MGT 2103

Student’s name ID

Moudhi Aldhanhani H00420803

Faie abdulsamad H00354090

Aisha Mohammed H00416271

Rayan Ali alhammadi H00413849

Lateefa Abdulla H003665511

Alreem Alshamsi H00421169

MGT 2103
Organizational behavior

Assessment 2 A (Report)

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Contents
Introduction…………………………………………………………………………………….3
conflict at the workplace ………………………………………………………………………3
Communication channels and barriers ………………………………………………………4
Originzation culture ……………………………………………………………………………5
Team collaboration ……………………………………………………………………………7
Appendix ……………………………………………………………………………………….9
Reference………………………………………………………………………………………16

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Introduction
The higher colleges of technologies is establish in 1988 which is known by one of the
applied intuition in UAE and the director of HCT is Nasar bin Thani Juma Al hamli ,
There are 16 modern branches of HCT from men’s and women’s campuses that offers 70
academic programs such as , Business , IT, engineering , Applied media , education ,
Health science , HCT linked with entrepreneurship that assure a high quality standard of
education , Their main pariotory is to graduate students with the different skills , They
have three pillars of their strategy plans such as , Technical leaders , No emirate left
behind , Graduating companies .
Ms. Safeyya Al Hebsi Manger of career and work placement.
She has been a manager since 2015 for 6 years in general studies , learning resources and
student careers and work placement , as a manger has a many duties , Firstly she
Provides professional development support and perform periodic performance appraisals
to my team members , Secondly Coach and mentor the team on a regular basis , thirdly
she Contribute in an effective and efficient manner to the recruitment and development
of UAE Nationals, Finally she Leads the implementation of the institution’s strategic
objectives and initiatives.

Task1: Conflict at workplace

 Causes of conflicts at the workplace
Conflict is the disagreement of people opinions , ideas , decision , action or when two or
more people are not good with each other and the workplace become stressful For
instance , as Ms. Safiya said “you will always face a conflict among the team “ , it’s
important to get rid of theses conflict to reach to healthy relation among the employee or
team members , and there are three types of conflict in workplace , Firstly for example
conflict that comes from discussion that includes ,ideas , decision , action, , Secondly
personality mismatch at work , thirdly conflict with your boss , these types of conflict are
driven by a couple of causes , communication barriers which is considered one of the
main causes of conflict and it occurs because of the lack shared of information between
management and employees’ ROI. (2021, May 13), personality differences can be a
cause of conflict because of misunderstood of people during the conversation which is
result by cultural differences , also the decreasing of the amount of resources in the firm
which lead employee to be more anxious to complete their jobs so some team members
quit or leave the group, If there is no clear statement of what’s the role of employee in the
workplace of what they are responsible for so people in the work might take work that
they not supposed to do or some of them they did not do their work ROI. (2021, May 13),
We have asked Ms. Saffya about how frequently she faced conflict situation with her
team and what are the reason of that? , she replied she don’t have so much conflict in her
team the only conflict she faced with her team is opinions arguments when they are

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trying with brainstorm and discuss of new strategy to enhance process or overcome
consequences facing with the department which we considered this substantive conflict
such as to accomplish a certain task , she mention that in order to resolve this problem
she used approach is to ask everyone to be silent and explain their ideas without any
interruption which observe that collaboration technique in handling this situation , by that
technique she let everyone else to listen , reflect while they are listening to reach an
agreement , being respect in workplace is important as well it will occur a productivity of
employee.
 The conflict management styles used by the leaders to resolve conflicts
There is a solution for different conflict situations that adapt by the manager. Integrating,
obliging, dominating, avoiding, and compromising. We have asked her about the
compromising strategy for handling conflict. And she explained that compromising can
be useful but not always a solution. Because it might be useful in a certain situation like a
short time conflict.
We have also asked her to explain in brief one of the recent conflict situation and how
she resolve it, she answered that one of the recent conflicts that she faced that when they
were working on a project proposal and two persons of her teams have opposite opinions
of how to enhance the process so at the end she asks the two persons to explain their
ideas and then they reached an agreement that satisfied both parties and at the end, no one
was satisfied at 100% of agreements but partially satisfied which indicates it is a good
solution that can reach to the high degree of healthy relation of the employee.

Task 2: Communication channels and barriers

We have created a survey about communication channels and barriers
using surveymonkey.com, the target category is higher education students, we ask them 9
questions to conduct data about what students faced during communication channels.
Communication channels are means of delivering a message directly, which includes
phone conversations, text messages, emails, video, radio, and social media. Many barriers
exist in the communication process. For example, the entire message will frequently be
disrupted and confused, resulting in misunderstanding and communication failure.
Barriers to communication channels might be emotional barriers, psychological,
credibility barriers, physical, and cultural. Any sort of communication that relies on the
usage of technology is referred to as digital communication. Digital communication
channels refer to a variety of different methods of digital communication. Email, phone
conversations, video conferencing, and various types of instant messaging, such as SMS
and webchats, are examples.

To begin, we asked about the gender of the audience; the results show that 76.47 % are
females and 23.53 % are males, indicating that females received the majority of the
responses and that the majority of the audience is between the ages of 18 and 24.
Secondly, the audience faced some difficulties in communication channels, they prefer to

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utilize the WhatsApp program the most, 35.29% faced cultural barriers, 29.41% faced
language barriers, 23.53% faced interpersonal barriers, and 11.76 % faced physical
barriers. Thirdly, everyone in the audience enjoys digital communication to
communicate with others, 70.59% of students utilize digital communication and 29.41%
use face–to–face conversation. Furthermore, most students choose face–to–face
learning, with 29.41% preferring online learning and 23.53% preferring blended learning
(face–to–face and online). More importantly, 70.85% believe that the greatest strategy
to improve communication is to build multiple connections and listen attentively.
Finally, communication aids 64.71% of students in learning new things, 29.41% in
becoming sociable, and 5.88% in sharing ideas with colleagues.

Task 3: Organizational Culture

 Comparison between UAE and Colombia

According to (Kevin , Waters, Christensen, 2017) and regarding Hofstede, Colombia

exhibits the following characteristics based on the first four cultural dimensions
identified: the dimensions is related to the temporal orientation of Colombia
organizations, shows a short-term view and the dimensions is called organizations
tolerance. High power distances may reflect an established Colombian organization with
different levels of hierarchy. The strong aversion to uncertainty reflects Colombians'
strong preference for security and certainty. (Hofstede-insights, n.d.)Although it is
common to hear that in other parts of the country there is a lack of teamwork or no
opportunity to forge relationships, a culture of collectivism is reflected in the fact that
common goals are preferred over personal goals.

Regarding (Alteneiji, 2015), the difference between the types of country short-term
vision and the outcomes of the UAE's long-term vision can be demonstrated, by the
participatory planning processes that developed and established over the years or in the
last two decades in the UAE organizations. A set of programs in different disciplines to
formulate leads for departments of different disciplines. There is a link between
individualism and openness to change in UAE organizations. There is an orientation
toward risk taking, which is positively related to Hofstede's dimension of individualism
and negatively related to the dimension of avoiding uncertainty. (Smith, Dugan,

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Trompenaars, 1996)The UAE organizational culture can be seen as highly motivated for
success, calculated risk (proximity to changing, avoidance of uncertainty level),
predominance of gained social status over hereditary social status (low hierarchical
distance) and orientation future. Social and cultural factors do not directly influence
intentions or behaviors of the employees in the UAE organizations but act through their
effects on perceived ease and feasibility. Indeed, these regional and national differences
in the Hofstede dimension confirm that even though the culture of a country influences a
region, the various subcultures within that UAE form their own unique culture due to the
UAE importance. It can be said that the high scores in the masculinity dimension
correspond to the degree of competitiveness and financial rewards observed in the
country and in the UAE region.

(Ogliastri, 1998) said that, in Colombia and according to Globe Model, the description of
its culture and the preference for certain values were lies in its lives in a situation of high
uncertainty with very little control over unexpected events. Its society with elitist values,
but very strongly they would like this to decrease. In UAE, and according to the Globe
Model (Alteneiji, 2015), it regarded as one of the countries of the world that would most
prefer to avoid uncertainty. It has the values of family collectivism and group loyalty are
among the highest cultural values in the UAE, and the preference for keeping it that way.
This what make the organizational culture in the UAE are more certain and guarantee the
future consequences of the organization's outcomes and achievements. (Hofstede-
insights, 2021)

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Task4: Team Collaboration

To complete the tasks our team members used to get to the nearest location. Every week
all group members meet at the friend's house to resolve the queries related to the project.
This effect of how our group members complete the tasks on deadline and with quality.
Fortunately, all group members are responsible to carry out work in a smooth direction
and without any conflict, During the group work, we used to help each other if somebody
was confused in their assigned. So, all group members guidance them out to understand
the concept of the work and tried hard to sort them as well. Entire project work is divided
equally among the group members. Each member of the group choose task that she can
write.

As well each member follows the requirement of each task. The most effective part of the
research project is the Meeting deadline. Fortunately, all team members shared their tasks
with other members on time because one member is liable to compile tasks into a single
file and then recheck the mistakes before sharing with the professor. If a single member
of a group is enabled to share their assigned task on time, then overall group progress
would be affected in a bad manner. Once our group member was not fine to share the task
on time, but other group members understand his situation and help him to complete the
task. Our bonding helps us to complete tasks on time and in a perfect manner.

We have a proper project plan. As mentioned earlier, that the very first day we have
decided on the contribution of each member and designed the research plan. The research
plan is essential to design. Then follow that plan to avoid conflicts and unnecessary
dragging of problems. Following the research, the plan was one of the best decisions
because all the understanding and points were cleared during the group discussion. Every
member is very clear about his role and contribution. 

We have faced challenges like time management, when we gathered then sometimes, we
used to spend time in discussions and watched videos. Understanding of topic and data
collection was the main challenge. But we have a plan, so we act accordingly to the plan
and design the best possible ways to collect relevant information about Etisalat
(communication company). Online and manual forms were designed in an easy format,
so stakeholders had easily shared information with us. Hence, we must find every
possible solution to resolve the queries and problems. Related to time management after
the second group meeting every group member realize the importance of time and
completion of the project on time so we overcome every obstacle easily. 

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Questionnaire:

 Can you please introduce yourself, and give a background information about
your business or organization?
 How frequently do you face conflict situations in your team? What are the key
reasons for that?
 Could you explain in brief one of recent conflict situations and how you
resolved it?
 What is your opinion about compromise as strategy for handling conflicts?
 How do you benefit from conflicts (in case you can identify positive sides of
conflict situations)?
 How does conflicts influence your organization, negatively?
 According to you, what is the best way to resolve the conflict?

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Appendix

 Interview consent form:

 Interview Transcript

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 Online survey instrument & Results of online survey

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 Project plan, Team charter, and Minutes of the team meetings

Student name Tasks Charter

Moudhi Aldhanhani
Rayan Ali Alhammadi
Lateefa Abdulla
Faie Abdulsamad
Reem
Aisha Mohammed
Task 1 Leadership skill, good listener,
and trustworthy
Task 2 She has good communication
skills
Task 3 Responsible and creative
mindset
Task 4 Good problem solving and
flexible with options
Review & Editing Very Organized and hard-
working person.
Review & Editing Active listening, can come up
with creative idea

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Our group member meets 3 times:

Date Meting time
13 November Saturday 4:30 pm – 5:20 pm
7 November Sunday 3:50 pm – 4:44 pm
15 November Monday 6:10 pm – 6:55 pm

 All other activities completed during this program. Each student will add their
respective activities in their report, including a personal diary. This will be the
portfolio of all the class activities.

References (APA style)

Task 1

4 causes of workplace conflict. ROI. (2021, May 13). Retrieved November 22, 2021,
from https://roico.com/2021/04/08/4-causes-of-workplace-conflict/.

Task 2

Team, E. T. and C., Parisi, B., Reynolds, K., Ward, W., French, P., Dingwall, J. R.,
Labrie, C., McLennon, T., & Underwood, L. (n.d.). Communication Channel.
Professional Communications. Retrieved November 20, 2021, from
https://ecampusontario.pressbooks.pub/profcommsontario/chapter/communication-
channel/. 

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Barriers in communication - TOPPR-guides. (n.d.). Retrieved November 20, 2021, from

https://www.toppr.com/guides/business-correspondence-and-reporting/
communication/barriers-in-communication/. 

Mastering Digital Communication in the Workplace. Powell Software. (2021, September

14). Retrieved November 20, 2021, from
https://powell-software.com/resources/blog/workplace-digital-communication/. 

Task 3

Alteneiji, E. A. (2015). Leadership Cultural Values of United Arab Emirates-The Case of

United Arab Emirates University . -The Case of United Arab.

Hofstede-insights. (2021). the-united-arab-emirates. Retrieved from hofstede-insights:

https://www.hofstede-insights.com/country/the-united-arab-emirates/

Hofstede-insights. (n.d.). colombia. Retrieved from hofstede-insights:

https://www.hofstede-insights.com/country/colombia/

Kevin , Waters, Christensen. (2017). Assessing the applicability of Hofstede’s cultural

dimensions for Global 500 corporations’ Facebook profiles and content. Journal
of Communication Management.

Ogliastri, E. (1998). Culture and organizational leadership in Colombia. Culture and

leadership.

Smith, Dugan, Trompenaars. (1996). National Culture and the Values of Organizational
EmployeesA Dimensional Analysis Across 43 Nations. Journal of Cross-Cultural
Psychology, 231-264.

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