Convert a Trial into Fullversion

I am always searching the net for good softwares and when I find them, they all are Trial Versions.

So a Trial? Means 30 Days or less. I started thinking….I found out that a trial software records its date of installation in a file in its folder and counts days.

So if after the trial is over, and when you delete its folder in which the date was recorded, the software would probably think that you have installed just now and then it creates a new date-recording-file.
And your trial starts over again…And if you want the Again..and Again!

Enough of writing, let’s come to the point.
Follow these 8 simple steps below:

Get a trial and wait for it to be over, come back to this post after it is over.
Uninstall the trial and restart your computer (if it is required).
Then…The software’s settings folder is located in? C:Documents and Settings(Username)Application Data (in Windows XP), in Windows Vista, it will be in C:Users(Username)Application Data (doesn’t work in Vista if UAC is on)
Look for your trial software’s name or company name in that folder. If you are having difficulty in getting that then check each of the folders content.Or search it.
After you get that folder, just delete it.
Now its time for some Registry work.Open Run (Windows Logo Key+R) and type ‘regedit’ in the registry editor, browse to My ComputerHKEY_CURRENT_USERSoftware and then search for your software’s folder and delete it. Do the same in?My ComputerHKEY_LOCAL_MACHINESOFTWARE ,leave it if you don’t find the software there.
Install the trial again and then it works from the starting.
Repeat the same directions when your trial is over again!

Enjoy Fullversions!

Note: This is the legal way of doing it. Otherwise a crack or keygen can be used to convert it to full version forever, but illegally.

Another option-

Using Time Stopper.



Click Desktop Icon (1) to open the Time stopper


Time stopper help

Watch Time Stopper online example video


Then click Browse button (2) to select software


How to use time stopper



Now you will get this window

Then select main exe of try-out version & open it.

Normally software install in program files folder.

For open it click my computer, click C drive, click program files folder and finally click software folder (total video converter)




select main exe (tvc)

(Normally main exe create desktop or start menu icon)

Click "choose the new date" comb box and set date as your wish.


Assume total video converter install 2009 may 1st. today is 2009 may 3rd. Trial period of total video converter is 15 days.

Then you should set day between 2009 may 4th to 2009 may14th as the date.

Finally You should create desktop icon. Type a name for your trial version software(3) and click button (4) to create desktop shortcut

Number (3) is your system calendar. You can%u2019t change it. View only

If Software has desktop or startup folder shortcuts delete them and never use start menu link to open software.

(Because after trial period accidentally click old desktop icon or start menu icon trial period of some software will be permanently over.)

Want to earn money online

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Site Link click here

UNIPAY2U

If you want to change your wish to see in the world then unipay2u is the best opportunity knocking at your door.Before you make investment at unipay2u get some basics.

Gold Market
Except from Jewlary,gold is required in manufacturing of mobile set and other electronics items with a never ending requirement and company is a major gold su;;lying vendor.
Gold Purity
The purest form of gold is 24k and is 99.9% purity.
22k gold means 22 part is gold and 2 part is other metals i.e.,91.3% gold and 8.6% other.
18k gold is 75% gold and 25% other.
Each carat is approximately 4.1625% gold
One Tula gold=11.676 gm
What company do with gold-
It convert 24k to 22k
In the conversion of 1gm 24k to 1gm 22k , it has profit of .06gm of 24 k gold.
The profit is 1500x.06=Rs 90.00

Unipay Trading Accounts
USD65=30BV=3250
USD120=60BV=6000
USD260=120BV=13000
USD520=240BV=26000
Amount of gold purchase is 10 gm to 600 gm
On successful registration following benefits are
Membership Card
Visa/Master Debit Card
Malaysia Tour
Trading Account Limit-
USD65=75 gm ,spot gain $8
USD120=150 gm,spot gain $15
USD260=300gm,gain $30
USD520=600gm,gain $60
Non retention offer
Month 10-600gm
1).1-10 20%
2)spot rebate 10% from purchase of his team member
3)matching bonous2:2

Retention
Minimum purchase 50gm @1750/1gm
Interest paid 2.5% for 6 month

Company will keep gold in bank safe deposite bos and issue “Retention Certificate”witness by lawer with buy cack guarantee.
Ater six month member can take gold or money

Tripod structure

Open three trading account of USD120=6000

Investment Rs30,000x3=90,000


U


750 750





120USD 120USD
30,000 30,000

Return of investment

1.introducers spot income inhe top 750x2=1500

2.binary matching income in the tp id is

30,000:30,000
10% of binary amount i.e.30,000=3000/-

3.sponsor rebate 10% on invest of direct leg, that is 30,000x2=6000/-

Disbursement of payment

1.sponsoring rebate is calculated real time

2.leadership rebate is calculated daily,closing at 12.00 midnight

3.withdrawal from account balance is any time.Better to withdraw on Sunday to make transfer on next wednessday.

4.minimum balance is USD 100

ACCOUNT BALANCE(E-Wallet)
Withdrawal

TDS=11.33%
Service charges=3.67%
Total 15% shall be deducted from withdrawal.
All deduction is from ROI not from Principal Amount


If you are interested contact me at 09864154340
e-mail suttamsingha@gmail.com
Guwahati,Assam

How to Maintain Harmony at Office

The workplace is one of the most common places for conflicts. Considering the workplace situation, employees establish a kind of relationship among each other that keeps a diplomatic approach but usually does not go beyond personal level, though there are other relationships that develop into a deeper stage.Employees have to socialize with their coworkers because people in the workplace work collaboratively.Each individual and department does not have their own rules and goals. Everyone works and takes an effort to achieve a common goal for the benefit of the organization. Office departments are interrelated in their functions. Even the management and the employees need to work hand in hand when working on a big project, for example.

You may have obviously heard of the term ‘office politics.’ This is a workplace situation where diverse and unique personalities as well as behaviors result to an uncomfortable environment in the office. The concept of ‘office politics’ refers to any behavior and process that are deemed inappropriate and unfavorable for theorganization. They say that in order to survive, we must learn how to ‘go with the flow’ or ‘play the game.’

However, tolerating such condition in the workplace is not healthy for the welfare of the employees. Instead of putting up with ‘office politics’ or any undesirable situation, keeping a good and harmonious working relationship is a lot more advantageous. If yourorganization is going through a discordant atmosphere, it is high time to learn and apply the ways to maintain harmony in the workplace.

Refrain from Office Gossip

Office gossip never results to anything positive toward the organization and the individuals. It is, in fact, one of the ultimate destroyers of harmony in the workplace because it destroys trust among the people. Paying attention to gossips is no different than spreading it. This is because when you listen to gossips, it will retain in your head and affects your view of the person negatively.

If your colleagues start to engage themselves in rumors, refrain from getting involved in the tittle-tattle. Better yet, you can redirect the subject to a current work situation or other areas of interest, anything that does not highlight fellow working individuals.

Make an Effort to Adhere to Company Policy

Ground rules are established to keep an organization guided and controlled. At times, we feel that certain rules are choking us to the neck. This may be grounds for emerging conflicts betweenemployees and the management. Whenever an individual feels that there are inconsistencies and irrationalities in the workplace, tendency is the person struggles to break free from such process.

For employees, it may take an effort to really understand that setting such rules is a way of maintaining standards in the company. But this should be well-implemented and properly disseminated bythe management in a way that will not seem like a threat to the individuals.

Keep a Cordial Relationship with your Colleagues

Just as this article initially tells us that working individuals create a kind of social and diplomatic connection with each other, keeping such affiliation professional and at the same time a cordial one is essential in building a harmonious atmosphere. Personal attack on an individual on work performance is discouraged and must be avoided.If someone in the team or the person you are working with lacks competence in the job, learn to understand the person’s weakness. Instead of putting the person down, attempt to help the individual realize the weak points and improve himself. A disparaging attitude toward another individual may develop conflict.It is the same thing when you are working with a team. In order to keep the team members working together, each member should not expect too much from each other and know that we all have our own differences. We all have our strengths and weaknesses, and we have to respect these diversities. If ever a team fails in reaching the goal, blaming is not an option because nothing good will come out of it.

The abovementioned tips are just some of the many ways to keep harmony in the workplace and avoid conflict. The challenge comes when individuals start applying these tips in their respective organizations. But with individuals working together to achieve a harmonious working environment, it will never be too difficult to attain it.

Conflicts in organizations do not necessarily equate to a negative and unproductive environment. In fact, disagreements and arguments that lead to conflict are essential for individuals to grow and mature in their work performance. With the existence of conflicts, people realize their mistakes, understand differences in one another, and they strive to make a better organization. However, in cases when conflicts are mismanaged, the results are adverse.

In order to resolve a conflict, sometimes a third party is needed and this is especially true for group conflicts. With the help of the mediator, the individuals or the groups are able to identify the issue, deal with the conflict in productive ways and reach a sound resolution. For two individual whose relationship at work and productivity are greatly affected because of a worsening conflict, counseling may be an effective method.

Every organization employs counseling for their employees. The need to do counseling sessions in the workplace may be caused by various reasons. One of these is the existence of conflicts or bad interpersonal relationships among employees, including the management. When the conflict is negatively becoming public and affects the work environment, counseling might just help in working out the situation.

What is Counseling?

Technically, counseling is defined as a pre-emptive means aimed at correcting an erring behavior and requires the need for corrective action. The term is relevant to guiding, consoling, or advising individuals who need help in problem resolution.

In an attempt to resolve disputes between two employees, the process is done through a private talk or one-on-one communication. It is an open discussion between the employee involved and the counselor or adviser on the issue causing the argument.

During a counseling session, the counselor interviews the person and helps reach a realization through an interpersonal approach. Counseling in group conflicts is rarely done because it is difficult to address individual concerns and problems toward the cause of the conflict. Instead, a conflict mediator or a third party can take care of facilitating the situation.

Employee counseling for conflict situations has to be carefully undertaken by both the counselor and the person being counseled. Since the process may be sensitive and susceptible to the feelings, the counselor should be in the right position to conduct the process.

In an organization, the process can be performed by the supervisor or team leader, manager, or more commonly, the HR personnel. For a personality conflict between two coworkers, either the HR staff or acounseling expert can intervene. At times, the manager can mediate the situation.

An effective counselor is a good and effective listener. Advice should be concrete and encouraging. The counselor must help boost the self-esteem of the person and create a positive stance.

Objectives of Counseling Session

One of the objectives of the interview in counseling is to let the individual speak up and open up about the issue at hand. The person may want to disclose what is keeping him from wanting to settle the dispute with the other party. Through this, the counselor can create new perspectives and identify areas that need to be changed or altered.

Counseling also helps establish clear goals and generate action plans for conflict resolution. Reviewing the progress or development of the situation is also another objective ofcounseling. This is to monitor or to check if the intensity of the conflict has somehow decreased and a peaceful resolution is on its way. During the counseling session and after the interview, the counselor should show full support to be able to perform the action plans and check for any progress.

Benefits of Conflict Counseling

Counseling in a conflict process is very helpful and beneficial in many ways for the individuals and the organization. For one, it helps the disputing parties to understand themselves and reflect on their viewpoints.Counseling seeks to let the parties take the situation in a more objective approach and allows them to develop new perspectives.

The realization they get from counseling helps them develop a positive outlook and desirable attitude toward the situation. With a change in perception, the individuals are motivated to find out alternative solutions to the cause ofthe conflict. Lastly, counseling during an argument prepares the person to manage the situation.

Why Do Conflicts Arise?

In an organizational process, the management has many aspects to consider for a workplace to be harmonious and successful. One of these things that should not be left unattended is any presence of conflict. Conflict happens when individuals or groups do not meet their needs and when they do not find satisfaction to their own wants or self-interest.

Conflict can be internal when the conflict is only within the individual; it is external if it is between two or more individuals or between groups. Some people are not aware of the need and react negatively toward the situation unconsciously. Some people know what they want and would work hard at achieving such goal even to the point of going throughconflict.

Situations that are triggered by fear, force, sense of fairness, and funds create conflict. In any type of circumstance, even in a workplace or organization, conflict is inevitable. When there are differences in background and orientations among employees in working toward a goal, conflict arises.

It is the differences of many aspects such as values, attitudes, needs, expectations, viewpoints, and personalities that cause conflict in an organization. But despite the inevitability of conflict, it can be minimized and even resolved when properly dealt with.

Reasons Why Conflict Develops

Organizational or workplace conflict is rooted from poor communication, weak leadership, change in leadership, dissatisfaction with management style, and seeking power. For example, when an employee demands for work recognition such as an increase in compensation or a promotion, this scenario may causeconflict when the person’s interest is not acknowledged. This is a good example of conflict that is developed because of poor management style.

Disagreement is a common reason for conflict. People disagree on many things such as contrasting opinions on a certain subject matter because we all have our own beliefs and principles. Even emotional differences causeconflict. When it comes to decisions, even management pushes on individual proposals.

Elements of Conflict

There are 3 elements involved in an organizational conflict: power, organizational demands, and self-worth. These components must be aptly matched through important organizational processes and decisions to resolve a conflict.

Power is the individual’s capacities and means in getting a goal done. This element uses personal influence, information, and time. Managers and those in the highermanagement make good use of power to resolve conflict, making the members cooperate toward reaching a unanimous decision. But when not used properly, power can also develop conflict.

Organizational demands pertain to the expectations of a working individual regarding the job performance. There are employees who tend to have very high expectations of the company for them which can be rather impractical and difficult for the organization to provide. When these are not met, the person becomes disappointed and dismayed, leading him to causeconflict through constant disputes and protests on the processes.

Self-worth is the individual’s self-esteem or value for oneself. When you work for a particular organization, you always want to show that you can perform and deliver. An employee wants to be rewarded and properly compensated for the kind of performance that is shown. If this is not acknowledged, the person may feel unappreciated for the efforts shown. The feeling of loss of self-worth may arise inconflict.

Effects of Conflict

The existence of conflict in an organization may have both positive and negative results on the people involved and the general situation. The outcome depends on how conflict was handled and dealt with by the people involved.

When conflict is efficiently managed, it can diffuse more serious conflicts. An example of this would be when two groups are in a disagreement over a certain process, they can be grouped into smaller groups and let the sub-groups do brainstorming, so a larger dispute will be dispersed and varying opinions will be considered.

Conflict also stimulates a search for new information and tightens or increases unity and performance in a group. An individual or a group’s ability to use power or conflict management skill will also be measured.

On the other hand, the existence of conflict may cause a delay in formulating decisions or resolution especially if it is not managed well. Although it increases group cohesion, it still becomes a hindrance in the smooth flow of carrying out the job.

Conflict Indicators

Conflict is a natural disagreement and a clash of interests, ideas, goals, and values of individuals and groups. Once any form of dispute or difference arises, conflict is bound to occur. This has always been a natural part of life in every individual, just as successes and achievements are.

We all deal with conflict at home, in our society, and in the workplace. The quick resolution of an existing conflict depends on how a person or a group handles the situation. But a very important process is to be able to identify the signs of a rising conflict.

Let us focus the content of this article more on how to detect or perceive any sign of a conflict in the workplace. Being a part of an organization, you need to be sensitive to the mood of your work environment and be quick in responding to any discomfort in your interaction with coworkers or even with yourself. You need to learn to recognize what conflict is and what it is not, the common indicators of conflict, and the responses of people toward conflict.

What Conflict is and What It is not

It is important to identify the nature of conflict and its characteristics. Personal or intrapersonal conflict arises from within the individual. More commonly, this happens during moments of confusion and lack of conviction and self-esteem. Interpersonal conflict is a disagreement between two individuals. With this kind of conflict, action is an important element. Otherwise, it will be left unresolved and would possibly worsen thesituation.

The use of power and influence is manifested within a conflict in order to bring about an outcome. Usually, the aim is to win over the other party and finally settle disputes.

On the contrary, conflict is not a breakdown or a lapse in communication. It is an ongoing process that involves constant communication to discuss, object, and argue over a processor a factor. Conflict is not naturally good or bad.

Just as mentioned earlier, conflict is a normal part of life. The resolution of conflict not addressed through mere communication. Proper conflict management is also a skill. An individual needs to have the ability to efficiently deal with conflicts.

Signs of Conflict

One good way to deal with conflict is to understand how it arises. Since you deal with fellow workmates everyday, you should be sensitive enough and be keen in identifying when a particularsituation would grow into a possible conflict. There are many signs and indicators of a rising conflict.

Let us start with the physical indicators. Usually, when you are engaged in a heated argument, one of the most obvious signs is the body language. Facial expressions start to form into a frown or a serious look. The eyes would start to stare or become bulge while arguing. Another very obvious indicator is the increase in voice volume or a change in the voice tone. You would know when a person wants to initiate conflict when he starts to openly disagree with your views.

Now, as to the behavior, the person who wants to start a conflict gradually lessens the respect toward the other party. Intentionally not listening to the opinions is already lack of respect. Lack of candor or openness in discussing current organizational issues and concerns is also another sign. The way statements are constructed may come out strong if there is intent to start an argument.

Varying Responses to Conflict

Knowing how to analyze and recognize the response styles of your coworkers is also a key factor in identifying conflict. This helps you manage thesituation accordingly. These classifications of response styles are based on the study of Turner and Weed.

The addressers are those who have the guts to take action and initiate a resolution proposal to convince the other party to agree with them. Those who think that trust should be built between both parties to resolve a conflict are the first-stepper. People who do not believe in plain confrontation to settle conflict are called confronters.

There are those who avoid risks and would rather keep silent. They conceal the situation. They can be feeling-swallowers or those who do not reveal their true feelings toward a distressing situation, subject-changers or individuals who redirect a subject matter into something that is easily agreeable to the other party, and avoiders or people who keep away from an existing conflict.Lastly, the attackers are those who readily express their feelings and opinions about something. Classified into two types, up-front attackers do not hesitate to openly communicate but they do so with support and agreement, and the behind-the-back attackers are pretty hard to deal with since there is no clear source of criticism.

Constructive Conflict

Many of us are not really comfortable getting involved in a disagreement with another individual. Some would rather please and accommodate instead of engaging themselves in a heated discussion. When we sense that conflict is starting to build up, there are people who just walk away from it.

Seeing smiles and hearing friendly voices are what we really want to witness, not criticisms and confrontations. But even with the existence ofconflict, we can turn the situation into a positive one and learn from it. Conflict may be unproductive at times, but it is also constructive when properly handled. A healthy argument is educational and stimulating. It even helps individuals enhance their abilities and make personalities grow more maturely.

The outcome of a conflict depends on the kind of behavior the involved parties have toward the situation. Conflict is constructive and positive if the behaviors are flexible to the situation and the nature of the conflict in general.

Constructive conflict is geared toward mutual understanding, thus, it balances the interests of the individuals or groups involved. It means that both parties should be able to find a common denominator in order to achieve a consensus and arrive at a shared decision. A key to a healthy and productiveconflict is giving importance on the process and not just the desired end result of one party.

Learning the Signs of Constructive Conflict

Unlike a destructive nature of conflict, constructive conflict is not identified on the loudness or intensity of people’s voices when arguing or on the glaring look of people’s faces. Conflict itself already means a clash or a disagreement so you cannot expect people in a conflict to be smiling at each other and showing pleased, blissful dispositions.

Either parties may be arguing in rather loud and assertive voices but there is movement or progress in the conversation. Sometimes, the situation may seem unfriendly but you will sense that there is a continuing need to negotiate and compromise in the long run.

Even with the level of intensity of the conflict, the individuals involved are comfortable and do not feel that it is intimidation or coercion. The use of strong words and heavy statements may be present but the purpose is to persuade and influence and not to intimidate or impose harm. And because it isconstructive, communication is a two-way street between both parties. There is openness to change and manifests a rational approach. People employ the attitude of curiosity, humility, and respect. The conflict itself is also based mainly on clear ground rules and processes.

How to Create a Productive Conflict Management

It is not difficult to achieve a constructive nature of conflict and get the glitches resolved in no time. Just refrain from being aggressive and unforgiving. Instead, be compassionate and understand thatpeople make mistakes. Let the other party speak for what they think is right. Do not attempt to monopolize the conversation, but allow a give and take process in the exchange of ideas.

Carefully choose the words you use and make sure that you convey what you want to mean well. Avoid rude behavior and condescending remarks in order to gain mutual respect. If thesituation is becoming negatively intense, drop the argument and set another time to discuss the problem instead.

Benefits of Constructive Conflict

Being productive in nature, a constructive conflict generates high-quality decisions in the workplace. With respect in viewpoints, everyone feels heard and respected. This promotes a diplomatic environment among work colleagues. When employees are exposed to a healthy kind of argument, they learn to become more mature professionals especially in dealing with problems at work and adeptness in making decisions.

A healthy and productive work environment is then created. To add to that, employees build good work relationships with each other. Work commitment and collaboration are fostered. To the organization,constructive conflict results in significant productivity from the people and a considerable savings in time and effort.

Since we cannot avoid conflict, let us face it. But for professionals like us, face conflict with grace and maturity. Strive for a positive outcome instead of attempting to worsen the situation. Reaping the benefits of constructive and productive conflict in an organization is truly satisfying.

Destructive Conflict

Conflict is inevitable, yet it can be controlled and minimized. How an individual or a group responds to conflict and the behavior towards the situation determines the negative or positive outcome of the disagreement. If conflict is mishandled or not properly managed by the parties involved, then an unproductive and unlikely result will be generated.

Have you ever been in a fight or argument with an office colleague because of clash of interest or attitude and you cannot seem to meet in the middle? We call this destructive conflict. This type of conflict produces poor quality decisions from the individuals, discourages learning, and can even be the cause of harm to the individual or the group.

Factors causing Destructive Conflict

In the workplace, people or groups who are in a disagreement have a reason for such conflict. We do not just argue with each for no reason at all. For destructive conflict, there are quite a few reasons.

A very common factor is power struggle or a principle that they can win a certain issue that is of great importance to them. Lack of skill in managingconflict is also another factor. Destructive conflicts are also caused by lack of empathy or the inability to understand the point of view of the other. The feeling of hopelessness also makes people resort to negativeconflict.

Other factors would include the fear of change or the feeling of anxiety when forced to get out of the comfort zone, ideological beliefs, and personal vulnerability or invulnerability. Some people stick to their personal viewpoints and oppose ideologies that are not personally acknowledged. Others are too vulnerable towards thesituation in a way that they react negatively because they feel threatened.

Recognizing Destructive Conflict

When engaged in a conflict, learn whether the situation may turn out to be positive or not. But in any case, always be ready for whatever the outcome will be. There are indicators when aconflict is likely to turn out destructive.

One is the attitude of confrontation, dominance, or aggression toward the other party. You might be in a disagreement with a coworker who starts to talk you over or hurt you verbally. Beware as this is becoming a negativeconflict. Or a boss might start to abuse his power and manipulate the situation.

Another characteristic of a destructive conflict is when individuals or groups start using differences as divisions. For example, one party might take advantage of the weakness of the other when it comes to making decisions.

It also becomes destructive when the communication becomes a one-way street. Both parties become resistant to change, personalize issues, and take things on a personal level. The ideas become irrational and they become closed-minded.

Some tend to avoid communication at all and would use a third-party instead. Because of this, other people start to get involved. People who take conflicts negatively aim at retaliating or getting even rather than arriving at a settlement. Worse, even attempts of coercion may be possible.

Managing Destructive Conflict

If the conflict becomes negative and unproductive for both parties, either the individuals or the group involved should take action to slow things down and take responsibility for a process in resolving disputes. Bear in mind that it will never be a win-winsituation if neither will initiate a constructive process.

A way to handle destructive conflict is to acknowledge the problem and make use of power and influence positively to resolve it. Persuasion will be an effective approach to let the other realize that both parties should gain ground.

Having a professional mindset in facing a dispute or disagreement is also important. Matters should not be taken personally. Use positive language and provide constructive feedback and criticism. Keeping a positive outlook is also essential to maintaining a diplomatic process.

Destructive conflict is unavoidable in the workplace since every individual is unique and different in thinking, values, and attitude. But as professionals, matters should be handled the way a professional is expected to manage them.

How to Avoid Conflicts

Though conflicts are inevitable in our lives, getting in such a situation causes stress and the amount of stress a person gets depends on the intensity of the conflict. Nevertheless, conflict is a source of stress, and when it becomes severe, stress can be destructive on an individual.

While there is a way to avoid conflict especially if it is unnecessary and unproductive, do so and be practical. There are many ways to do so depending on the situations. In the workplace conflict, for example, the approach to resolving it should not be personal. A diplomatic and civil way to settle it is preferable.

Avoiding Conflict by Embracing It

We should all understand that we cannot avoid conflicts to occur because we deal with people everyday. In the office, we socialize and deal with different personalities. We may be given individual scope of work but sometimes, there is a need to collaborate with other members to complete the task easily. At times, misunderstanding and differences in perceptions occur. Instead of avoiding conflict, embracing it would be a lot more effective. By embracing conflict, you are avoiding it by dealing with it and handling it properly.

A working individual may find it hard to accept conflict if he is being passive. Expect for such situation to happen at any time while you work with other people, but do not go looking for one. You must keep a level of professionalism by not looking for trouble. Being aggressive sometimes helps, but being overly aggressive is no longer productive.

In embracing conflict, arguing with your coworkers or team members is never helpful. You can be assertive and still convey your opinion without bickering. No positive result ever comes out from bickering with people. In fact, it brings more harm to the team and the organization than achieving good results. The act of bickering is a perfect example of unprofessionalism.

Listen, Listen, and Listen some more

Here is a very essential skill that everyone needs to apply when engaged in a conflict: active listening. During a conflict, constant exchange of ideas happens a lot so both parties must learn the ability to actively listen. An open communication is also very important.

When two people communicate, respect must be shown by listening when one is talking. And when you listen, do not just hear what is being said but how it is being said and what feelings were expressed. Listening to the other person and understanding what they feel is a way to mellow down growing hatred, anger, or other negative emotions that may hinder an amicable resolution tothe conflict.

In order to keep an open and healthy communication, avoid instances of verbal collision or talking at the same time. So when this happens, either of the parties must give way. Timely interruptions must also be done. If you wish to be heard and respected, set the example by not cutting someone off when he is trying to explain his side. A smooth and good flow of communication between and among employeesin the workplace is less likely to create conflicts.

Seek to Understand

Another way to avoid or simply minimize conflict at work is learning to understand. If there are two parties engaged in a conflict, be a mediator and do not take sides. For managers, the role must be that of a peacemaker. In assessing a situation, weigh the pros and cons. Learn to understand the cause ofthe conflict first instead of reacting negatively.

For the members at work to create an ideal working environment, cordiality and friendliness among everyone should be maintained. We cannot just have things our way all the time especially at work. We need to adhere to rules and follow certain processes.

If you are in the higher management, ideally you ought to take charge of the work situations and how things are being managed. Though the use of power is good, abuse of power is another story.

Let us not wait for any form of dispute or quarrel to occur before we start correcting them and correcting the way we deal with others. It is best to do things right and appropriately to lessen any development of conflict at work.

Standard Steps to Resolve Conflict

Conflict in the workplace is but a natural and normal part of every working individual’s life. People get into conflict due to pursuance of personal goals and satisfaction of needs. Conflicts are truly unavoidable but it is not necessarily a bad thing. In fact, effectively resolved conflicts can promote personal and professional development. Not a lot of us may know that conflict resolution takes skills. The positive or negative results are defined by proper conflict resolution skills.

With an effectively resolved conflict, not just one issue is solved but differences in attitudes and values. Moreover, it offers some advantages that individuals do not really expect to gain. Unknowingly, a discussion of the issue increases awareness of the situation.

It allows the individuals to think of ways to achieve their own goals without having to mess up those of others. Group cohesion is also developed, teaching the members the value of respect and cooperation. Effective conflict resolution enhances an individual’s self-knowledge and effectiveness. It creates a sharper mind and helps a person understand what is important to him.

On the other hand, if there is no proper conflict resolution, the results can be negative and may affect the individuals on a personal level. Definitely, teamwork will be lost and work performance is affected as people are no longer motivated to carry out their functions well.

No company would probably want this kind of situation in the workplace. It is not rocket science to learn the techniques in effectively resolving conflicts. Analyzing and understanding the conflict, determining a strategy, and negotiating or compromising before, during, and after the conflict are the basic steps an organization may employ to resolve a conflict.

Analyze the conflict

In managing conflict, both parties have to study the nature and type of conflict by asking questions to gather enough information about the issue or cause of the disagreement. In a common office debate, understanding the cause of the heated discussion first is very helpful in dealing with the process.

Determine Strategy or Styles

After understanding the nature of the conflict, the parties involved must utilize identify their strategies or style in resolving it. There are five types of conflict management strategies based on a research about conflict. These are collaboration, compromise, competition, accommodation, and avoidance.

Collaboration results in a win-win situation where the interests of both parties are highly considered. Using this strategy builds teamwork and commitment to work together. The ultimate goal of collaboration is arriving at a consensus.

Compromise ends in a win some-lose some situation because both parties agree to settle for a temporary solution especially if time constraint is involved. It minimizes occurrence of power struggle but may cause a cynical circumstance in the long run.

Competition is a win-lose condition and can be risky for an increased level of argument since it attempts to persuade the other party with that of your own.

Accommodation is more of giving in for the benefit of other people’s interests. An opposite of competition, this strategy results in a lose-winsituation. This is best applied when one party realizes their mistakes and thus delivers a “goodwill gesture” instead.

Avoidance is best employed when the issue is insignificant or when a high risk of damage will occur when the confrontation gets out of hand. Because both parties have a low concern for each other’s interest, thesituation becomes lose-lose.

Negotiate Before, During, and After

This is quite a long process because this step is where the meat of the conflict is discussed. Pre-negotiation starts with deciding who approaches who first, where and when to set the conflict, and setting the ground rules. During the negotiation process, different factors should be taken into consideration. Interests must be openly discussed. Options should be laid on the table to address the individual interests. Then, both parties can start evaluating on what will work and mutually satisfy their goals.

Upon reaching a consensus, a commitment to carry out the agreed solution must be responsibly honored by each group or individual. The last step is to negotiate after the conflict. If it needs implementation, then collaboration will effectively support the desired goals.

An organization that effectively follows a process in resolving workplace conflicts will find it easy to handle any similar situation that the members may encounter.

Practical Conflict Resolution Skills

It takes skill to learn how to deal with workplace conflicts even for those trivial misunderstandings among employees. These skills are simple but they are not learned and used well by most of us as we grow up. Especially for managers, being in their position, they must understand the two essential areas in learning conflict management skills: conceptual aspect and skill competence aspect.

Conceptual skills pertain to an individual’s knowledge of the causes, styles, strategies, and ways in managing conflict. Knowing how and why conflicts develop, when it normally happens, and how to resolve it are important concepts for conflict resolution. Skill competence is the acquisition of skills needed in conflict management. Communication skill is an essential ability considering that conflict is primarily verbal in nature. Negotiation and diplomatic skills are also needed to resolve a conflict.

Learning and using these skills is not just applicable for managers. If employees also take efforts to enhance these abilities, conflicts in the workplace will turn out to be healthy and effectively resolved.

Communication Skill

This ability is one of the most fundamental among all skills. Particularly for conflict resolution, a person should first learn and enhance communication ability. Two of the basic communication skills required in dealing with conflict productively are active listening and effective questioning techniques.

In the process of improving communication skills, you have to learn how to speak your mind and heart. Allowing yourself to openly express what you think and feel will pave way for getting an answer to your concerns instead of just being indirect or passive toward your colleagues.

As mentioned earlier, active listening is a very important skill in generating productive conflicts. Listening means understanding what is being said and how it is being said. Listening is not just about preparing for your rebuttal but focusing on what the other party has to say.

During moments of conflict, strong feelings come out. This is normal as long as these emotions are expressed properly and appropriately, making sure that there is no intent to attack the other party. If you appear destructive in your manner of conveying your feelings, you run the risk of getting negative results that will adversely affect both parties. Apart from emotions, stay rational and always aim at resolving the issue in expressing your viewpoints.

Keep the communication line professional and healthy by refraining from harmful and condescending statements. During the interaction, show interest in the ideas of the other party by asking open-ended questions. Asking questions also helps clarify certain points.

Lastly, effective communication is a two-way process: listening as the other person talks and vice-versa. Every conflict results in a positive outcome with this manner of communication.

Diplomatic Skill

Being diplomatic means possessing the ability to create good relationships and finding a practical, workable solution in terms ofconflict management . It is a skill that requires a high level of understanding and maturity in facing disputes. An individual can become diplomatic by showing tact and confidence.

As a tactful person, you know what to say and what not to; especially if you know that it will offend the other party. The goal is to maintain a good working relationship despite the conflict. You employ diplomacy by not jumping to hasty conclusions, more so if it will not benefit both conflicting parties.

Negotiation Skill

When applied to conflicts especially at work, negotiation skill helps both parties come to a common ground or an agreement. When negotiating, learn how to separate people from the problem, so personal attacks are not tolerated. Furthermore, dwell on the interests and not on the positions since we may have different interests that should be addressed.

For example, when the issue of the conflict is about revising the company policy, management may take the stand on pushing for a tighter sanction on certain offenses but the employees may find it too restrictive. But when it comes to interests, both parties may have various ways of addressing the subject depending on the position they stand. Finally, when negotiating, learn to develop optional solutions that would possibly meet the interests of both sides. Brainstorming helps in gathering brilliant ideas.

These conflict resolution skills are developed with experience and proper use. Regardless of the type of conflict employees are facing, it can be handled smoothly through the application of theseskills.

Conflict Mediation

Conflicts normally just involve two parties who are in a disagreement over their perceptions or having differences in attitudes and values. Trivialconflicts can be settled over a quick discussion but larger conflicts may require a mediator or an intervener. Mediation is a process wherein a third party gets in the way of the conflicting parties. Mediators act like facilitators in a session who guide the members in the process until an agreement is achieved.

Organizational conflicts are usually large and may require the help of conflict mediation as an approach to conflict resolution. Basically, as a communication facilitator, the conflict mediator does not make the decision but may provide and solicit ideas and suggest proposals.

If a conflict in your workplace is not settled through negotiation, it can still be resolved through mediation. A mediator should possess the necessary conflict resolution skills including the skill in mediating. Such ability can be applied before a conflict even develops through diplomacy, during the conflict process through peacemaking activities, and after a dispute is resolved to facilitate implementation of decisions.

The Process of Mediation

Despite not being able to manipulate the outcome of a conflict, mediation process is effective in gaining a resolution. A mediator must have the ability to make a healthy interaction out of an unproductive conflict. In order to do this, mediators help the individuals identify the facts and cause ofthe conflict . They also help out in the generation of ideas. They manifest good empathy skill and remain objective in performing their function. Mediators are leaders who have political skills and employ persuasion especially for individuals who have a tendency to be closed-minded on the situation.

It is a lot more effective to appoint mediators for a group conflict in your organization. Though the main task is to assist in the quick and efficient settlement of a dispute, another important function of the mediator is to help develop work relationships among conflicting parties, or help them learn how to deal with futureconflicts.

Mediators should know which of the two purposes needs more emphasis to the individuals or the groups since sometimes, both parties may just need a settlement of dispute more than promoting good relationships.Mediation that is targeted on gaining a resolution is called problem-solving mediation; if it is focused on building relationships, it is termed as transformative mediation.

Staying Neutral and Unbiased

One of the essential characteristics of a mediator is the ability to stay neutral. Impartiality is said to be the proper conduct inmediation . Being able to show an objective stance helps in gaining the trust and respect of the involved parties and builds the credibility of the mediator

Though commonly argued by organizations as to its effectiveness, neutrality in mediation is characterized by having no affiliation with either party, having no personal interest, and open-mindedness. In addition, staying neutral also means being indifferent to the welfare of the parties, not interested in the outcome, and not showing any concern with the impact ofthe conflict resolution.

The notion of the individuals on being unbiased may be quite vague and undefined. Nevertheless, the basic principle underlying the aspect of neutrality inmediation is that the mediator should not take sides but should focus more on the flow of the conflict process to reach a consensus.

Building Trust in Mediation

As a mediator, gaining the trust of the parties engaged in a conflict is very important to get the individuals to cooperate in resolving it quickly. If the level of trust is high, both parties are more open to sharing information with each other which can be essential in reaching an agreed solution.

The sources of trust of a mediator are his personal reputation and his behavior or performance in carrying out the role. A mediator who has a credible profile background easily gains trust from the parties involved. This is an advantage for experienced and skilled mediators. But even for beginners, trust can be achieved by just performing the role efficiently. In order to get the trust you need, mediate with fairness, dignity, and respect at all times. Show that you are staying outsidethe conflict by not taking sides as this is what the parties expect you to do.

Managing Team Conflicts

A misunderstanding or any form of dispute may be coming from two individuals or from group differences. This situation is especially true in a team. More commonly though, team or group conflicts occur in a workplace situation. If the group or team members work together in resolving conflicts rationally and effectively, conflict management is a lot easier for similar situations in the future.

However, with individual differences and diversity among the individuals, some team conflicts require extra efforts to reach a negotiation for a common resolution. Being able to resolve any disagreement is the key objective in the nature of conflict, not showing off who is better and who is stronger.

How can team conflicts be managed well? The help of managers or those in the higher position will be effective since they will act as leaders and representatives for each party. Mediation is also an effective approach.

Consequently, team conflicts get easily resolved with the assistance of a mediator because this person acts as the facilitator or supervisor of the situation at hand. Though not the one to impose decisions, at leastthe group’s emotions are within control and most especially the way they deal with conflict through the help of the mediator.

Managing Diversity in a Team

Speaking of diversity in the team, we are talking about difference or dissimilarities in age, social status, gender, race, education level, and even personality. But these diversities must not be taken as hindrances and even in facingconflicts. In fact, a more efficient result will be rooted from a collaboration of efforts considering the individual differences.

Organizational teams need diversity to create a meaningful and interactive environment, breaking free from typical routines and dullness. Just imagine if every team member has the same personality and the same viewpoints. The organization will find it hard to become dynamic in its processes.

Diversities cause conflicts. But without conflicts, the team activities will create an uninteresting and dull atmosphere. There will also be slow pace of growth and development among the members. Being flexible towards your colleagues will help you easily modify yourself to such differences.

Conflict Management Strategies

There are different strategies or methods in dealing with team conflicts such as competition, collaboration, compromise, accommodation, and avoidance. These conflict styles by Thomas and Kilmann may be used in teamconflicts depending on the nature and intensity of the conflict.

Competition is best used when an instant decision has to be made or when some group members are attempting to exploit the situation selfishly. It is usually manifested through factors like power, influence or persuasion, rank, and experience.

Collaboration aims at attempting to bring together the needs and interests of the individuals to attain the best resolution.

Compromise is useful when the intensity of the conflict is increasing, making it difficult for the team members to gain ground. This results in a half-baked or partial resolution.

Accommodation is like a selfless strategy in aiming to resolve the conflict because the some of the team members gives in to the other’s needs and interest. This is used when the issue has a more significant importance to the other members or when peace matters more than winning.

Lastly, avoidance is probably best used as a strategy for conflicts that seem impossible to resolve, when the issue is trivial, and when the team itself is not in the position to come up with a resolution.

Interest-Based Relational Approach

This approach is one of the theories of conflict resolution and it is based on the supposition that giving due respect to individual differences while keeping the people from being too focused on a fixed position will easily resolve a conflict.

In using this approach, an organization needs to follow a set of standards or ground rules. The first rule requires the groups to make sure that good relationships are the first and key priority. Teammembers should build mutual respect and treat each other courteously. The next rule is to keep the people and the problems separate. Focus on the viewpoints and not on the person. Third, pay attention to the interests of the people orthe group. You will understand why the group is entrenched on such position.

A very important rule in this approach is keeping communication open and must be a two-way process. Listening and talking must be a reciprocal process. When one group member voices out ideas, the rest of the group should listen. Another guideline is to set out the “facts” or gathering information and necessary details and then establish a proposal. The last rule in this theory requires the team to explore the options together and must reach a common ground.

Common Conflicts During Project Management

According to a theoretical supposition in behavioral research, when we work together with others, we do so unselfishly in order to achieve a common objective. This assumption can be best applied to project management and in organizations.

Unfortunately, this is not how the people and organizations do it in reality. Instead, certain conditions and workplace issues are encountered. Due to some work discrepancies, political conflict among managers is prevalent and abuse of power occurs. There is lack of open communication, low level of trust and respect, and lack of mutual support. Resentment and hostility among individuals is widespread.

Existing organizational conflicts cause problems for project managers who are taking great efforts to generate participation and teamwork from individuals and groups in a project organization. Unless conflicts can be resolved and dealt with accordingly, these attempts of promoting teamwork in a project will be hard to achieve.

Potential Sources of Conflict

There have been many researches about conflict in project management. Taking one of these studies, let us identify the potential sources of conflict from Thamhain and Wilemon.

The top-ranking source of conflict is schedules. Scheduling is probably one of the toughest obligations of most project managers. We might think that it is easy to establish a schedule for the many appointments, tasks, and other work, but it is actually the other way around. Next in the list is project priorities. Because managers need to attend to the projects of the organization, sometimes conflict arises when not all projects are given attention and importance.

Third on the list is manpower resources. Lack of individuals to work on a certain project may cause pressure. When people start to feel the intensity of pressure, they also start cramming and become less motivated to work on it. Technical conflict and administrative procedures are part of the list, too. Finally, cost objectives and personality conflicts complete the list of sources of conflict for this particular study.

These sources of conflict are not the real content of the situation but the underlying cause of such disagreement. All organizations experience some form of disagreement over these identified sources. These disagreements become heated arguments and thus become a conflict. But not all disagreements are necessarily conflicts. It can be prevented from turning into a conflict if the organization works together.

People Factor in Organizational Conflicts

A project organization either creates teamwork or conflict depending on the kind if people involved in a project. Even if the organizational structure is solid and develops teamwork, individual differences can still trigger conflict. In project management, people problems can be classified into three main aspects which are individual and group interests, personality problems, and “problem people”.

People have their personal motivations and interests even when working with a team. When these interests differ or do not arrive at a common ground, conflicts arise. Groups who have incompatible objectives for the organization cause conflict. Such incompatibility may be caused by differences in culture.

Differences in personality is a common source of conflict. Individuals employ emotions especially in conflicts. Positive emotions promote teamwork; however, negative emotions encourage conflict. The “problem people” are examples of those who have difficult personalities and their behavior may worsen a situation if not managed properly. Even in management, there are managers who are also problem people. Apart from lack of interpersonal skills, they possess ruthlessness and lack of principles, insecurity, and poor management style.

Poor Interpersonal Skills

Project managers who lack good interpersonal skills or people skills are inefficient in dealing with the organization and issues within. Such incompetence may cause the relationships of managers with their people to be weak and resentful. If this is the situation, conflicts are more likely to generate.

Managers who lack the ability to relate to the people also lack sensitivity and tact in dealing with them. They are also characterized by the poor choice of words, inability to deal with pressure, poor listening skill, and inappropriate expression of facial and body gestures or body language.

In project management, a manager should possess strong leadership abilities instead of appearing incompetent to the team. In order to reduce conflicts caused by this factor, managers can join specialized training for enhancement of their managerial attributes.

Conflict Resolution Tips for Managers

In most organizations, the higher management is expected of bigger and more challenging responsibilities. Even in the rise of employee conflicts, managers act as mediators. They can step up as the authority figure for members who are involved in a conflict. Just imagine an office without efficient managers to intervene and act as “referees” during times of arguments or quarrels.

Being a manager, you should be able to identify arising conflicts and take pre-emptive measures using your abilities. Those in the higher management should understand the nature and causes that may develop conflict among their members as well as the outcome and the different strategies by which conflict can be managed.

A manager should be able to prepare action plans and resolution plans before the conflict creates negative outcomes and consequences toward the team which can greatly affect their productivity. As a manager, you should possess the needed skills to banter conflicting situations that may emerge in the workplace.

Set an Example

The employees regard a manager as leader who sets exemplary roles in the workplace. If you wish to keep a healthy and productive atmosphere in your work environment, then initiate it by not getting into a negative or destructive conflict with any employee regardless of the designation. Either as a third party or being the one involved inthe conflict , always act in a reasonable and calm manner. Such conducts add to the already established reputation and good credibility to the employees.

Part of setting a good example in resolving issues professionally and maturely is adhering to the ground rules of the company. Regardless ofthe nature and type of conflict, any employee who breaks any rules must be sanctioned and not tolerated.

For example, you have two members who are in a conflict due to clash of perceptions about a certain work process. Now, one of them starts using foul language against the other individual. Based on the company policy, such a behavior is punishable. Do give the appropriate disciplinary action for the employee to remind both parties that ground rules are really serious.

As a manager, you create a great impact and you play an important role in the lives of your members. Always keep a reputation as someone who has remarkable attitude, professional demeanor, and good communication style when managing conflicts.

Create a Workplace of Respect and Teamwork

A positive conflict resolution establishes mutual respect and teamwork among employees. In order to achieve this, a manager must make sure that he is worth the respect before other employees can learn to respect each other and even themselves. Instill to them the value of respect in a conflict by regulating who talks first and whose turn goes next, by stopping any manifestation of animosity and undermining toward the other, and encouraging them to collaborate or compromise rather than avoid and compete.

When two groups are in conflict due to differences on the goals of a project the manager gave them, such conflict can be ironed out by following a conflict process which may be facilitated by the manager. This way, teamwork and mutual respect are promoted especially that there is someone who leads the said process.

Bring the Conflict to a Resolution

Managers take a great step in managing conflict regardless of the intensity of the argument. Always do your share as a mediator and do not hesitate to step up when things go wrong. Apply any ofthe conflict resolution strategies to effectively deal with the situation. The primary task should be to bring the conflict to a resolution. You do the traffic between heated conversations instead of leaving it all behind you. Regardless of the nature of the conflict , always let it conclude with a resolution. This you have to make the individuals be aware since productivity will be greatly affected if nothing has been done to resolve it.

Just as you take care of your employees’ interests, also include your own. A manager’s interest is always targeted on only the best for a company and its success. Two of the main objectives of a manager are efficiency and effectiveness. These are very realistic goals for a manager to attain when conflict resolution skills are properly manifested.

Conflict Resolution Tips for Employees

Workplace conflict is an unavoidable situation that can occur to every employee in the organization. Misunderstanding can happen between employees or even the employer and employees. If the goals of the employees are not in line with that of the management, this usually becomes the common root of conflict.

Dealing with this kind of conflict is easy because between the two parties, the management takes the lead in getting to a resolution. However, in cases wherein employees disagree with each other, managing the conflict may be quite challenging. In some situations, if the employees possess the proper conflict resolution skills, conflict is dealt with smoothly.

Dealing with Employee-Employer Conflict

Usually, if the interests of the employees are not in alignment with the company goals, conflict starts to emerge. Another reason for the misunderstanding between the two parties is the implementation of company rules and policies. On the part of theemployees, they might think of the situation as a lose-win outcome because of the power and influence that the management has.

At times, a mediator or a third party is needed to bring some issues on the table and facilitate the process. This can be helpful especially for crucial issues. However, the mediator does not act as the voice of theemployees or should not represent either party.

The conflict intervener will stay neutral on the issue and remain unbiased. Mediators function to pave way for a smooth communication flow between theemployees and the management. In this way, too, there is no abuse of power as well as in hierarchy.

Encouraging Courtesy and Professionalism

Courtesy and professionalism are two major characteristics that every employee should possess as mature working individuals. These two attributes and skills widely cover behavioral and attitude characteristics of an individual. During a conflict, sometimes our attitude is being tested.

People who have come to embrace professionalism find a conflicting situation easy to deal with. However, since we have different personalities, there are those who can barely manage to keep being professional all the time. Instead, they allow things to go out of hand.

How can we keep a courteous and professional demeanor in the workplace especially when dealing with conflicts? The first thing to do is to have a proper mindset which is to not take workplace situations on a personal level. Simply put, do not mix business with personal issues. When you are in the office interacting with colleagues, put on a different image and do not let the natural you remain or reveal in your office personality.

During a conflict process or in a heated discussion, learn how to respect others as you will likely gain the same level of respect from them. Manage your emotions properly and do not allow emotional leakage to occur. So in voicing out your opinions, speak calmly and politely and be careful with your facial expressions and body language. Be cautious on the use of your words, too. Do not let emotions pile up; make your feelings known in a civil manner, in a way that will not offend the other employee. One way of doing this is to say “no” and then point out difficulties. Always bear in mind that you are in that conflict to resolve any disagreement and not to get even with another employee.

In managing conflicts with the proper mindset, employees will find it easy to arrive at a resolution.

Dealing with “Special Ones”

Because we all have unique personalities, you may be in a conflict situation with a colleague who is a difficult person and would cause more trouble than others. In dealing with this kind of behavior in a conflict, understanding their behavior is needed. This means learning what motivates their actions on a general approach. With this, you will be more effective in dealing with them.

Since it is difficult to change them, better alter yourself to the situation and the person. Remain firm and express conviction in your opinions. Do not tolerate them too much as they will only abuse and make things more difficult. Ask them what they want or how they plan to settle the dispute but do not readily give in to everything they want. Just listen to them and get the facts from all sides.

In successfully resolving conflicts with fellow employees in the workplace, a cordial working relationship is achieved and work becomes less stressful.

Writing Business Letter

Why it is important to use the correct business letter format?

Because the way a business letter looks immediately gives the reader their first impression even before they read it. The quality of the paper, letterhead design, the margins, spacing and more all have something to say about the organization. A weakness in any of these elements can detract from the effectiveness of the message, even though it is expertly written.

The Paper
Recommend using the 20lb for normal use and 32lb for important letters like resume cover letters and thank you letters. Color: White is the standard and should usually be used. Light tints (gray, blue, green, etc) are also becoming popular. Size: To me only the Letter or A4 are the only acceptable sizes. There are other sizes but I don’t recommend it unless you are in the creative field.
Layout
In a business letter format, there are many layouts; the three most popular are the semi-blocked, blocked and full-blocked. Whatever layout you wish to use, it doesn’treally matter. As for me, I prefer the full-blocked simply because it is easier to type on the computer.
Margins
Left and Right 1 Inch
Top and Bottom 1 ½ Inch
Spacing
Most letters are single spaced. Use doublespace for short letters. Leave one blank line between paragraphs, 2 Blank lines before the complementary close (i.e. Sincerely) and 3 to 4 lines for the signature.
Envelopes
Make sure the address on your envelope is easy to read so that it doesn’t get tossed in some mailroom. Place the address just below the vertical center and just to the right of the horizontal center.
Any special instruction such as “Attention,”“Personal,” “Please Forward,” or “Confidential,” goes on the left side of the envelope below the return address.
Confidential: Ms. Susan Johnson
Date Lines
Place the date at least two spaces below the letterhead. The line may be flush left or right, or centred below the letterhead.

Do not abbreviate the month or use nd, st, or th with the day numbers, like May 5th, 1998. Also, do not use a month’s number, like 6/23/89.

Both date orders listed below are appropriate; however, the latter is used mainly by the government, the military, and those outside the United States.

December 10, 2003
10 December 2003

Addresses

Make sure a person’s name is spelled correctly. A recipient may decide to ignore a letter that was written by someone who cannot spell his/her name.

Do not use both the title and the degree of a person. For example, write either Howard Wyatt, D.D.S. or Dr. Howard E. Hyatt and not, Dr. Howard Wyatt, D.D.S.

Two or more men are addressed as Messrs., which means Misters. Do not use first names with this abbreviation.
Messrs. Smith, Wyatt, and Fury

Two or more women are addressed as Mesdames, Mmes., or Mses. Do not use first names with these abbreviations:
Mses. Farb, Lionel, and Gray

When addressing couples, give both appropriate titles:
Dr. and Mrs. Harold Wright
Mr. Harold Wright and Dr. Margaret Wright
Drs. Harold and Margaret Wright
Dr. Margaret Wright and Mr. Steven Jones
Mr. and Mrs. Harvey Adams-Quinn
Ms. Margaret Wright
Mr. Steven Jones

In selecting a title, always notice the way an individual identifies him or herself. For example, some who hold degrees do not use their titles while others do.

Some married women prefer Mrs.; others prefer Ms. If you do not know the title the woman prefers, use the standard Ms. or drop the title altogether:

Place the inside address at least two lines below the date.

Place a person’s title after his name unless it is unusually long, then go to the next line.
Ken Green, President
Ken Green
Vice President of International Operations

The comma before the abbreviations Jr. and Sr. is optional.
Michael Jordan, Jr.
Michael Jordan Sr.

Make sure the address on the envelope is written so that a postalworker can read it at a glance.

When both a street and a post office address are given, the postal service will deliver your letter to the address that appears directly above the zip code.

Place an “attention line” directly below the company name on an envelope.

On the envelope address, type the names of foreign countries all in caps.
Spell out all numerical street names from one to ten.
127 Ninth Avenue, North
127 E. 15 Street
Five Park Avenue
One Wingren Plaza

Use a hyphen between street and residence numbers.
556 - 91 Street

Reference Lines

“Reference lines” assist with filing or routing correspondence. A reference line can refer to your files and/or your reader’s files. Place your reference line first.

Our reference: Project #234
Your reference: Invoice #3444
RE Order #4558

Salutation
Always use the name of the individual if you know it.

Dear Amy: (personal friend or close business associate)
Dear Mrs. Rider:
Dear Miss Spears:
Dear Ms. Tyler: (use Ms. If you don’t know the marital status or the preference)
Dear Mr. Farnham:
Dear Dr. Doom:
Dear Sir Elton John:

If you don’t know the name of the individual, address it to the individual’s title in the company and then use dear Sir or Madam: Here is an example:

Head of Human Resource
ABC Company
123 Sesame Street

Dear Sir or Madam:

But please only use this if you really cannot find out the name of the person. Most companies will tell you who the person is. All it takes is a phone call.

If you are addressing to an organization and not an individual, then use the following:

Ladies and Gentlemen:

And if you want to highlight the letter to an individual(s) in the organization, use the attention line asfollows:

Attention: Miss J. Fonda, CEO and Mr. M.Jackson, CFO

Ladies and Gentlemen:

If you are addressing officials, it requires a more formal format. See Addressing Business Letters for Officials for more information.

Subject Line

Sometimes to speed up the handling of your mail, it may be wise to use a subject line.

Dear Mr. M. Jackson:

Subject: Order No. 456-9A6

Complimentary close

For a normal business letter format, Iprefer to use Regards, Sincerely, and Sincerely yours. Other acceptable formal business letter close includes Cordially, Cordially yours, Very sincerely yours, Very cordially yours, Yours very truly, Very truly yours and if the person is of highstature, Respectfully yours.

Signature

Do use a title (Mr., Miss, Ms) to indicate your preference and you gender and give you First and Last Name.

Example:

Sincerely,

	Ms. Tony Braxton

Identification Initials
The “identification line” gives the initials of the person who typed the letter.
dms
DDB:dms This indicates that the person who originated the letter
DDB/dms also typed it.

This is usually not necessary nowadays as most people (even big CEOs type their own letters) don’t have a secretary to type their letters.
Enclosure Notations

The “enclosure notation” goes flush left two lines below the signature block or the typist’s initials, if they’re included. Identify each and every enclosure that is being sent so that the reader will know if something is missing from the packet.

Enc.
Enclosures: 3
Enclosures: Hire contract
Check for $458
Enclosures:
1. Draft of absentee policy
2. Invoice #459990

Copy Notations

Use cc, meaning carbon copy, even though you may use photocopy or other reproductions.

This notation goes at the very end of your letter and flush left.

If you do not want your reader to know that you are sending a copy to another person, omit cc and instead, type bcc, blind carbon copy, only on your copy of the letter.

Below are the ways to present this feature.
cc: Sarah Smith
cc: Dr. Howard Stewart
12337 Rocky Lane
Houston, Texas 77070
Copy to: Sarah Smith
Copies to: Sarah Smith
Howard Jones

Postscripts

Postscripts serve two purposes:
1) to re-emphasize a key point
2) to be informal and personal.

The postscript may be handwritten or typed:
P.S. Just return the enclosed card to see if you aren’t pleased with the service you receive!
PS. Give my regards to the others who had a part in making the program such a success.

For various type of letter click here.

Tips on How to Become a Successful Manager

These 15 useful tips you help you become one of the most successful managers in the world :

1. Try to learn as much as possible about the people you are working with (needs, family lives, hobbies etc)

2. Keep smiling! Be positive (you can transfer your energy to the others)

3. Have short informal conversation with your employees! (use their first names - it is very important).

4. Be patient and listen to them (encourage them to say more, keep eye-contact and focused attention).

5. Shape your speech according to their expectation and interests.

6. Give a good stroke! (say something nice when you meet them).

7. Don't give orders! Ask questions!

8. Praise people any time for their achievements (they will love it)

9. Have the same behavior and attitude with everybody around you.
10. Identify the sources of conflicts and try to solve them in time.

11. Do not criticize, do not blame do not complain.

12. Show strong determination and try to motivate the others.

13. Don't be moody! Be well-balanced and good-tempered all the time.

14. Don't say "NO!" (replace it with "What if")

15. Don't forget that smart people find solutions to solve the problem, all the others give explanations and make excuses.

It’s pretty easy to look at your manager and think, “What’s the big deal? Anyone could do what she does; in fact, a trained chimp could do her job!” Actually, it takes lots of effort to become a successful manager. We’re not talking about the manager who plays up to the big boss; we’re talking about a manager who keeps her department running smoothly, whose staff show up to work every day with a certain amount of enthusiasm, and who demonstrates consistently positive results in terms of productivity. If you want to be that person, you can take steps now to become a successful manager.

Qualities of a Good Manager

To be productive, successful and outstanding as a manager, you need not only creativity, knowledge and a keen sense of the big picture, but also realize the importance of observing a few procedures and following basic common sense to help promote a successful environment for co-workers and staff.

Individual Qualities

1. An essential quality a manager should strive for is the ability to listen. Through positive communication, a manager can establish himself as being approachable, open to new ideas and respectful of others' opinions.

Co-Workers

2. Interacting with co-workers requires tact when it comes to accepting or providing criticism. Managers should support the initiative of others, and be able to accept and work with their suggestions and changes.

Staff

3. A manager can be a role model and mentor. Observing an open door policy, ensuring staff has the proper tools, training and supervision, and having the ability to delegate tasks is essential. Showing appreciation for employees and treating them with respect is vital.

Interviews

4. Projecting a professional but friendly attitude will help put the interviewee at ease, allowing him to be more open and forthcoming in his responses.

Effects

5. A manager should be involved with his team. By actively interacting with co-workers and employees, listening to ideas or concerns, and effectively communicating in order to implement changes or new procedures, will keep the team focused and moving in a positive direction.

Skills required by a professional manager

A professional manger should know the various activities of an organization from top to bottom.He must know the employees skill and interests in particular area. potentiality and capacity may different from employee to employee.A manager should have a knowledge of psychology of human beings. he need to approach with a independent mind and kindly avoid partiality.

He need to create a team work among them.

Some managers think attitude problems in their employees cannot be measured and therefore there is nothing that can be done. Wrong! Once you have renamed those problems as professional behaviors, you can define them, measure them, include them in job descriptions and even fire people with them! You know the employees I mean. Some may be technically capable and may be performing the specific skills that are measured on the job.

They do the required amount of work; they make the required number of sales; they take the required number of calls.They may even be good with customers. But around the office or workplace they have attitude plus! They are the office nay-sayers, cynics and negativists. Or they complain about everything. They criticize every management initiative; they go to the union with every little issue. They are right out of Dilbert and they are driving you crazy. You are getting complaints from other employees who are affected and infected by their lousy attitude. Here are the steps to take to get a better handle on this issue and give yourself some solid definitions to work with.

Step One: Redefine the words attitude problem to professional behavior. It's perfectly reasonable to expect and receive professional behavior from your employees. That includes their behavior with customers, vendors, other departments and within your own department with other employees. These are the internal customers.

Step Two: If at all possible get your HR Department to include the words professional behavior in every job description in your organization. It might read something like this: "Employees are required to demonstrate professional behavior in performing their job." More later on that work demonstrate. A simple statement like this one in every job description gives managers and supervisors what they need to work with their employees.

Step Three: If at all possible get a section in every performance appraisal form that uses the term professional behavior. It can be a simple statement like, "Employee demonstrates professional behavior when dealing with internal staff and external customers and vendors." I say do steps two and three if at all possible because if you work in government, non-profits, or very large organizations you may have difficulty getting this accomplished unless the HR department is open to it or it doesn't clash with one of the myriad of rules, regulations, or laws that lawyers deal with. In that case you may want to skip these two steps and go right to number four.

Step Four: Call a meeting with your staff and allow the group to define what professional behavior is in your specific department or team, doing your specific work. One way to begin is to ask first how professional behavior looks with customers; then ask if those same things apply to the internal customers. Almost all of them do. But they may come up with additional things such as cooperating with other team members. (I prefer the term collaboration.There is an important difference!) Or coming back from breaks and lunch on time, or accepting responsibility for certain jobs or for errors when made. The real point is to let your people define what professional behavior looks and sounds like in your area. In measurement terminology these are the outputs or outcomes you want. Ensure that your team's grumps are in on and active in this discussion. Refine and publish these guideline for professional behavior and allow staff members to amend or add to them. When complete, give everyone a copy. Now you have codified what professional behavior is in your department.

Step Five: The next time you observe staff members not following the guidelines, you have something concrete to use when having a discussion with the employee. The conversation can be simple and short. "Gerry, today I heard you telling Joan you were too busy to help her with the year end results. You sounded curt and annoyed to me. As you know we have agreed to pitch in and help Joan each year at this time. In addition we have a professional behavior guideline that says we are collaborative with our team and take responsibility for the team's work. What can you do to make time to act professionally in this matter?" Or you may say, "John at the last three meetings you have said negative things about our progress on the Leads Project. Your continual negativity about this and other things puts a pall over the group. Other people clam up and we don't get the enthusiasm we need to do a good job on the project. I would like you to act professionally on this matter as is stated in our professional behaviors guidelines. If you have concerns about the project please come directly to me in the future."

Article Source: http://EzineArticles.com/?expert=Norma_Smith_Davis

It's tough being a manager. You are stretched in 100 different directions and some days it seems like you get nothing done and your staff seems less motivated than ever. It seems hopeless but there are five things you can do right now to make your day more productive and your staff a bit more motivated and therefore productive.

Complete Something.

As a manager there is an endless amount of things to get done and most days it seems like you only get a little bit done of each. It's a deflating feeling. Pick something that is important and can get finished in 1 hour and do it. Close your door, tell your staff that you won't be taking any calls for an hour and focus just on that one thing and completely finish it. You will feel a sense of accomplishment and that is a great way to start the day. It may not completely vanquish that hopeless feeling that comes with having too much for one person to do, but it will help.

Delegate Something

Most managers are terrible at delegating. They feel like they have to have their hands on everything or it won't be done right. Pick that one person on your staff that has tremendous potential and give them an important job. There are high achieving people on most staffs and these type of people want to have responsibility and prove that they can handle it. It's time to give them that chance. It will take one more daunting task off of your desk and you have instantly motivated your best employees - two birds with one stone! If you have another high-achieving staff member that came in a close second, go back to your office and get something for them to do too.

Praise Someone

Find that one staff member who is lacking in confidence and find something they have done right and praise them. Make it sincere and make sure you do it with a few other staff members around to hear. You will make their day and the spring in their step from it will motivate them to better production.

Connect with Someone Difficult

You probably have one staff member that you don't see eye-to-eye with and that there has been a certain amount of conflict with. Walk out of your office, go to their desk and ask them how their weekend went or what they are doing in the upcoming weekend or how their kids are doing. It doesn't matter exactly what you ask, it's that you asked in the first place. Then, when the pleasantries are out of the way ask them what you can do to be a better manager for them. Hard, I know, but it will be well worth it.

Ask for Advice

Call an employee into your office that works in an area that you need advice on. No one knows everything and there probably is a part of the business where your knowledge is weak. Admitting that you don't know everything makes you seem strong, not weak. The employee who gives the advice will feel good about themselves and you will get some advice that you need. An employee motivated and knowledge received - two birds with one stone again.

It's tough being a manager but if you follow these simple steps you will have a great day, today, and you will set the foundations for a great week, a great month and a great career as a manager. Make it happen!

Article Source: http://EzineArticles.com/?expert=Charlie_Bentson_King