Introduction

The following study entails diverse self-assessment models which play a pivotal role in understanding one's management style and personal preferences. This scholarly endeavor explores the results of a self-assessment in conflict management and connects them to contemporary academic literature and theoretical models in organizational behavior. The study intends to gain insights into effective conflict resolution strategies and their relevance in diverse organizational settings, while also considering the implications for personal development as a manager. Apart from that the analysis of recent journal articles are also delve into the dynamic field of conflict management and its practical implications in modern workplaces.

A brief concept regarding these assessment models and why these are considered, and self-assessments.

Individual level assessments:

The reason as to why these particular assessments are taken into consideration is because each assessment contributes significantly to the quest of learning positive aspects as well as shortcomings associated within an individual. However, in order to grasp the gravity of inculcating these assessments, it is imperative to evaluate the significance of this assessment individually. To put it in simple perspective, it can be stated that the first assessment falls under the continuum of individual level assessment, where personality values and self-assessments are reflected. The name of the assessment is Hexaco personality inventory. In this assessment there are 6 broad divisions which are referred to as honesty-humility, emotionality, extraversion, agreeableness, conscientiousness and openness (Hobson et al., 2019). Throughout the course of this personality inventory, it is evaluated whether an individual is sincere, capable of avoiding greed under crucial circumstances and undertaking responsibility with modesty. The level of due diligence, aesthetic appreciation and social boldness is also evaluated. The reason as to why this is crucial for assessing individual personalities is because in an organization, oftentimes, it is experienced that critical decisions are required to be undertaken. However, if adequate levels of social skills are not present, then the feasibility of formulating such decisions fades away with time. One of the intriguing aspects in this context that should be taken into consideration is that after completing this assessment, almost in all aspect more than 90 percentile marks have been accomplished, as reflected in the appendix, which is depicting an immensely significant aspect of personality required to spearhead an operation in an organization (Pletzer et al., 2020). The next important aspect which reflects personality and value self-assessment is referred to as VARK Questionnaire Model. As per this questionnaire model, the scores secured are 15 marks in visual, 7 marks in oral, 12 marks in read and write and 11 marks in kinesthetic. This is an exemplary aspect of the questionnaire model since it illustrates necessary personality requirements in order to manage the helm of an organization appropriately with due diligence.

Self-assessments at organisational level:

On a similar note, it can be stated that in the context of self-assessment at organization level, the first model that is taken into consideration is leadership legacy. The reason being that in this assessment approach, there are seven categorizations of leaders, such as ambassador, advocate, people mover, truth seeker, creative builder as well as experienced guide. Throughout this assessment, the score secured highest is around 23 points out of 25. After intricately completing this assessment, an inference can be drawn that ambassador is a category of leader who not only spearhead an operation, but at the same time, assist individual to get ahead of their impediment in order to expand their learning curve, while contributing towards the organizational goal in a seamless manner. Although in other aspects, such as advocate and creative builder, the scores are similar. However, in light of personal alignment with ambassador leadership approach is substantially high, which also inculcates notion of creative building and advocating individuals towards the right direction while steering the organization away from impediments, this approach is selected (Ahmad et al., 2021). The next model that is emphasized is the style of leadership, in which the score secured is 83. One of the noteworthy aspects of this model is that the approach of leadership undertaken during the course of handling critical circumstances are illustrated precisely, which reflects whether the leader is capable of handling challenging circumstances in the ever-changing course of market landscape that is competitive in nature.

Self-assessments at group/team level:

Finally, in the realm of self-assessment at group or team level, the first model that is taken into regard is known as conflict management style assessment. In this model, there are primarily 6 segments. The first one being collaborating, followed by competing, avoiding, accommodating as well as compromising. Each of these approaches reflects the method undertaken by the leader during the course of conflict management. After successfully completing the assessment, it can be inferred that in the section of collaborating, the score secured is 16, which represents that the approach of conflict management can be referred to as ‘owl’, which is a method where relationships and goals are emphasized significantly within an organization. To put it simply, it can be stated that during the course of conflict determining the root cause and accomplishing a solution by addressing grievances of involved parties is the core objective of Owl (Pletzer et al.,2019). However, the focal point in this approach of conflict resolution always emphasizes resolving tension, all while maintaining the relationship by seeking solutions that satisfy both individuals and involved parties in the conflict. Apart from that, the model of communication efficiency is executed where the score secured is 49, which reflects an astounding magnitude of communication efficiency that is necessary for a leader to undertake pertinent decision on behalf of the organization.

• After completing these assessments based on the increased understanding of capabilities as reflected through this assessment, the challenging aspect in the context of pursuing this course revolves around maintaining teamwork. Although this assessment reflected that personality preferences are oriented towards undertaking responsibility solitarily. However, this is not always suitable for addressing challenges swiftly. Hence, throughout the course of pursuing the career of Human Resource Management, it is imperative to concentrate upon building collaboration with other individuals so that solutions can be determined seamlessly and swiftly (Peña-García et al., 2020).
• The convenient aspect of this assessment is spearheading a project under the guidance of seasoned professionals. Owing to the fact that since the focal point of project management approach revolves around concentrating upon hard data and stats and taking necessary measures to debrief stakeholders prior to initiating the endeavor.
• The surprising aspect of the assessment that is quite intriguing in nature when it comes to revealing the gravity of conflict resolution and necessary strategies to mitigate challenging landscape that could impede the normalcy in the workflow of an organization. The results were different slightly in VARK examination and Conflict Management assessment.   

Assessment 2 Part 2: Overview of Relevant Literature

From the self-assessment part, conflict management is opted, grounded upon which the relevant theoretical models and concepts covered in the OB (Organizational Behavior) course and current academic literature are extrapolated, which are mentioned hereinunder:

• Key Points from Recent Journal Articles:
• Conflict Resolution Styles in Organizations: The gravity of conflict resolution is illustrated extensively across several literature corpus where aspects, such as collaborating, compromising and competing approaches relevant with conflict management and its ramifications on the organizational outcome are expounded upon. These styles align with the concepts of conflict management strategies taught in OB courses (Andreoni & Chang, 2019).
• Effect of Conflict on Team Performance: Empirical research in the realm of organizational behavior posits that conflict can have both positive and negative effects on team performance. Hence, delving into the nuances of this relationship prior to opting for an approach is delineated throughout the course of this scholarly endeavor in order to manage conflict for optimal team performance (Özsungur, 2022).
• Emotional Intelligence and Conflict Management: Emotional intelligence is a key concept in OB, and it's increasingly linked to effective conflict management. Research articles explored the manners through which leaders with high emotional intelligence can better equip themselves to handle conflicts constructively (Fan & Xiao, 2019).
• Cultural and Cross-Cultural Perspectives on Conflict: One of the noteworthy aspect that is revealed in the realm of conflict resolution is the gravity of cross cultural perspective and its ramification on conflict management. Given the global nature of organization’s operational activity, gaining cognizance regarding the cultural differences and its impact on conflict management is crucial, which is emphasized in this empirical evidence while delineating strategies for dealing with conflicts. It is aligned with OB's focus on cultural diversity (Rahim, 2023).
• Conflict Management Training: OB literature discusses the importance of training employees and leaders in conflict resolution. Scholarly articles evaluate the effectiveness of different conflict management training programs and techniques (Rocher et al., 2020).
• Application of Self-Assessment Results:

In light of the self-assessment results, which indicate a preference for a collaborating conflict resolution style, it's important to relate this to literature. Although, collaborating is often considered as a win-win approach. However, focusing on maintaining relationships while finding solutions can also be done if emotional intelligence and insights regarding cultural differences are fostered effectively.

• Additional Insights and Development Areas:

Through the articles read, it becomes evident that conflict management is a complex, multifaceted area, and there's no one-size-fits-all solution. While collaborating is a valuable style, it's essential to understand when other styles might be more appropriate. Developing a deeper understanding of different conflict resolution approaches and their contextual applications would enhance effectiveness as a manager. Furthermore, the importance of emotional intelligence and cross-cultural competence in conflict management cannot be understated. As a manager, further development in these areas could improve the ability to handle conflicts effectively in diverse and dynamic organizational environments.

• Conclusion:

In essence an inference can be comprehensively depicted that the self-assessment on conflict management styles should align with current academic literature aside from OB concepts related to effective conflict resolution. Besides, highlighting the necessity for a nuanced approach oriented towards conflict management, the gravity of emotional intelligence and cross-cultural competence is undeniably unequivocal. By exploring and applying the insights gained from recent research, one can become a more effective manager in handling conflicts and fostering positive relationships within the organization.  

Assessment 2 Part 3: Applications and Limitations

• As far as limitations regarding self-assessment tools are concerned, the first shortcoming that is noteworthy is that the majority of this information is prone to emanate biased responses. Due to the nature of the questions incorporated throughout this assessment, the feasibility of accumulating precise responses that are honest in nature is substantially less. The consequences of which would inherently dilute the credibility of the assessment. Aside from response bias, the notion of subjectivity throughout the course of the self-assessment cannot also be ignored. In view of the fact that it is inherently subjective in nature. As a consequence of which, the feasibility of varying on individual self-awareness as well as their introspective abilities is significantly high. Hence, it is fair to state that during situational circumstances, these tools are not able to reflect the ramification of behavioral change. On top of that, self-assessment results are extensively dependent on time, which can necessarily be translated into the fact that not always these tools pinpoint individual’s growth or change over time, which means that if an individual under any circumstance has scored a certain mark as per performance in their personality test, it would be taking into consideration that there is no scope for further growth. These are a few limitations associated with the assessment tools.
• In the context of cultural implication pertinent with the assessment tools, specific annotations towards cross cultural differences are not taken into consideration. From an apparent vision, it would seem that the questions are not designed to provoke anyone with cultural differences. However, in certain instances, the sheer dearth of cultural differences as well as its acknowledgement urges to ask the question as to how these assessment tools cater the notion of cultural implication in the response evaluation. The concept of cross-cultural competence in a global context, which every organization has to deal with, is not considered in the self-assessment tools. Hence, the efficacy of evaluating the team dynamics and leadership across cultural boundaries are not reflected adequately.
• These tools are important in terms of determining capabilities and personality alignment of an individual within an organization. The best time of incorporating such evaluating measures is during the course of orientation when individuals are recruited and about to be assigned with the responsibility in the organization. If adequate measures are duly taken into consideration, evaluation of an individual on the basis of personal preferences, leadership capabilities, conflict management approaches as well as style of communication can be assessed within a short span of time. At the outset, during the course of periodic assessment, these tools can assist organizations to execute self-evaluation of employees. Besides keeping a track of the workforce, the leaders can also track their personal development as well as professional growth in maintaining work life integrity, all while identifying scope of amendments where developments can be incorporated in order to contribute towards the growth of the organization in a cumulative manner.
• As far as usefulness regarding the self-assessment tools is concerned, it can be stated that there are several scopes of amendments determined with the help of these tools. Apparently, it would seem that every single aspect of managing an organization is encompassed. However, as the legend goes, there is always a scope of learning approaches relevant with management. Hence, the preliminary action course in this instance is to incorporate necessary measures in order to address the shortcoming identified with the help of these assessment tools. Along with determining scope for improvement, these assessment tools have the capabilities of enhancing self-awareness, which in turn, highlights strengths as well as areas where improvement should be conducted. All in all, it can be stated that these self-assessment tools act as foundation for growth, which are cornerstone in professional development. Since, besides assisting an individual to determine opportunities through which scope of learning horizon can be developed, areas where focus are required to enhance the efforts are also determined adequately.
• On the basis of the results accumulated after intricately analyzing the responses, the only thing that could have been done differently is to response more genuinely and reveal true self, so that a more evaluation can be carried out. In terms of monitoring the changes, continual tracking of progress should be taken into consideration in order to evaluate the gravity of the measures incorporated to make the change in the first place. The scope of continuous learning should also be embraced for future references, which is not only a mere mindset, but at the same time, the magnitude of commitment to devote oneself towards continuous learning of skill development and behavioral augmentation that is required to contribute positively towards the organization's success, can be done in future context.
• The only reservation regarding the tools incorporated is lack of measures to evaluate whether the person is stating accurate information or not. Owing to the fact that in certain cases, it is observed that individuals often scored substantially high in such self-assessment tools. However, when it comes to reality, handling critical circumstances, such as conflict management becomes quite a daunting experience for them. Self-assessment tools are valuable for fostering self-awareness and initiating personal and professional growth. However, it's essential to view them as just one part of a broader development strategy. Feedback, coaching, and real-world application are equally important in translating self-assessment insights into meaningful change.

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