The Role of Conflict Essay Example for Free

The Role of Conflict Essay In the establishment of leader-follower relationships, harmony is required in order to achieve the best possible results within an organization. But in the real world, perfect harmony is not likely to happen. Leaders and followers have varying degrees of intellect, perception, and principles – and these are the very things that contribute to conflicts in an organization. While conflict can easily be assumed to have a negative effect on a leader-follower relationship, it plays a special role within the community – a role that is as equally important as harmony. The main function of conflicts is to bring out the best in every plan, policy, and method that is implemented by the leader or the group as a whole. Conflicts cause members to voice out their views and opinions to their leaders or other members with the aim of correcting what they think or feel are not right about it. Consequently, this ensures that every step that the group makes passes the strict scrutiny and evaluation of its own members and leaders (Cuban 29). Conflicts challenge the actions of leaders or other group members. People who stimulate conflicts are not necessarily bad for the organization. In fact, conflict indicates that the group is composed of people who are morally involved and committed to all the pursuits that their organization are willing to take. The actual people who seemingly create conflict are there to ensure that all steps taken by the group conforms well within social norms and ideology of the organization they belong to. They are there to protect the interests of the group and make certain that everything is done for its greater glory. They are actually more involved, although in a negative way, than those members who choose not to air out their views, no matter how right they think they are. In essence, conflicts makers benefit the organization more than the member or the leader who is indifferent to what transpires around them (Harolds Wood 203). Conflicts also bring about the best in a leader. Conflicts, whether it is aimed to make the organization good or worse, is an issue that a leader needs to deal with. A capable leader can be evaluated in terms of performance and skills by to his ability to handle conflicts. His ability to remain as a leader can be assessed through the techniques he or she uses to address the problem and the actual solutions he was able to implement (Korabik, et al 409). Works Cited Cuban, Larry. â€Å"Conflict and Leadership in the Superintendency.† Phi Delta Kappan 67.1 (1985): 28-30. Harolds, J Wood, BP. â€Å"Conflict Management and Resolution† J Am Coll Radiol 3.3 (2006): 200-2006. Korabik, Karen, Baril, Galen L, Watson Carol. â€Å"Managers Conflict Management Style And Leadership Effectiveness: The Moderating Effects Of Gender† Sex Roles 29.5-6 (1993):405-420.

Veitnam War :: War, History, Politics

  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Vietnam War   Ã‚  Ã‚  Ã‚  Ã‚   When most people hear the words Vietnam, what does it make them think about? The main answer most people come up with is death, or policing actions of the United States. The Vietnam War wasn’t about death it was about the French Colonial Rule of South Vietnam.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The Vietnam War was the legacy of Frances failure to suppress nationalist forces in Indochina as it struggled to restore its colonial dominion after World War II.† This is the start of Vietnam War. This is also one way that America was brought into the conflict of Vietnam.   Ã‚  Ã‚  Ã‚  Ã‚  The war was further escalated by North Vietnam trying to go in South Vietnam and turn them into a communist nation. Then America was brought more deeply into Vietnam as a policing effort to stop communism. â€Å"Military leaders viewed the Vietnam War as the Chinese doctrine of revolutionary war in action, (using Chinese and Russian arms to boot.)†   Ã‚  Ã‚  Ã‚  Ã‚  The United States had a geopolitical aim, they were to try and contain the spread of communism. This is one of the main reasons for America to go to Vietnam, to help stop the spread of communism the â€Å"United States supported the anti-communist regime known as the Republic of Vietnam,† or South Vietnam. The United States was in Vietnam to stop the North Vietnam communism movement by means of the U.S. staring air raids in the country. â€Å" Despite the U.S. military aid, heavy bombing, the growing U.S. troop commitment, and some political stability in South Vietnam after the election, the two countries were still unable to defeat the Viet Cong and North Vietnam forces.

Importance of Human Capital in Economicdevelopment

The modern economists are of the view that natural resources i†¦ e forest minerals, climate, water power etc. play in important role in the economic development of an country. A country which has abundant natural resources is in position to development more rapidly than a country which is deficient in such resources. They here how ere emphasize that the presence of abundant resources is not a sufficient condition of economic growth.Physical factures they say are passive factors of economic growth. They are to be combined with human resources of a country who are active facture of economic development. Human resources of a country are the size of population rate of growth of population urban rural distribution of people and quality of population. The quality of population as measured by health standards educational levels and technology is vitally important in influencing a nation's cultural and economic progress.A country which has developed the skills and knowledge of its peopl e can exploit natural resources, build social economic and political organizations and can carry forward national development. The less developed countries of the world are now making investment in human persons for increasing their skills abilities ideals health on the job training programmers. These productive investments have a strong bearing upon increasing human capabilities which is called human capital. 2. What is human capital? Its Role in Economic Development?Human capital can be described as the skills training and health acquired through on the job training and education Michael Pakistan Park in defines it as: †The skill and knowledge of human beings. † It is also defined as: â€Å"The endowment of abilities to produce that exists in each human being. It can be increased through formal education, on the job training and improved health and psychological well being. To be more precise. If the people of a country are well educated, well nourished, skilled and h ealthy, they are said to have more human capital. 3. Human capital formation: Human capital formation as described by Professor Harrison as †the process of acquiring and increasing the number of person who have the skills, education and experience which are critical for the economic and political development of a country. †Human capital formation is the act of increasing the productive qualities of labor force by providing more education and by increasing skills, health and notarization level. According T. W. Schultz, there are five ways of developing human capital. i) Provision of health facilities which affect the life expectancy, strength, vigor and vitality of the people. (ii) Provision of on the job training which enhances the skill of labor force. (iii) Arranging education at the primary, secondary and higher levels. (iv) Study and extension programmer for the adults. (v) Provision of adequate migration facilities to families to adjust to changing job opportunities . 4. Importance of human capital: Human capital is the fundamental source of economic growth. It is a source of both increased productivity and technological advance.In fact the major difference between the developed and developing countries is the rate of progress in human capital. The under developed countries need human capital to staff new and expanding government services to introduce new system of land use and new methods of agriculture, to develop new means of communication to carry forward industrialization and to build the education system. Prof. Galbraith is right in saying that †we now get larger part of economic growth from investment in men and improvements brought about by improved men. ‘ 5. Problems of human capital formation in LDC's: The main problems of human capital formation in less developed countries (LDC's) including Pakistan in brief are as under. (i) Faster increase in population: The population of almost all developing countries of world includi ng Pakistan is increasing faster than rate of accumulation of human capital. As a result thereof, these countries are not making the satisfactory use sector expenditure on education is about 2. 5% of GDP for the last over five years. ii) Defective pattern of investment in education: In the developing countries of the world, the governments are giving priority to primary education for increasing literacy rate.Secondary education which provides critical skills needed for economic developed remains neglected. Another problem related to investment in education is that in the public and private sectors there is a mushroom growth of universities without trying to improve their standard of education. There are also mass failures at primary, secondary & higher levels of education resulting in wastage of the scarce resources of the countries. iii) More stress on the provision of building and equipments: Another major problem of investment in human capital in developing countries of the world is the politicians and administrator lay more stress on the construction of buildings and provision of equipments than on the provision of qualified staff. It has been observed that foreign qualified teachers and doctors are appointed in rural areas where there is little usefulness of them. (iv) Shortage of health and nutrition facilities: In the less developed countries of the world there is shortage of trained nurses qualified doctors medical equipment, medicines etc.The less availability of health facilities pose threat to the millions of the people living there. The people are faced with unsatisfactory sanitary conditions, polluted water, high fertility and death rates urban slums, illiteracy etc. All these deficiencies affect the health of the people reduce their life expectancy. (v) No facilities of on the job training: On the job training or in service training is very essential for improving or acquiring of new skills to the persons employed in various importance is given o n the job training for the employees.The result is that the efficiency and knowledge of the workers remains technicians etc. is therefore of utmost importance for the efficient use of human resources. (vi) Study programme for adults: Study programme for adults can also be introduced for improving literacy rate. Programme for adults was introduced in many under developed countries of the world including Pakistan for providing basic education. increasing skills farmers and small industrialists. The scheme has miserably failed as no interest was shown by the adults in getting such training. (vii) Half earted measures for promotion of employment: In most of the world the ratio of unemployed or under employed persons is very large. For increasing employment and reducing under employment proper investment in human capital is required which is visibly lacking in LDC's. The govt. of Pakistan has taken a number of steps for increasing employment opportunities in the country such as establish ment of SME Bank for the promotion of self employment at the grass root level, encouraging domestic and foreign investment for increasing employment opening of technical and vocational training centers etc. tc. (viii)No manpower planning: Due to non availability of reliable data there is little manpower planning in less developed countries of the world including of course Pakistan. As a result thereof, there is no matching of demand and supply of different types of skills. The result is that large number of skilled and highly qualified persons remain underemployed. The frustration and discontentment among the unemployed or underemployed graduate and post graduates result in brain drain from the country. It is a huge loss to resources of developing countries. ix) Neglect of agriculture education: In LDC's where agriculture is the major sector of the economy. , very little attention is paid for educating the farmers to the use of modern agricultural practices. Unless the farmers are p rovided agricultural education and training on the fields, they will not be able to raise the agricultural the outlook of the farmers. 6. IMPORTANCE OF HUMAN CAPITAL ON SOCIAL AND ECONOMIC DEVELOPMENTP: In today's world production of goods and services on large scale are knowledge intensive.Knowledge can be imported and increased by making investment in education and provision of better health services to man. which is called investment in Man' or Human Capital Formation. The modern economists are of the view that a dollar invested on education bring a greater increase in national income than a dollar spent on dams, roads, bridges or other tangible capital goods. In the words of Professor, Galbraith, we now get the larger part of our industrial growth not from more capital investment but from investment in men and improvement brought about by improved men. ‘ The importance of human capital on economic and social development is now disused in brief. (i) Human Capital as a creat ive and productive resource: In all the developing countries of the world physical capital is invested in the construction of roads, dams, light and heavy industries, schools, hospitals etc. For proper investment and operation of these projects at low cost, you need the services of technicians, engineers, administrators, etc. If priority is not given to human investment and adequate resources are not invested in a man, the physical capital cannot be properly used.It will remain unutilized, underutilized, and misutilized. (ii) Rise in Marginal Efficiency of Capital: Human capital is now regarded as the most potent source of economic growth. It is a way of increasing output by increasing not the quantity of lab our but its quality. Investment in human capital improves the skills of work force and helps in raising marginal efficiency of capital. (iii) Utilization of foreign loans: The advanced countries of the world are assisting the developing countries by providing them grants, loans food supplies and technical expertise etc.The better education, the provision of knowledge, skills, expertise helps in proper utilization of foreign loans. (iv) Utilization of surplus manpower: The underdeveloped countries in general have abundance unskilled and untrained manpower. There is widespread under-employment and disguised unemployment in the urban and rural areas. The investment in right type of education, training, skill, health and nutrition sound manpower planning, on the job training programs etc. can go a long way in absorbing the surplus labor force and developing job opportunities. v) Effect on Health and Nutrition: Human capital formation also calls for investment in health and nutrition. If is a common knowledge that poverty, ill health, illiteracy and low productivity constitutes a vicious circle of poverty. If proper investment is made in health, nutrition drinking water etc. there will be improvement in the health of the people. There will be a desire of the p eople to work and increase production. The improvement in health status of the people thus helps in reducing population growth raising income and higher economic growth in the country. (vi) Social Change:Investment in human capital makes a positive contribution towards improving and brining fast changes in the economic and social life of the people of developing countries. Investment in human capital raises the general living standard of the people in less developed countries, it improves the quality of population i. e.. health and nutrition, literacy, skill, knowledge, desire to work. The surplus manpower is better mobilized and utilized for economic development. There is also a change in social climate of the people. The rate of social mobility increases. There is increased urbanization and industrialization.

Overseas Education To Study or Not to Study

Overseas Education: To Study or Not to Study? In most cases any travel opportunity is an exciting perspective you are impatiently looking forward to. Going overseas to study in some university is definitely an expectation of this kind, though it has its pros and cons. Therefore, the matter requires precise study before any decision is made, be it for or against. The advantages of studying abroad are quite numerous. First of all, it is intercultural experience. You mix up with new people and study their language, learn more about their culture and represent your own. This may also be considered a boosting personality building and educative activity. However, socializing and studying language can easily be done on the web. It will prevent you from cultural shock, all sorts of differences and even discrimination the other side of the coin. You have to weight you perspectives quite seriously here. However, being able to face the challenge of going abroad is a crash course in personal independence. You get to know other people and, what’s more important, get to know more of yourself. Personal independence requires more of internal dialogue, and thus, stipulates to learn more of your character and individuality. Nevertheless, the necessity to leave your family and friends may cause great inconveniences and stress when plunging into alien culture. The very essence of human nature is communication. We require society to exercise our individuality and develop. An overseas educational opportunity is a great challenge of individual growth, which cannot be regarded in strictly negative or positive way. By all means, it is an education experience to be approached in a very balanced and individual way.

Perception And Perception Of The Cognitive Development Of...

Both attention and perception are concepts that relate to the cognitive development of human beings. Both concepts contribute to our ability to control and direct the processing of stimuli, whether it is physical, visual, auditory or retrieved from stored memory. Perception is the ability to make sense of our surroundings, whereas attention is the ability to concentrate on any perceived stimuli. A link between perception and attention comes from an individual’s ability to choose which stimuli to allocate their attention towards. This ability is important due to the vast amount of information in which humans are presented with on a daily basis. By using selective attention, individuals are able to focus their attention on a specific†¦show more content†¦This is a lack of attention which is not caused by any visual or auditory deficits. It is when an individual fails to recognise an unexpected yet obvious stimulus. When there is too much stimuli for one to attend to, a ‘temporary blindness’ effect can occur and as a result individuals may fail to see unanticipated, yet obvious stimuli. There is a vast amount of research which suggests that no conscious perception can occur without attention. In Mack and Rock s (1998) study, subjects performed several trials of a length judgment task consisting of 2 lines in the form of a cross, presented on a computer screen. On one of the trials, an additional image was presented as well as the cross and participants were asked of their awareness of this. Results showed that a large percentage of participants failed to even notice the added figure, which suggests the existence of inattentional blindness. Mack and Rock (1998) therefore concluded that attention is needed for conscious perception. A similar conclusion was drawn by Rock and Gutman (1981) when they conducted a study where subjects were presented with a series of images of two overlapping lines. These were novel or familiar items and the lines were presented in different colours. The participants were instructed to only pay attention to one of the two lines, which caused inattention for the unattended figure. The results of Rock and Gutman’s (1981) study showed that participants

Epicac by Kurt Vonnegut - 897 Words

EPICAC is a short story which is written by Kurt Vonnegut and published in his book  ¨Welcome to the Monkey House ¨ (1968). This book is a collection of short stories with different themes from war-time epics to futuristic thrillers. This story was first published before in 1950 for Colliers Weekly. Kurt Vonnegut (1992-2007) is considered one of the most influential American novelists of the twentieth century. Some of his most important literary works are the following: Mother night (1961), Slaughterhouse-Five (1969) and Breakfast of Champions (1973). Summary of the story: The narrator begins by explaining his reasons for telling the EPICAC ´s story.†¦show more content†¦The designer of EPICAC is Von Kleigstadt who created it in order to be used to solve problems related to the war and any other subject. It could plot the course of a rocket from anywhere on earth. Evidence:  ¨Von Kleigstadt and the Brass wanted him to be a super computing machine that(who) could plot the course of a rocket anywhere on earth to the second button from the bottom on Joe Stalin ´s overcoat, if necessary ¨ (pages 297-298) Von Kleigstadt is inspired in two real persons. One of t hem is Wernher von Braun (1912-1977) who was a famous rocket engineer of the 20th century. He also was a member of the Nazi party and he worked for Adolf Hitler; he designed the V-2 rocket for him during the Word War II. Later, he was taken to the U.S. as part of the then-secret Operation Paperclip which was a program used to recruit the scientists of Nazi Germany for employment by the United States in the straight after the World War II (1939–45). Later, he became a naturalized U.S. citizen. The second one is J. Robert Opeinheimmer (1904-1967) who was an American theoretical physicist and professor of physics at the University of California,Show MoreRelatedEpicac Analysis1029 Words   |  5 PagesAnalysis of EPICAC A short story written by Kurt Vonnegut The short story EPICAC is written by Kurt Vonnegut. It is a fictional text about a very intelligent and expensive computer, EPICAC, built by Dr. Ormand Von Kleigstadt to solve complex worldly problems. The narrator works with EPICAC on the night shift along with another mathematician; Pat Kilgallen, whom the narrator wishes to marry, but because of his lack of romance and poetic skills she keeps turning him down. That is how one day theRead MoreThe Shah of Bratpur in Players Piano1601 Words   |  7 PagesOne literary technique that authors often employ is to use a character who is a â€Å"visitor† to provide insight into a society’s culture. In Kurt Vonnegut’s novel Player Piano, the author employs the Shah of Bratpuhr in such a manner. Instead of seeing a society that is better because of its reliance on machines, the Shah instead observes that the people of Ilium have become slaves to their machines instead. Instead of observing a society that worships a reli gious God and looks to him for inspirationRead MoreHumor And Science Fiction By Kurt Vonnegut1298 Words   |  6 PagesKurt Vonnegut was a very popular American writer. He wrote novels and short-stories filled with humor and science-fiction. His writing has become so iconic mainly due to his rule breaking literary innovation and the serious moral vision and cutting social commentary incorporated in his writing. One of the most recurring themes discussed by Vonnegut in his work is individuality. He constantly highlights the importance of individuality in an ironic way; by displaying the negative repercussions of anRead MoreEssay about The Role of Technology in Kurt Vonneguts Writing2806 Words   |  12 PagesbOutline/b br brThesis: Technology is the villain in Kurt Vonneguts works because of his hatred of corporate insensitivity and his awareness of the destructive social impact of science and technology. br brI. Kurt Vonnegut has a great awareness of the destructive social impact of science and technology. brA. Contraptions that Vonnegut calls social transplants replace contact with the awful real relatives and friends with synthetic ones. br1. Computers minimize human contact even

Role of Different Coaching Styles on Personal Development of Employee

Question: Discuss about theRole of Different Coaching Styles on Personal Development of Employee. Answer: Introduction It is efficient for John Lewis partnership to evaluate the skills which are lacking in the employees. This will help in developing their attitude which will result in higher efficiency in work (Leedham, 2005). Moreover, it will also assist in satisfying the customers to a greater extent as serving them is directly dependent on the skill set which needs to be acquired by the staff member. Further, different styles such as on the job training, coaching, greater leadership and team coaching will help the employees to attain the skills and become highly efficient in working. Project Title An investigation on assessing the role of different coaching styles on the personal development of employees. A case study of John Lewis partnership. Background And Research Problem Background The learning or personal development of employees plays a crucial role in the success of an organization. It motivates employees to contribute towards efforts towards achieving the long as well as short-term objectives so as to deliver right kind of products and services. The present research is based on John Lewis partnership which is retail organization deals with several kinds of products and services. This is business shed light on the development of employees and with this aim, it had conducted approximate face to face training sessions (Watt, 2004). At the same time, the company saw the drastic changes in the sales turnover by offering to learn among personnel. This is because 80% of the time of the selling coaches devoted to the development of the partners (John Lewis Partnership plc. 2017). This enables the corporation to integrate all related resources and ensure the continuous development of the employees by offering them learning (Abbott Rosinski, 2007). It proves to be e ffective in driving the valid outcome. In this regard, learning is offered by using varied kinds of coaching styles. Research problem The success of the retail industry is based on the efforts put by the employees who directly interact with customers. This aids to retain customers for longer time span. However, retention of customers is based on the retention of employees. Owing to this, it is crucial for management to ensure continuous improvement of the personnel by offering the training and development on time to time. At this juncture, development can be ensured through coaching and number of training initiatives (Auerbach, Stober Grant, 2006). This proves to be effective in developing the sense of achievement among personnel and they started contributing towards the success of the business. However, businesses which ignore the development of employees tend to face the lower profitability, dissatisfaction among employees and lower profitability. Owing to this, research problem is related to the personal development of the employees. Rationale Skilled and competent personnel better contribute towards the success of the business and learning serves as the motivation. The major issue associated with the company is related to the lower profitability and sales turnover. However, companies ensure the learning of employees but the poor selection of coaching style merely waste the time and sources. For this purpose, current research is being conducted to assess the impact of different coaching styles on the personal development of employees (Astorino, 2002). It would be effective to recommend the suitable ways through which management can retain and motivate personnel for the long time span. In this manner, the betterment of the businesses can be ensured with the increased rate of return. Project Aim And Objectives The aim and objectives of the current research are explained as follows- Aim To assess the impact of different coaching styles on the personal development of employees. A case study of John Lewis partnership. Objectives To assess the role of coaching for personal development of employees in the organization To evaluate the different coaching styles applied in the John Lewis Partnership To evaluate the impact of coaching style on the growth or development of employees working at John Lewis Partnership To recommend different ways to enhance personal development of employees at John Lewis Partnership Research Question What are the major role of coaching for personal development of employees in the organization? What are the different coaching styles applied in the John Lewis Partnership? What is the principle impact of coaching style on the growth or development of employees working at John Lewis Partnership? How John Lewis Partnership can enhance personal development of employees? Hypothesis Null Hypothesis (H0): There is no significant impact of different coaching styles on the personal development of employees of John Lewis partnership. Alternative hypothesis (Ha): There is a significant impact of different coaching styles on the personal development of employees of John Lewis partnership. Literature Review In this growing world, there is the high rate of competition among the people as well as in companies. Thus to sustain in the market, it is essential for the individual to grasp with latest skills and knowledge to acquire with greater opportunities. Further, in this assignment study is been made about different coaching styles which help to develop the personality of an individual. In this, a case study of John Lewis partnership is been taken to detail the about the topic. Berger (2006) stated that Marks Spencer is one of the most auspicious companies which take initiative for the development of there employees. Moreover, they feel that the development of the company is directly dependent on the practices which are carried in the firm. Further, motivating and personal development of employees plays a vital role for this. As per the opinion of the Bobick Berard (2011) feels that with better decisions regarding the development of employees will help to grow there value and motivate th em to work efficiently. John Lewis partnership highly focuses on the training and development of the employees in relation to their skills, corporate goals, attitude and working style which will help to attain the targets of the company in an efficient manner. Further, there are different schemes and methods which make their staff efficient enough and compete with the modern working (Benedicta, 2010). Further, personal development helps the employees as well as companies to enhance with there knowledge and come up with there talents which proves beneficial for the firm. According to Blattner, (2005) mentoring is one of the efficient styles which is been used by the firm to develop their skills to work more efficiently in the organisation. Moreover, it is the method which is practised while working in the firm. In this, the leaders mentor their subordinates for learning different methods and working with new technology equipment. This will assist them to develop their company to a gr eater level. As per the opinion of Brockbank McGill (2006), coaching is also an effective means which will enable them to develop personally as well professionally. In this, a qualified person is been appointed which train the employees about the latest technology and teach them about the different skill set that helps to come up with their talents and work more efficiently. In addition to this, the person who is appointed in John Lewis partnership at first they give them on the job training to them. In this, they train them from starting that is by giving orientation program to the process of doing work. Grant (2001) stated that giving training sessions to employees will help them to furnish their skills that will be beneficial for growing the company to a next level. Furthermore, John Lewis partnership is a worldwide brand which means that the people employed in this must serve the customers in the most efficient manner so as to maintain their dignity in the market. Thus for this, company take several measures to develop their skills personally so they can provide greater services. There are various types of coaching which help in making the employees develop their skills to a greater extent. Leadership coaching is one of the efficient ones in which an experienced coach is been appointed which have a better knowledge about the organisation and their ethics. They make them learn about different things which help in developing there personal values which have a direct impact on the functioning of the business. According to Hackman Wageman (2005) career coaching also help the employee s to focus on a particular target and make them learn the things which will help them to achieve the target. This is highly dependent on different skill set such as proper mentoring, advising and another psychometric tool which helps them to achieve their target goals. Thus, this method will assist the company to make their employees highly focused about their work and which will directly reflect the higher rate of sales. Moreover, this will satisfy the customers to a greater extent and help to earn more profits. In the opinion to Palus et al., (2003) team coaching also plays a crucial role in developing the personal attitude of the employees. In this, the person gives group training about the values and skills which need to be acquired by the staff to give better results to the firm. Further, leader's main aim is to achieve the greater performance of the employees so that they can achieve the target of the company. In addition to this, John Lewis partnership firstly evaluates the skills and development of employees which need to be polished. Thus, this will help to know the weak points of the staff which will to be developed. Further, they will develop the plans and schemes which need to be adapted to make them learn and polish their skills to provide greater services. Moreover, as per Miller (1990) personal development is highly beneficial for the person to come up with their hidden talents and different viewpoints that may help to increase their efficiency of doing work As per the requirement they set with the schemes and teaching plan which may result in most efficient manner so as to make them learn different skills and knowledge. This will help the staff to overcome their weak points and learn different things. Further, it will make them efficient enough in performing their task and serving the customers. Research Methodology Type of investigation The current study is based on the quantitative type of investigation as research is considering two aspects to assess the impact of different coaching styles on the development of employees (Miles, Huberman Saldana, 2013). It enables the researcher to assess the impact of one variable on other so as to accomplish the certain purpose of the research. On the other hand, qualitative type of investigation is applied to carry out in-depth analysis (Jahn, 2011). However, qualitative research is more suitable for the current study. Research approach There are research approaches such as inductive and deductive which are applied as per the requirement of the study (Sgier, 2012). In the current research deductive approach has been applied in which researchers first collect the secondary data and then reach to the specific outcome. On the other hand, inductive approach begins with the collection of the specific outcome so as to reach to the general outcome. Owing to this, a deductive approach is more suitable and it has been applied in the study. Research design The descriptive research design is applied to understand the characteristic of the population which is studying where explanatory research design provides the cause and effect relationship (Lacey Luff, 2001). This shows that explanatory research design is more suitable wherein research assess the effect or impact of coaching styles on the development of employees (Polkinghorne, 2005). This proves to be effective to accomplish the research aim and enable the scholar to apply the suitable strategies to select the right style of coaching. Data collection and data analysis Data collection is the process of collecting necessary information for the valid outcome. The current research is based on secondary data only wherein the information about John Lewis partnership and other organization has been collected (Hayes Sliwa, 2003). Furthermore, the outcome of the investigation is based on the past information, therefore, primary data are not selected. Owing to this, selection of secondary data can be justified. In this regard, journals, books and online articles are referred (Simmons, Nelson Simonsohn, 2011). On the other hand, data analysis has been carried out by using the statistical techniques such as correlation and regression. However, qualitative analysis is based on themes which are constructed in accordance with the questionnaire method. Owing to this, selection of quantitative method is more suitable to derive the valid outcome (Pausas Lavorel, 2003). Findings From The Secondary Data The outcome or analysis of the current study is based on the collection of secondary data. The following table is showing information collected from 42% employees who were asked to fill the questionnaire. With the collection of data, it has been found that 90% employees increased their confidence level with the help of training or learning methods. On the other hand, 80% participants found that communication skills were improved. In addition to this, 75% respondents learned from to explore their career opportunities. This effect is the outcome of the team and personal development coaching (Orodho, 2003). This enables companies to improve the internal performance of the business and bring drastic changes in the overall personality of the employees. This aids to create the competitive edge of the business and meet the expectations of all related stakeholders. Therefore, a finding of the study is showing positive changes in the personality of the employees or people who attended a train ing program. Table 1: Personal development through coaching Changes in the parameters Approved percentage of people Increase in the level of confidence 90% Learned to communicate effectively 80% Learned to deal with the conflicting situation 82% Enhances grasping power 80% Improved the decision-making process 97% Learned to explore the career opportunities 75% Understood to predict the changes in the workplace 85% The study conducted by to assess the impact of different coaching styles on the performance or development of the employees. For this purpose, two-way analysis of variance analyses has been applied on the 90% significance level. The below-mentioned outcome is showing that there is no statistically significant difference in the derived value of mean associated with the employee performance between varied coaching styles (business coaching and executive coaching style). This is interpreted with the help of p-value (0.097). Owing to this, it can be said that executive and business coaching cannot ensure the development or personal development of the employees working in the John Lewis partnership as it only provides them theoretical knowledge related to the business activities which might not be there in their interest areas. On the other hand, teach coaching and personal development coaching is statistically significant for the employee performance. This is because P value is 0.004 whe reby it can be analysed that self-personal development and team coaching facilitate to bring improvement in the performance of the employees. Figure 1: Two Way Analysis of Variance Test Results Figure 2: Multiple Regression Coefficient Results Tarur et. al., (2015) conducted multiple regression models in the study. The outputs are explained in the following graph. The standard deviation on average is showing that executive coaching tends to reduce the performance of employees by 0.018 where employees are reduced by 0.086 from business coaching. However, team and self-development coaching are contributing towards improving the performance of employees due to their attention to their growth and development. This proves to be effective in driving the valid outcome and supporting corporation in increasing overall rate return. This s because employees get the higher level of confidence with the help of cited coaching styles. Discussion Discussion of findings According to the collected information, it can be analysed that coaching should be directed towards the personal growth and development of the employees. This would be effective to enhance their level of confidence and support them in contributing towards the growth and success of the business. It proves to be effective in driving the valid outcome for the business. However, business-oriented coaching relatively less affects the performance of employees in a positive manner. Owing to this, a company can effectively assess the training need and accordingly personal development of personnel can be ensured. Furthermore, employees get the life-changing experience with the effect of training or coaching they go through at the workplace. This enables a corporation to integrate all related business activities and accomplish the specified objectives of the business. It leads to meet the expectations of stakeholders as the satisfied and highly skilled personnel automatically contribute towards the success of the business. Recommendation According to the collected information, it can be suggested to the management of John Lewis that business coaching should be integrated with the personal coaching. This will have the dual impact on the organization and employees both. It would be effective in bringing improvement in their personality. On the other hand, the effectiveness of coaching style should be assessed by reviewing the behaviour of employees through the observation method. It will be effective to understand that how communication skills or others things got improved. Moreover, the expert can be hired or called upon the requirement of the professional and personal development of the employees. This provides something extra to the personnel and increases their involvement with the organization. Future scope of the research The future scope of the research can be related to assessing the impact of different learning style on the performance of the employees. For this purpose, primary data can be collected from employees and management to assess that how productivity or performance of a business is improved after providing the training. On the other hand, research can be conducted to analyse the impact of on the job training on the performance of an overall organization. It would be effective for corporations to apply suitable strategies to maintain the competitive edge of the business. Limitations The entire study was based on the secondary data; however, the collection of primary data might provide the meaningful outcome by collecting information from employees itself. Yet, extensive efforts were put by the researcher to gather appropriate secondary data and meet the research objectives in the right manner. In addition to this, lack of enough time was another critical limitation. However, time availability provides the chance to the researcher to complete overall research in an effectual manner. Conclusion The aforementioned research concludes that business and personal development coaching contribute towards ensuring the development of employees. For this purpose, management should adjust another coaching accordingly which increases the interest of employees and they can improve the performance of a business. 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