylesManaging does conflict help?Communication SkillsLiterature ReviewDiscussionNegotiationLeadershipConclusionAbstractThis essay discusses work ethics and the importance of maintaining a sincere approach to ethical conduct in the workplace. The essay begins by highlighting the role of individual employees in ethical behavior and the impact of personal ethics on workplace behavior. The essay also discusses the evolution of work culture and the importance of leaders setting ethical examples. The author emphasizes the importance of being both pessimistic and optimistic while working on a project, representing real data and not neglecting the limitations of the group in view. The essay also delves into the impact of emotions on ethical decision making, suggesting that individuals should express their feelings and emotions at the beginning of any discussion. The essay concludes by emphasizing the importance of work ethics on attitudes towards work, as they impact the human beings who perform the tasks. Overall, the essay highlights the importance of maintaining a sincere approach to ethical conduct in the workplace and ensuring that personal ethics do not harm the interests of the individual and the organization. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay Introduction The code of ethics is pretty simple. It means possessing and maintaining characteristics such as honesty, fairness, responsibility, respect and morality. In the current times, most of the companies, be it small-scale startups or business tycoons, have focused and shed light on maintaining a sincere approach in taking care of keeping the work ethic within a good margin. Every organization wants to promote an ethical atmosphere by enforcing a certain code of conduct and also relying on the individual to stick to their own terms of morality. Since it is the individual employee's personal code of ethics that influences his or her ethical behavior, the correct unit of analysis when investigating ethics should be the individual (Al-Khatib et al., 2004).” There is a line between one's own moral ethics and that of a company. An organization might impose its principles to a certain extent, but then it is up to the person to respect them. This may also be different from ethics in personal life, student life versus work life. According to the study (Glenn and Van Loo, 1993; Lawson, 2004). Business students usually deny cheating or any act intended to support it with a proper understanding of business ethics. However, although they agree not to follow it, they tend to be less faithful par excellence. Let's talk about a look at work ethics from a different perspective. An individual's life consists of several phases, most of which are occupied by work. An average human being spends and dedicates over thirteen years of his life to work. Just like eating, sleeping and doing any other activity, work is an important part of it. However, the situation has changed over the course of a couple of hundred years. As time has passed from the medieval age to the present era, a person's dedication towards a once despised job has gained more respect and earned greater credit in the eyes. There has been an evolutionary revolution in the labor system as in everything else. With the evolution of man, eventsnatural have changed the geography and conditions of the world, the period of war and reign is followed by greater social development. With today's time and pressure, you need to build public relations while maintaining ethics, which can be challenging. The flow of an ethical presence should flow from the top of the table. It is primarily important that the leader leads by example. While being successful in a project, a leader should always be both pessimistic and optimistic. This means that it is very important to be conventional and reactionary and keep in mind the deadline of a project. On the contrary, a PMO should also give freedom and make everyone work on the project and look at it with equality and equanimity. In addition, there is also a third quality which concerns the representation of real data. This is where a person can choose to be transparent or hide things. A partial way to hide a truth would be to not reveal it until asked. This is where being ethical matters, providing a certain number, if it's an estimate or a ballpark figure, then that. And the last thing to be properly ethical is to see the group's limitations in sight and not overlook them. Having the wrong perception of overlooking something and assuming it will resolve itself would be an internally wrong step against your organization. So, you need to keep in mind to abide by all the ethical laws they are committed to and abide by them. (Max Weber) To underline the importance of work ethic on the attitude towards work, here is an example of a graph which highlights how with the progression of time and workload the mood of the person is imprinted individual with respect to the work as a whole. The reason this needs to be understood and taken into account is that tasks are performed by human beings. Everything comes in one package and every different individual follows their own appearances, traits and emotions. Furthermore, emotions can be described as feelings, feelings or perception of a subject based on his person and experience in a certain way. In line with the work of Nussbaum (2004), emotions can be distinctive and have a perceptual component. In other words, an individual's frustration or disappointment may cause emotional turbulence, but such feelings cannot be eliminated solely by eliminating the frustration. This could pose a challenge on a mental level and lead the person to make a decision that may not be desired, which is why it is very important to ensure that emotions do not manifest themselves and damage morality. Although research findings suggest that emotions influence moral decision making, these findings do not unambiguously show when or how emotions come into play when people make a judgment or decision (Huebner et al., 2009). There are always ways that people show up and stack everything against them in their favor. This is what a smart person can do here. In line with the studies of Mole Wijk, Kleinlugtenbelt and Widdershoven (2011), each individual should, at the beginning of every discussion, express their feelings and emotions. It can process what they are going through, its substantial effects on themselves, and how it might affect the work environment. This is where the warmth of the introverted being is expelled by applying the extroverted personality. It is necessary and important to note the emotional aspects that could hinder the process of making an ethical decision. (Molewijk, Kleinlugtenbelt, & Widdershoven, 2011) described an Aristotelian method of conversation that helps one confront one's emotional state of mind. This includes five steps and helps people process what it means to be a professionalexpert in their field and to open up about perceptions, judgments and anything similar to the halo effect. I believe this is very effective in helping you manage your emotions and vent them without suppressing them, in turn influencing your moral and ethical decisions. Let us now examine a graph depicting ethical work among military students. As described above, the work has been classified as subject to relative. In the search engine society, a worker might have freedom and independence as part of his moral code and might apply ethics for that particular field of interest. However, this varies. The graph below shows that hard work comes first, followed by no free time, asceticism, and finally independence. Therefore, work ethic is very contextual. “Our society would have fewer problems if people had less free time” (Townsend & Thompson, 2014). This may not mean, in any way, that a person should not appreciate, but rather focus on having an appropriate percentage of time to devote to subjective topics in their field of work. The whole topic of work ethic is therefore very relative and might differ in the case of a white collar work environment, to something found on an actual construction site versus a student set up and might be totally different to that of the army. .Team BuildingIn one way or another, every person who works will be part of a team or group that may consist of two or more people. However, this does not mean that each group will work together and can be considered a team. Usually, groups in the work environment will consist of two or more individuals who are not dependent on each other and will communicate when necessary or over time, for example, let's say in a restaurant we see that more than 3 or 4 people they will serve different dishes at different tables depending on the size of the place and we can consider them as a group. They interact with each other only when necessary or when the customer asks for something, they do not depend on other waiters to work but together they will work to run the restaurant successfully. Groups do not have a clear plan of action, so conflicts are very common, such as waiting for a table in an unassigned area. Teams, on the other hand, can be thought of as a special group of people with different skills. and each person can do a specific part of the same project and the other team members will do the tasks specified in that project. We can differentiate teams and groups in another way that teams do the assigned work in the context of a common goal which is the given project, while groups might do the same work. Let's take the example of a restaurant we talked about in the previous paragraph, the waiters, they all do the same job and do not have a common goal. A group of individuals come together and work as a team to achieve their organizational goals and it is important that there is understanding between them. However, to achieve this, we may need some team bonding activities that help employees better understand each other's strengths and weaknesses. This understanding will help them work even better together. When a project involves teams from different countries, it is important that each team member is aware of the cultural differences between them to enable successful execution of the project. Team building should be one of the main goals during the project planning process so it can also help team members get to know each other on a personal level, which is helpful for the success of the project. Having a good understanding of team members' cultural differences also helps level expectationsdiverse teams in the global environment. Building diverse teams helps your organization achieve its goals even more effectively. The extreme changes that have occurred in organizational business models have placed team spirit as the top priority for them. Today, most major corporate hierarchies are being replaced with more agile and flexible team-centric systems. Since multiple teams are involved in a project, each team serves as a building block of the project, as Alison Bloom-Feshbach and Marie Poyet (2018) mentioned in their journals: “Studies demonstrate the growing importance of collaboration; a 2015 survey of knowledge workers reveals that more than 90% collaborate on a weekly basis, with 65% collaborating multiple times a day.2 Organizations are taking notice, with “agility and collaboration” cited as key to success by 94% of companies surveyed in Deloitte's Human Capital Trends Report.” To address your daily challenges or overall end goals we should build a team that can overcome all challenges. The two most important reasons that could lead to a project failing are lack of team building activities and language barriers. The reason why language barriers are considered to play a major role in the failure of an organization is that having good communication between team members will lead to information sharing and constant interactions, respecting each other leading to the entire team having a clear vision of the project increasing the willingness to work better to achieve the same goal, which increases the likelihood of creating successful companies. As McKEEBY, JW (2012) stated in his journal, due to the rapid expansion of organizations, employees must have unique skills and the team should be able to manage even one system. Even if teams use standard methodologies and tools, we can still see that teams do not share information, goals and priorities with other departments and there are gaps in communication and we see team members functioning individually. To overcome this problem, the management team should set some goals such as “learning to work better together” and “communicating better”. Stanier, MB (2018) “Communication should be the simplest element of managing tension between individuals and teams, but we often get it wrong. Communication should reflect our actual reward strategy. In the forming (F) stage, a group of individuals come together for a specific purpose and spend an initial period adapting to each other and the stated group goal. Fueled by resistance to group influence and task requirements to achieve the group goal, the Storming (S) phase is generally characterized by significant relational (i.e., interpersonal) conflict. Before the team is formed, it will be a group of people with individual entities. Once the decision to form a team is made (phase 1), members worry about the team members, such as how they will be, will they cooperate with the work, the purpose of the mission, and what is needed to get the most out of it. each other etc. During the training phase (F) each member should try to understand and ask questions of the others so that each can learn from the others. The next phase we have is Storming (S). This is considered a conflict phase, usually team members will be struggling with their individual work. To be a highly successful team you should not want your teams to be in this stage of conflict that will affect the progress of the project. Levasseur, R.E. (2011), "describes theconnection between storming (S) and performance (P) discovered by John and Mannix, i.e. that P is moderate or high only if S is low. Note that the shape of the curve follows the 80-20 rule, as my experience working with groups as an organizational development (OD) consultant suggests, thus demonstrating that even relatively moderate levels of conflict (storming) prevent a group to function effectively. Tuckman's group development model recognizes the critical role of norming as an intervening variable between assault and execution. Conflict Management Conflict is defined as a disagreement between group members in which one individual or group interferes with the attempts of another individual or group (Robey et al ., 1989). Conflicts can occur between team members or between different project teams within an organization. According to Jiang et al, 2014 conflict management is defined as “the team's ability to reach agreements among members.” Conflict resolution is achieved when all members show a positive attitude, resolve their differences and agree on a mutual agreement (André, 2018) Why do conflicts occur? Differences of opinion and misunderstanding another person's intentions can create conflict. Below are the different conflicts that might arise between team members or between different teams. Goal Conflicts: These conflicts arise when team members disagree on project goals. Interpersonal conflict: occurs when an individual experiences an unwanted reaction when the other individual interferes with the achievement of goals. Task Conflict: Task conflict is disagreement about views, opinions, and ideas about how to complete a task. Inter-team conflicts: These conflicts arise when teams with different goals interfere with other teams' attempts to achieve goals. . This usually occurs due to resource scarcity and lack of cooperation. (Jiang et al, 2014). Perception of Conflict Each individual in a project has a unique personality trait that can describe how an individual will handle and deal with conflict. According to the big five personality traits theory, there are five personality traits (Ayub, AlQurashi, Al-Yafi & Jehn, 2017). Agreeableness: Agreeable people are kind and cooperative. Individuals low in agreeableness tend to be suspicious and rude, which causes conflict. Highly aggregatable people are able to regulate conflicts because they are able to manage a negative situation. Extroversion: Extroverts are sociable, active and confident. However, these individuals are not as likable as agreeable individuals, as they are likely to dominate a situation. But these people can handle conflicts effectively as they are always ready to face a conflict instead of avoiding it. Emotional Stability: Individuals with high emotional stability can manage stress. These people can manage conflicts effectively. Conscientiousness: Conscientious people are hardworking and systematic. These people get angry easily over homework-related conflicts. Openness: Open-minded people are willing to express and share their opinions with others, which may cause task-related conflicts as others may not be willing to accept his or her ideas. But open-minded people are willing to discuss differences that can reduce relationship conflict. Ways to Avoid Conflicts Below are the different ways to avoid conflicts (Greengard, 2018). Bring all individuals together: It is very important to bring all the team members together and discuss the issues that create conflicts. Sometimes simplyRaising problems helps people understand and solve them. Listen: The coordinator and mediators must pay attention and listen carefully to the concerns of all individuals. Acknowledge: It is important to communicate understanding of the situation. Ask everyone if they understand the conflict correctly. Validate feelings: After recognizing problems it is very important to understand the cause. Try to confirm whether negative feelings such as frustration or anger are the underlying reasons for the conflict. Apologize: Always apologize for mistakes. This will help people move forward and forget their anger. Conflict Management Styles How a conflict is handled determines the success or failure of a team. There are several models for analyzing conflicts. Below are the different types of conflict management styles (Aritzeta, Ayestaran & Swailes, 2005). Integration: Individuals are very concerned about themselves and are also concerned about others. Team members collaborate, share information, resolve differences, and find ways to accommodate each other. Compromise: In this style, individuals show moderate concern for themselves and others. All individuals on a team settle on a middle ground, where each of them must give something and take something. Required: Individuals show high interest in others and show low interest in themselves. They try to understand other people's opinions and satisfy their needs. These people are ready to make concessions in a conflict situation. Avoidance: Individuals have low self-esteem and also low concern for others. Individuals hide their disagreements and avoid confrontation with other parties involved in the conflict. Forcing/Domination: Individuals have a great deal of concern for themselves and are less concerned about others. This type of individual works hard to obtain solutions that are favorable to their personal interests regardless of those of others. The Relationship Between Team Roles and Conflict Management Styles Each team member uses a different conflict management style regarding how they want to approach a problem. The different team roles and their conflict management styles are described below. (Aritzeta, Ayestaran & Swailes, 2005) Completionist: These individuals correlate avoidance and compliance styles for conflict management. Individuals who complete are self-controlled and submissive. This team role does not have forced behavior, so they are more likely to have a negative correlation with the dominant style. Implementers: These individuals correlate integrative, avoidant, and compromising conflict management styles. Implementers are systematic and controlled but are also sometimes described as uncompromising and conventional. These individuals resist new ideas but show interest in common solutions and also try to understand the problem. Because these individuals are sincere, they are open to negotiation and are likely to settle on a middle ground. Team Worker: These individuals combine avoidance and complacency styles for conflict management. Team workers are not assertive and are less competitive. These individuals always try to satisfy the needs of others and also avoid direct confrontation. Instead of trying to focus on the problem and find the right solution, these individuals often accept what the other party wants. Specialists: These individuals correlate styles of dominance, avoidance, and obedience for conflict management. These individuals are defensive and not interested in others. These individuals show less interest when theconflict is not related to their area of ​​expertise. They make concessions and are open to negotiation. Monitoring Evaluator: These individuals correlate styles of integration and compromise for conflict management. The monitor evaluator understands the problems of others and will try to solve them as best as possible. These people build bridges between opposing sides. Coordinators: these individuals combine styles of dominance, integration and compromise for conflict management. Coordinators try to find middle ground to resolve a conflict. When necessary they try to influence others and make them accept ideas. They clarify goals between opposing parties. Investigators: These individuals correlate styles of dominance, integration, and compromise for conflict management. These individuals investigate, integrate ideas, and try to find a middle ground to break the deadlock. Plants: These individuals correlate the dominant style for managing conflicts. These individuals do not consider the concerns of others and do not settle for intermediate bases. Shapers: These individuals correlate the dominant style for managing conflicts. These individuals are extroverted and very impulsive. These people avoid discussions. Does conflict management help? Conflict management is an important factor as it affects job satisfaction and improves the productivity of team members. It also helps build relationships and improves commitment. Many studies show that using the right conflict management style will help develop high-performing teams. Communication Skills Communication skills play a vital role in project management. It is one of the mandatory soft skills that a project manager should have. Project managers should have the ability to convey ideas clearly and effectively and should also allow team members to speak openly and honestly. It is the key to success in industries such as software development where people are involved. Every project should have a good communication plan. Each project may have the same or different method of providing information. The communication plan includes the type of information provided by the project manager and the timing of release and distribution. Communication methods can take many forms, such as emails, written reports, conversations, meetings. Communication plays an important role when it comes to mergers and acquisitions (M&A) performance. Using project management tools such as project logs, progress reports, and periodic reviews can help improve communication and responsible documentation of individual and team work. By documenting and following this process you can evaluate the progress of the project and team members. This, in turn, allows for regular and systematic description and evaluation of individual contributions and overall team performance. Regularly documenting individual input helps push all team members to act ethically throughout the project, i.e. to contribute their fair share of work to the project. The frequent use of documentation helps to cultivate the habit of reflection in action by acculturating students to the practice of regularly examining individual and group work and constantly evaluating the quantity and quality of the work performed. It also facilitates frequent reflection on demonstrated strengths and weaknesses in individual and team work, lessons learned during the project, and possible ways to work more closely and efficiently as a team in the future. Literature ReviewBelzer (2004) discussed the importance of communication skills for theproject managers. According to him, communication skills are one of the mandatory skills for project managers and they should have the ability to express ideas clearly with their team members for successful project execution. Jerome Kanter and John J. Walsh mentioned in their article that Lack of communication with management is the main reason for project failure. Several workshop participants referred to the lack of communication within management: “what the project manager says to the functional manager, what the functional manager says and what senior management hears seems to be different”. One of the main problems was that people were afraid of upsetting the vice president by disagreeing with the proposed completion dates. Communication with contract programmers was also cited as a problem area. After a workshop, they mentioned Knowing and responding to the “real” state of the project. “Shooting the messenger” is counterproductive to open communication. Management must encourage honest feedback throughout the management chain. The system must accurately report project status, identify problems, and assign responsibility for problem resolution. TJ Bond-Barnard1* and H. Steyn2 (2013) stated that one of the most important and most frequently mentioned challenges in program management is that of communication between project team members Pinto & Pinto and Pinto & Covin explain that communication Effective communication between team members is very important in a project, as this communication fosters cooperation between team members, which is so vital to the success of the project. Communication in a program or project environment is defined as the transfer of information between program or project stakeholders; involves a person or entity transmitting a message and another person or entity successfully receiving and understanding the message in response [9]. Cross-functional communication in a program occurs between a group of people with different functional specialties or multidisciplinary skills, who are responsible for carrying out all phases of a program or project from start to finish. For the purposes of this study, “cross-functional communication” refers to communication between project team members, rather than communication between groups of people with different functional specialties. Discussion Communication is the most relevant factor to implement the project. The other critical success factors found were: project communication, client consultancy, client acceptance, senior management support, project planning and project mission, project execution, problem solving, people management, monitoring and control. Communication in projects was the most important critical success factor in large companies, while the most critical for small companies. All the evidence in this research supports the idea that individuals who not only possess the technique, but also knowledge management, leadership and skill, lead successful projects. The most critical factors were management ones, however, management skills and experiences helped the project to be successful. Communication skills are very important for the success of the project. Project managers' communication skills are not always perfect, they can always be improved. The success of any project depends on the quality of the project management mechanism. Project managers should understand all relevant factors to understand the entire communication process. Every project should have a good communication plan. Aproject will have its own method or process or it could be like another project. Poor communication by project managers with stakeholders will have a serious impact on the success of the project. Poor communication could be as follows: Missing project deadlines as they are not adequately communicated among team members. The decrease in project productivity leading to an increase in budget and schedule. Lack of commitment from project team members and stakeholders. Stakeholder misunderstanding of project expectations. Over-communicating with stakeholders can also lead to poor communication. Understanding a variety of cultures can also help managers communicate effectively among team members. The project manager should ensure that he delivers the right message at the right time. Some teams communicate electronically because they have people located in different geographic locations. They are called virtual teams. It is also very important for the project manager to remember the time zones so as not to miss any important meetings or project deadlines. Below are the different communication methods. Electronic emails. Sending project-related information such as project documents and budget information in emails that may or may not include attachments. Sending reminders with project deadlines is also very helpful. The information should be sent to all team members.Blog. The project blog is an online diary that is shared among team members by sending an invitation. Project managers can include all project-specific information, challenges and decisions made regarding the project.Fax. These machines have been here for many years. In many countries all contracts signed were legal by fax, but not electronic copies sent online by post. Sending all documents to the least preferred physical address at the time. Video conferences. This is becoming more and more popular as the project members are becoming more and more diverse. Group Meetings / Virtual Meetings / One-To-One Meetings There are many other different ways to communicate. But the best approach is to have a face-to-face meeting with project stakeholders before the project begins. Every complex project should have a good communication plan. Below are the few key components that should be followed in each plan. Project Purpose: This should include the mission of the project. Establish goals and expectations: Set the objectives and expected outcome of the project. Project goals and plans need to be discussed among all team members through various modes of communication. Communication roles. All roles and responsibilities of team members should be clearly defined. The roles could be project manager, manager and sponsor.NegotiationNegotiation is a win or lose concept. In a project, negotiation plays a key role in planning budgets and obtaining the necessary resources. To achieve victory in a negotiation, we need to follow a few steps. The negotiator needs to evaluate the other party's needs/plan, try to convince them to come closer to your needs, motivate them by providing the right knowledge of the user's needs and manipulate them into believing your needs. According to Gallagher, K.P., Kaiser, K.M., Simon, J.C., Beath, C.M., & Goles, T. (2010), Negotiation is the key relational skill for internal employees and new hires on a project. It is necessary for the team member in a project to have negotiation skills, because in the negotiation process or in the process. There is a big change in the type of negotiations in an organization andwith the increase in types of communication technology with negotiation has also changed. According to Sai, Kenneth and Henry “computer-based negotiation support systems (NSS) and other discussion products were born.” In the old days, before the advent of technology, to negotiate people used to travel to the other side which took time, introducing the new way of online communication for negotiation we can connect anywhere to solve the problem and it is not less to in-person communication. Negotiation is used to resolve the dispute by communicating, exchanging ideas and prioritizing the issue to be resolved (Sai, Kenneth and Henry). In planning a project there are few tasks that need to be negotiated before starting execution. Before starting the project, we need to plan the budget and get the resources. According to the project planning strategy in education, these are the challenges to follow (Garrido-Lopez, M., Hillon, Y.C., Cagle, W., & Wright, E. (2018)) and I will describe how the negotiation will be part of it. Select the customer, balance the customer's needs, manage the interaction, manage the team, make them think and create value. Among all these, in my point of view, negotiation will be a part of balancing customer needs and team management. We have to prepare a sheet with all the requirements of the client and based on the requirements the budget will be assigned to the project and while finalizing the budget by the client a negotiation should be done if the client is not satisfied with the documented budget and planned budget. The project manager must explain in detail to the project sponsor the documented budget showing our needs and convince the project sponsor to reconsider its needs. In the other challenge, while managing the team, the project manager has to hire the required team to finish on time without changing the scope. The project team will have both contract and full-time employees accommodated based on team requirements and usage. According to W. A. ​​Meinhart and Leon M. Delionback (1968), the project contracting effort is divided into three phases: program definition, research and development, and execution. We need to arrange the team according to these, for example where we need contract employees and where to welcome permanent employees. Negotiation with respective teams is required to obtain resources for the project. According to Amrita Narlikar (2013), to win the negotiation we must "albeit to a different extent depending on the problem area and the negotiating partner". While getting the resolution of the problem, we need to state the requirements very clearly and make the other party understand the need for that requirement in the negotiation. According to Adam D. Galinsky, William W. Maddux, Debra Gilin, and Judith B. White. (2008), after conducting three case studies, concluded that perspective taking is more important than empathy for a negotiator. Both perspective and empathy are very important aspects of project negotiation. These will help in creating a clear idea of ​​winning the negotiation most of the times. According to THV Mothilal DeSilva (2007), negotiations are conducted based on the strength and capabilities of the sponsor. Before preparing a budget or planning the request for a resource, a negotiator must do some background work of the project sponsor or an investor. The negotiator must have information about the other party's strengths and weaknesses. By documenting the information, we can get an estimate of what to negotiate and how to leverage one's weakness as a strength in a negotiation discussion to obtain a resource or schedule a budget meeting withthe client and the sponsor/investor of the project. The main benefit of knowing their pain points is to make them understand your needs and motivate them to change their argument about those pain points. Assessing the strength of the other side will try to ensure that you are prepared for the questions that will be debated about it. There are few steps to follow for a successful negotiation. As for Hake. S and Shah. T (2011), their research in the clinical sector, the above negotiation steps can lead to success. In negotiation they are divided into four phases which are very important to consider: gathering the facts, knowing the priorities, knowing the principles, identifying common ground. Negotiations are initiated when there is a conflict in the project. According to Shankar Ganesan (1993), negotiations refer to five types of conflicts: competition or aggression, collaboration or problem solving, compromise, avoidance and accommodation. These styles are used in different situations than the project in an organization. For example, you should conduct a competitive or aggressive negotiation while the requirements are clearly mentioned and the client is trying to negotiate with the requirements, you cannot start the project with the requirements you have. Collaboration or problem solving is used when both requirements are tightly defined and one needs to push the other for the gap in requirements. In this case, both negotiators will have strong questions and will have to solve each other's problems. Compromise is the strategy in which one of the negotiators should give up their request and agree with the other party because the opposing party has clear evidence of the need for such a request. Avoidance is a strategy that is implemented by avoiding the other party's requirement and having the negotiator change the requirement provided by the customer. Meet the requirements after concrete evidence has been shown. Negotiation is not an easy skill to examine by the professional, it should require all the experience in these methods, concepts and theories will be successful in most cases. After briefly studying all these research documents, negotiating with other parties should have a strategy, plan to question the other party and be prepared with answers to the questions we expect from the other party. Leadership According to a journal written by Mansour Javidan in Cross-Cultural Leadership Lessons from Project Globe, leadership in project management plays a very important role in project success by guiding the project through complex and stressful situations. There are many traits that a leader displays throughout the project management process: -Good communication: To lead a project, you need to be able to clearly communicate your vision, goals, guidelines, etc. The ability to deliver and receive constructive feedback is another important part of being a leader. Positive attitude: spread positivity in the team by talking about motivation, commitment and trust in the team. Team building: For the project to reach a successful conclusion, the entire team must therefore work well together managing team conflicts at an early stage is important. Excellent decision making: Making the right decisions at the right time has a direct impact on the success of a project. Problem Solving: A great leader must always have excellent problem solving skills so that when the time comes the problem is solved. Resilience: Maintaining a positive attitude even after a temporary setback is the most important characteristic of a leader. Emotional intelligence: being able to understand the emotions not only of oneself butof others too is a characteristic that every leader should possess. All of these attributes are essential to creating a great leader. However, in the article the main emphasis was placed on the traits of resilience and emotional intelligence. By carefully reading the article it can be argued that the characteristics of resilience and emotional intelligence are the most important aspects of a leader. Both these traits play an important role in making a leader resolute in any circumstances and in enabling the project leader to perceive things from a different point of view. At the culmination of all these important characteristics, a project leader increases his status and facilitates the smooth progress of the project. From these projects, if we want to achieve the desired result, the presence of good leadership is essential. An article written by Michael (2001) based on Project Management Skills was published in the International Journal of business performance which emphasizes the role of project leaders, their skills and their effect on project success. Previous research has shown that an effective project leader includes four skills: conceptual, human political, and technical, along with their 16 skill components. The article discusses the components of skills that influence time, cost and quality performance in construction projects. So, to understand this, first data was collected from 107 project managers using a questionnaire survey method. Analysis results were collected which further imply that interpersonal influence has a positive relationship with project time performance. Project cost performance is influenced by four skill components, namely emotional intelligence, interpersonal skills, apparent sincerity, and budget. Finally, project quality performance is influenced by eight skill components, which include vision, emotional intelligence, interpersonal skills, transformational leadership, interpersonal influence, apparent sincerity, quality management, and document and contract administration. Therefore, looking at this analysis we can say that different skills have their respective different effects on the progress and success of the project. It is important for a leader to fully understand the nature of the project and apply the right kind of skills at the right time, so as to maintain smooth progress throughout the project. There are many conflicts and complex situations that arise in the project, but a good project leader who has the skills to deal with the entire situation will always ensure that the desired outcome is achieved. We have discussed the importance of a good leader in ensuring success, but there are also many things that a leader should always be aware of. Being a leader comes with a number of responsibilities and the people around the leader always have high expectations. Due to this pressure, sometimes leaders make common mistakes such as: - Lack of humility Absence of faith Lack of vision Dedicating less time to the team Lack of goal setting Misunderstanding of role All these are the most common mistakes that many leaders struggle with . Therefore, it is important for a good leader to not only leverage their skills, but also be alert to the common mistakes made by many leaders. So far we have discussed different leadership traits, different leadership skills and their effects on the project and some common struggles of a leader. However, the approach with which leaders take on their roles cannot be ignored. An article written by S.Pretorious(2018) was presented at the South African Institute for IndustrialEngineering (SAIIE) which placed emphasis on different leadership styles and approaches.This article includes some of the leadership styles, approaches and theories that have been presented over the last two decades, namely: Types of approaches discussed Trait approach Competency approach Behavioral approach Situational approach Psychodynamic approach The leader decides his approach by observing the structure of the project , after which the main preference is given accordingly, i.e. traits, skills, behavior and situation. Types of Leadership Styles Discussed: Strategic Leadership: This type of leadership focuses on how organizational performance is influenced by executive leaders. Transactional Leadership: is a type of leadership focused on the interactions between leaders and subordinates. It occurs when managers offer promotions to employees who exceed their target. This leadership style is largely task-focused. Servant Leadership: In this type of leadership, leaders serve by ensuring that the highest priority needs of followers are met. Authentic Leadership: The main emphasis of this type of leadership is the authenticity of the leader. Charismatic leadership: it is a type of leadership that comes into play whenever a situation of discomfort, uncertainty or extreme enthusiasm occurs in social relationships. Amin (2016) in his journal writing on the impact of natural qualities of the leader on project performance describes that some individuals naturally encapsulate the qualities of being motivational leaders right from birth. They can find themselves in any situation and emerge as leaders by showing their certain qualities that surprise everyone around them. There are some qualities that are developed in their own young page like awareness, clarity in communication, direction, initiative and ability to influence proving that they always emerge as Showstoppers. There has been a lot of research on how gender difference can impact project performance. Because as male and female, they encapsulate different innate qualities as a natural leader. Many authors have also considered age as an influential factor in managing project teams. As a young leader will be more energetic and strive to achieve new things and will be able to grasp new technical aspects very quickly, on the other hand the old age leaders will use their past experiences working with time management and calmly manage the team with their characteristics and practices. Amin (2016) mentioned an interesting pattern in his journal explaining how age and gender can really impact project team performance. Jack Futcher states in S.Pretorious (2018): “Process does not provide blueprints. Leadership does this and must prevail over process. “To summarize, a given project leader's ultimate goal was always expected to have a positive outcome. Davis, B.L. (2007). The Journal describes that “my analysis revealed to me that the increased support from the research team LEAD and mentoring were instrumental in ensuring that students experienced less stress and satisfaction with their work". The article investigates the characteristics followed by the leader, the approaches adapted to be a good team leader, the leadership styles, the theories discovered by different authors, the differences in leadership and management to gain more clarity and also contradicts some errors that may occur in project failure. According to my research, only 34% of projects are able to successfully achieve their completion goal. The reason for project failures is hiring project managers primarily based on their technical skills rather than leadership skills, resulting in poor team direction and unsuccessful projects. Conclusion In the worldtoday's fast-paced and competitive world, work ethic occupies a crucial place in the professional world and conflicts Management is an essential skill that all individuals within an organization should possess. Communication skills are also an essential aspect of project management, as they enable project managers to convey ideas effectively, promote collaboration between team members and facilitate project success, while negotiation is an essential skill in project management . An individual's behavior and decisions are influenced by their personal ethics, which also plays an important role in their work ethic. While the company or organization may establish certain principles, it is ultimately up to the individual to abide by them. Maintaining a balance between personal ethics and work ethics can be difficult, but creating a positive work environment is essential. A leader's example and behavior set the tone for ethical conduct in the workplace. A leader should maintain a balance between pessimism and optimism and represent real data while being transparent. It is also essential to understand and recognize emotions and the impact they can have on decision making. The Aristotelian method of conversation can be an effective tool for dealing with your emotional state of mind. Conflict can occur between team members or between different project teams within an organization. Conflict may be perceived differently by each individual based on personality traits such as agreeableness, extraversion, emotional stability, conscientiousness and openness. Avoiding conflict is not the solution to resolving conflicts; rather, individuals should be encouraged to approach conflicts with an open mind and seek mutual agreements. Conflict management styles can range from integrating, compromising, accompanying, avoiding and forcing/dominating, and how a conflict is handled determines the success or failure of a team. Communication in project management involves a good communication plan, which specifies the type and timing of information delivery and communication methods. Effective communication fosters cooperation between team members, which is vital to project success. Communication is also essential for M&A performance, allowing for better documentation and evaluation of individual and team performance. Poor communication from project managers can lead to missed deadlines, decreased productivity, lack of commitment, misunderstanding of stakeholders and over-communication. To improve communication, project managers should develop their communication skills, have a good communication plan and understand different cultures. Negotiation is a process of exchanging ideas, prioritizing issues, and resolving disputes to achieve a win-win situation. The negotiator must evaluate the other party's needs and plan, try to convince her to come closer to his needs, motivate her by providing the right knowledge of the user's needs and manipulate her into believing his needs. Negotiation is used to plan the budget and obtain the resources needed to execute the project. It is essential to balance client needs, manage the project team and meet budget constraints. Please note: this is just an example. Get a custom paper from our expert writers now. Get a Custom Essay In conclusion, work ethic, conflict management, communication and negotiation skills are.