BOOK 1984 MiniProject: What makes a human being? One of the themes of 1984 is human dignity. In Part Two, Winston’s dreams and memories of his mother lead him to an appreciation of the proles and to the realization that “the proles had stayed human” (165). In Part Three, O’Brien refers to Winston as “the last man...the guardian of the human spirit” (270). Step 1: Write to analyze and explain your perspective on what it means to be human. Your writing should be 1-2 pages typed and printed. Think about all of the qualities that make a person “human” according to Winston—qualities that Winston says the Party has taken away and that Winston has had to “relearn by conscious effort” (165). Consider those qualities in your analysis and emphasize and/or add the qualities that you feel are most important to being human. Be sure to reflect the importance of each of the qualities both within the novel as well as importance to the human experience. Step 2: Choose from the options below or create your own (must be approved) to present/ illustrate your analysis: 2. Create a “recipe” that contains all of the essential “ingredients” that make up a human being. 3. Write your own lyrics to a song that explains what it means to be human. 4. Reflect key events from Winston or Julia’s point of view (ex. diary, social media account, video). 5. Make a written, audio, video, visual recording of Winston’s diary throughout the novel. 6. Create an interview with one of the characters (ex. News broadcast, talk show). 10. Create your own original ending for the novel. Conflict Resolution Strategies Outline Conflict Resolution Strategies – FH (Cultural Clashes in Workplace) I. Understanding the conflict · Identify contributing factors to conflicts in work environment. · Identify the parties involved in the conflict. · Approach towards achieving resolution. II. Goals · The short-term goal of conflict resolution. · The long-term goals of conflict resolution. III. The actual practice of conflict · Theoretical information which is the description of conflict resolutions that is to be used. · Inventive practices that show why this initiative is unique in resolving conflict. · The step by step instructions of resolving conflict in the workplace. IV. Conclusion · The guidebook towards achieving conflict resolution. · Resources necessary for establishing better conflict resolution. · Contact information for conflict management groups. GYPSYLOXX™ Conflict resolution Training ManualWelcome to the GLX Team The GLX mission is to start a movement to inspire the youth to become their own person; to create a distinctive look that is modern, upscale and versatile; as well as doing our best to assure ultimate Customer satisfaction. As a member of the GLX team, you are responsible for creating a friendly work environment by exhibiting the positive traits listed in this manual. We were very impressed with your experience and/or skill set and we think you w.

1. BOOK 1984
MiniProject: What makes a human being?
One of the themes of 1984 is human dignity. In Part Two,
Winston’s dreams and memories of his
mother lead him to an appreciation of the proles and to the
realization that “the proles had stayed
human” (165). In Part Three, O’Brien refers to Winston as “the
last man...the guardian of the
human spirit” (270).
Step 1: Write to analyze and explain your perspective on what it
means to be human. Your writing
should be 1-2 pages typed and printed. Think about all of the
qualities that make a person
“human” according to Winston—qualities that Winston says the
Party has taken away and that
Winston has had to “relearn by conscious effort” (165).
Consider those qualities in your analysis
and emphasize and/or add the qualities that you feel are most
important to being human. Be sure
to reflect the importance of each of the qualities both within the
novel as well as importance to the
human experience.
Step 2: Choose from the options below or create your own (must
be approved) to present/
illustrate your analysis:

2. 2. Create a “recipe” that contains all of the essential
“ingredients” that make up a human being.
3. Write your own lyrics to a song that explains what it means
to be human.
4. Reflect key events from Winston or Julia’s point of view (ex.
diary, social media account, video).
5. Make a written, audio, video, visual recording of Winston’s
diary throughout the novel.
6. Create an interview with one of the characters (ex. News
broadcast, talk show).
10. Create your own original ending for the novel.
Conflict Resolution Strategies
Outline
Conflict Resolution Strategies – FH (Cultural Clashes in
Workplace)
I. Understanding the conflict
· Identify contributing factors to conflicts in work environment.
· Identify the parties involved in the conflict.
· Approach towards achieving resolution.
II. Goals
· The short-term goal of conflict resolution.
· The long-term goals of conflict resolution.
III. The actual practice of conflict
· Theoretical information which is the description of conflict
resolutions that is to be used.
· Inventive practices that show why this initiative is unique in
resolving conflict.
· The step by step instructions of resolving conflict in the

3. workplace.
IV. Conclusion
· The guidebook towards achieving conflict resolution.
· Resources necessary for establishing better conflict resolution.
· Contact information for conflict management groups.
GYPSYLOXX™ Conflict resolution Training
ManualWelcome to the GLX Team
The GLX mission is to start a movement to inspire the youth to
become their own person; to create a distinctive look that is
modern, upscale and versatile; as well as doing our best to
assure ultimate Customer satisfaction. As a member of the GLX
team, you are responsible for creating a friendly work
environment by exhibiting the positive traits listed in this
manual.
We were very impressed with your experience and/or skill set
and we think you will be a perfect addition to our team. If
you’re reading this, it probably means you have gone through
all the(legal/HR) steps involved in becoming an official
employee of GYPSYLOXX™. The next step Is getting you
ready to be able to handle any common conflicts that you may
encounter so that you are able to improve your problem solving
skills as well as be more confident in your answers to ensure
personal and customer satisfaction.
We are looking forward to getting you ingrained in the costumer
service department. Over the following weeks and several
months, we will be working together on your problem solving
skills that you will be able to use in many different occasions,
and for the rest of your life! We are incredibly grateful to have
your great communicational/people skills and great charisma to
round out the team and head towards sure success! We very
much look forward to working with you and hope you enjoy the
learning process!
Table of Contents
I. Emotional Intelligence and Behavior

4. II. Identifying the Issue
III. Active Listening/Diagnostic Questions
IV. Reframing Strategies
V. Brainstorming
I. Emotional Intelligence and Behavior
A. Developing Emotional Intelligence
a. Start with self-discovery and self-awareness
i. Learn about yourself and how you see the world
ii. Recognize range of emotions and know your strengths and
weaknesses
iii. Self-regulation – responding to strong emotions and staying
calm and open-minded
b. Choosing to Listen
i. Remain silent While the other party is speaking
ii. Free your mind of bias/stereotypical thoughts
iii. Put yourself into others’ shoes
iv. To further understand a person, ask diagnostic questions
1. Who, What, where, when, why, and how?
2. “Tell me more about…”, or “How can I understand this
better?”
c. Respond rather than react

5. i. One may not be able to choose emotional reaction, but you
are in control of what you do in response.
ii. Make decisions using logic and emotional intelligence
iii. Express your emotions
1. Use I-statements when expressing how you feel
2. Be honest
3. Put messages into context
iv. Look for common Ground
1. Respect differences among people
2. Recognize similarities
d. Be Willing to Accept Feedback
i. Avoid responding with negative comments
ii. Listen without resistance
iii. Be opened to changing a manner that doesn’t serve you or
the situation
1. Be willing to admit when you are wrong, take accountability
e. Overcoming differences
i. Agree to disagree
ii. Respect titles and names
iii. Put messages into context
iv. Always remain level-headed, even/calm tone of voice
v. Share what you think openly and try finding a solution when
stating it out loud, don’t just make statements to let others know
your feeling on the subject.
B. Behavior
a. Maintain Eye contact
i. Look at the other person while they speak
ii. Observe body language
iii. Let speaker know you are listening
1. Using gestures or acknowledgment words
b. Display Openness
i. Display openness through your facial expressions and body
1. Uncross arms and legs
ii. This requires self-awareness skills
c. Choose your nonverbal message
i. How you say something can be more important than what you

6. say
1. Depends on your tone, posture, and gestures which will add
up into a silent message
ii. By having open body language and listening, people will be
more inclined to sharing openly and honestly because they
won’t feel judged or have their guard up.
d. Display confidence
i. confidence is knowing what you're good at, the value you
provide, and acting in a way that conveys that to others
ii. By having knowledge of the company and the product, you
will be able to speak confidently and Knowledgeably.
II. Identifying the Issue
Conflict resolution is a communication discipline with a set of
practical steps. One of the first steps is “identifying the issue.”
In order to understand how to effectively identify the root of a
conflict, we have to understand why conflicts arise. As humans,
we are in constant interaction with one another, and in these
interactions, we face several conflicting needs, goals, and
values. Since we have different opinions about the rules that
should govern our conduct, disputes will arise when three
specific circumstances come together. These circumstances are
beliefs that you are being deprived of something you want, and
that someone else is causing the deprivation, and finally that
this deprivation violates a social norm.
We can define these three situations into three words: name,
blame, and claim. Once we understand the structure beneath
every conflict, we can take the first step into one of the most
important phases of the process of conflict resolution which is
"identifying the issue." Keep in mind that avoidance and blame
should be the first things out of our roadmap to conflict
resolution. When you enter the blaming cycle, it will be way
more difficult to uncover the real issue. Instead, you need to
identify the nature of the disagreement. The nature of the
conflict could be relational, substantive, or perceptual. A
relational conflict is about your relationship with the person. A

7. substantive conflict is a disagreement about content or process.
Lastly, a perceptual conflict is a disagreement about how you
are viewing the situation. You must also investigate your own
interest in the issue. It will help you to focus on the root of the
disagreement and find reasonable resolution.
A. Scenarios
Leadership Conflict: If your manager has a tendency to
disrespect you in front of other employees, or if your employees
have the tendency to disregard your orders and rules.
Work Style Conflict: If your coworker is more productive under
pressure, and you like to work in a stress-free environment, or
vice-versa.
Cultural conflict: The values and beliefs differences between
you and your coworkers are affecting the overall productivity of
the company.
Identifying the nature of the conflict. Is it relational,
substantive, or perceptual?
Activity 1 – If you answer “YES” to more than 2 questions
below, the chances that your conflict is from a relational nature
is very likely.
Question #1: Do you feel like you can’t get along with this
person even outside the work environment?
Question #2: Do you get irritated with this person in various
situations?
Question #3: Is there a tension between you two even if there is
no apparent disagreement?
Activity 2 – If you answer “YES” to more than 2 questions
below, the chances that your conflict is from a substantive
nature is very likely.
Question #1: If this person changed the way he or she executed
things would you be satisfied?
Question #2: Do you get along with this person in other subject
areas of your work?

8. Question #3: When you are not discussing work-related topics,
do you usually feel at ease with this person?
Activity 3 – If you answer “YES” to more than 2 questions
below, the chances that your conflict is from a perceptual nature
is very likely.
Question #1: Does the topic of your disagreement seem more
important to you than to the other person? Or vice-versa.
Question #2: Does this conflict seem to bother only you and not
the other person?
Question #3: Do you feel like you see something about this
conflict that the other person doesn’t see it?
After identifying the nature of the issue, your chances to find
common ground and reasonable resolution will substantially
increase.
III. Active Listening/Diagnostic Questions
A. Active Listening - Active listening is a technique that
requires the listener to fully concentrate, understand, respond,
and remember what is being said. This technique will be vital
to understanding any customer’s needs and figuring out the best
way to assist them. However, active listening can be applied to
many other situations also in the workplace. The first step to
active listening is giving the speaker your full attention. This
requires silencing all distractions (even your cell phone). The
next step is letting the speaker know that you’re listening. Do
not interrupt the speaker while they’re talking but offer visual
clues that you’re listening (such as a nod, a smile, and
maintaining eye contact). Otherwise, the speaker can draw the
conclusion that you are not listening which can lead to further
conflict. Verbal cues can also be used in moderation to let the
speaker know that you are engaged in the conversation. A
simple “mhmm”, “yes ma'am”, or “yes sir” will suffice to show
the speaker that you are listening intently. By simply not
seeming distracted, customers will feel as if they had your
undivided attention.
B. Diagnostic Questions - Besides active listening, there should

9. be certain questions that we should always be asking customers.
Question such as “Is there anything I can help you find today?”
or “What brings you in today?” can also be extremely helpful in
avoiding conflict with customers. Customers should always feel
comfortable in asking you for assistance. This process begins
as soon as the customer walks into the door. They should
receive a friendly greeting and be informed that you are there
for assistance if it is needed. Staying composed and offering
help is crucial to avoid conflict. Even if a customer has a
complaint and seems to be seeking a confrontation, remaining
composed and using active listening to figure out exactly what
they are upset about is the remedy to de-escalate those
situations. At the end of the day, our goal is to assist customers
and provide them with our product. Engaging in arguments and
furthering conflict with customers undermines that goal.
(Scenario 1) A customer walks into the store and begins
browsing. After browsing for a while, the customer complains
to you that all of the merchandise in the store is too expensive
and overpriced.
(
Solution
) In this situation, the conflict stems from the opinion of the
customer. Your job is not to change their opinion, but to simply
work around that opinion to get them what they want. A simple
way to do this is saying, “I understand your frustration
ma’am/sir. If you like, I can inform you about some sales that
we have in the store right now. Also, I can show you some of
our online merchandise that may be a little less expensive than
our in-store items.” This not only de-escalates the conflict, but

10. it gives the customer incentive to stay around and still purchase
merchandise rather than going to another store.
(Scenario 2) A customer walks into the store and begins
browsing. Shortly after, you witness the customer attempting to
stuff a pair of shoes into their bag. However, they don’t notice
that you see them.
(