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Assertiveness training was introduced by Andrew Salter (1961) [3] [full citation needed] and popularized by Joseph Wolpe. [4] Wolpe's belief was that a person could not be both assertive and anxious at the same time, and thus being assertive would inhibit anxiety. The goals of assertiveness training include: [5] increased awareness of personal ...
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Conflict management is the process of handling disputes and disagreements between two or more parties. Managing conflict is said to decrease the amount of tension; if a conflict is poorly managed, it can create more issues than the original conflict.
Kurt Lewin laid the foundations for sensitivity training in a series of workshops he organised in 1946, using his field theory as the conceptual background. [1] His work then contributed to the founding of the National Training Laboratories in Bethel, Maine in 1947 – now part of the National Education Association – and to their development of training groups or T-groups.
The Thomas Kilmann Conflict Mode Instrument (TKI) used a version of this with "Assertiveness" and "Cooperativeness" as the two factors, also leading to a fifth mode: Competing, (assertive, uncooperative) Avoiding (unassertive, uncooperative) Accommodating (unassertive, cooperative) Collaborating (assertive, cooperative)
A model of onboarding (adapted from Bauer & Erdogan, 2011) Onboarding or organizational socialization is the American term for the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders.
The term "soft skills" was created by the U.S. Army in the late 1960s. It refers to any skill that does not employ the use of machinery. The military realized that many important activities were included within this category, and in fact, the social skills necessary to lead groups, motivate soldiers, and win wars were encompassed by skills they had not yet catalogued or fully studied.
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