Peer ReviewEffective Peer Review

Post your rough draft during unit 9, in order to provide your classmates the opportunity to provide you with suggestions for improvement before you submit your final version to the instructor on Friday of unit 10. In order to maximize the possibility of receiving one or more peer reviews of your draft, you are encouraged to post your draft as early as possible during Unit 9.
Use the Peer Review Feedback Guidelines to provide specific corrective, coaching, or supportive feedback to at least two of your classmates’ presentations. You will be graded on both the timing of your own draft posting as well as the quality of your feedback.
Before beginning this discussion, be sure that you have posted a complete draft of your project and downloaded copies of the projects you will review. In preparation for the peer review activity, read the Capella University Writing Program’s Guidelines for Effective Peer Review.
Then provide feedback to the peers whose projects you agreed to review. List the name of the learner you are providing feedback for in the Subject area of your posting so the learner can easily identify your feedback.
A peer review provides objectivity and a fresh perspective, and can be used to add clarity to your work. The feedback you receive encourages self-reflection, as you consider how to incorporate these comments to revise and strengthen your work. The end result is a stronger body of work.
Giving Feedback
When giving feedback, address the following criteria using the Guidelines for Effective Peer Review provided in the Resources:
•   Identify the strengths of the work first, then identify areas that would benefit from expansion or clarification.
•   Comment on how well the draft analyzes business communication through specific, theoretically grounded concepts and appropriate methods.
•   Comment on how accurately the draft analyzes the interrelationship of organizational communication, including individual and team relationships, culture, and performance as appropriate.
•   Comment on how well the draft develops personal communication competencies in regard to process understanding, interpersonal sensitivity, communication skills, and ethical responsibility.
•   Comment on how well the draft evaluates organizational communication events and includes recommendations for improvement.
•   Comment on how well the draft complies with APA formatting guidelines for citations and references.
•   Comment on the specific feedback questions posted by the author.
As you respond to each of the items above, provide specific examples from the paper of what is working or not working for you. Also, avoid focusing your comments on issues of grammar and copy editing, but if there are glaring issues within the work, you can mention it. Remember to be constructive and respectful in your comments. The bulk of your feedback should be about how well the learner is achieving the objectives of the project.
Receiving Feedback
When receiving feedback from other learners, you may:
•   Thank them for their time and comments.
•   Ask any follow-up questions regarding their comments.
•   Let them know how their feedback will be used to improve the project.
Be sure to refer to the Organizational Communication course project description as you create your draft and as you provide feedback to your fellow learners.

MY PAPER MY OUTLINE IS ATTACHED PLEASE FOLLOW THE OUTLINE AND MAKE CHANGES
Introduction
Conflict is a term that is used to show the existence of a contest between people,
especially who are united in a setting, but have differing opinions or viewpoints. Such
occurrences within a team or a group of people are foreseeable; however, there are instances
where they may not be easy to pre-determine. As a result, any incidence that may result into a
conflict may lead to counterproductive results. Hence, the purpose of this study is to offer an
insight on conflict preferences, strategies and tactics in use to resolve conflict, how emotion
contributes to conflict and ways of managing conflict as an integral part to a high-performance
team.
Conflict preferences
Self-concept affect the way people think and feel about themselves. For example,
different people in this case of study have got unique feelings, thoughts and opinion about who
should take the lead of the project, and who should be heard by the chairperson in order to make
conclusion of the matter. In addition, personal expectations and self interest have presented
conflict preference in the case study. For instance, some individuals feel they are more skilled to
lead the implementation of the project. Consequently, attacking persons and not issue discussed
by communicating personal feelings aggressively; thus, escalating the conflict in this case study.
Failure by some members to focus on the agenda, through drawing attention to the
position about the issue, disregarding and disrespecting difference opinions, forcing compliance,
and reviewing the situation as a competition, where one has to win and one has to lose presented
disagreement in the case study (Zalabak, 2015).
Strategies and tactics used for conflict resolution
Being a accommodative by overlooking own affairs to satisfy those concerns of others,
and executing selfless generosity via yielding to others’ wishes when one would prefer not to do,
facilitate conflict resolution. Significantly, it is compromising the beneficial solutions, which can
make both parties to be comfortable in the long run. In addition, such issues may not consider
other parties through exchange of ideas and getting the best approach to solve any arising
conflicts. Similarly, pursuing concerns of both parties involved in conflict through a solution that
suit both parties completely, and collaborating to address all underlying concerns or denying the
availability of conflict, impact on strategies for conflict resolution positively.
How emotions contribute to conflict
In an organization, emotions are considered to occur as a result of a conflict that ensues
between two or more team members. In essence, emotions are considered to form part of the
influences that result to the causations of conflict situations; for example whether these cases
occur at an individual level or group levels (Zalabak, 2015). Therefore, such occurrences are
inflicted by social-psychological views that can be seen as wholly independent of any
substantive matters. A good example is the case that has been under study that demonstrates the
occurrence of intense emotional incidences, which can affect planning activities in an
organization.
Recommendations for solving the conflict
Reconciliation and resolution should be core to avoid conflicts by challenging the
position, not the person, conveying supportiveness and positive regard for the person, and
framing ideas positively rather than negatively through expressing a commitment to mutually
beneficial goals.
Conclusion
In brief, conflict is deemed as an unavoidable part of organizational experiences. Thus, it
is argued that the type of conflicts that arises in an organization has potential advantages and the
in case the organizational processes that can make any such occurrence to be destructive,
especially when there are mechanism put in place to reduce, resolve or avoid it occurrence

Peer Review Scoring Guide Grading Rubric
Criteria   Non-performance   Basic   Proficient   Distinguished
Identify strengths in the draft and areas that would benefit from expansion or clarification.
15%    Fails to identify strengths in the draft and areas that would benefit from expansion or clarification.    Identifies some strengths in the draft and areas that would benefit from expansion or clarification.    Identifies strengths in the draft and areas that would benefit from expansion or clarification.    Identifies strengths in the draft and areas that would benefit from expansion or clarification and relates to organizational communication.
Analyze how well the draft describes organizational communication through specific, theoretically grounded concepts and appropriate methods.
20%    Does not analyze how well the draft describes organizational communication through specific, theoretically grounded concepts and appropriate methods.    Analyzes how well the draft describes organizational communication without mentioning specific, theoretically grounded concepts and appropriate methods.    Analyzes how well the draft describes organizational communication through specific, theoretically grounded concepts and appropriate methods.    Analyzes how well the draft describes organizational communication through specific, theoretically grounded concepts and appropriate methods and provides suggestions for improvement.
Analyze how the draft describes the interrelationship of organizational communication, including individual and team relationships, culture, and performance.
20%    Fails to analyze how the draft describes the interrelationship of organizational communication, including individual and team relationships, culture, and performance.    Analyzes how the draft describes aspects of interrelationship of organizational communication, including individual and team relationships, culture, and performance.    Analyzes how the draft describes the interrelationship of organizational communication, including individual and team relationships, culture, and performance.    Analyzes how the draft describes the interrelationship of organizational communication, including individual and team relationships, culture, and performance while suggesting ways to relate to organizational communication.
Describe how the draft analyzes personal communication competencies in regard to process understanding, interpersonal sensitivity, communication skills, and ethical responsibility.
15%    Fails to describe how the draft analyzes personal communication competencies in regard to process understanding, interpersonal sensitivity, communication skills, and ethical responsibility.    Partially describes how the draft analyzes personal communication competencies in regard to process understanding, interpersonal sensitivity, communication skills, and ethical responsibility.    Describes how the draft analyzes personal communication competencies in regard to process understanding, interpersonal sensitivity, communication skills, and ethical responsibility.    Describes how the draft analyzes personal communication competencies in regard to process understanding, interpersonal sensitivity, communication skills, and ethical responsibility and provides suggestions for improvement.
Evaluate how well the draft describes organizational communication events.
15%    Fails to evaluate how well the draft describes organizational communication events.    Evaluates aspects of how well the draft describes organizational communication events.    Evaluates how well the draft describes organizational communication events.   Evaluates how well the draft describes organizational communication events and includes recommendations for improvement to description of organizational communication.
Evaluate use of APA style citations and references sources.
15%    Fails to evaluate use of APA style citations and references sources.   Evaluates some uses of APA style citations and references sources.   Evaluates use of APA style citations and references sources.   Evaluates use of APA style citations and references sources and includes suggestions for improvement.