...Running head: STRATEGIES IN CONFLICT RESOLUTION Avoiding and Accommodating Avoiding and Accommodating are the two of the five strategies in conflict resolution that will be discussed in the concept application paper. Managers must be effective communicators in order to match the correct strategy to the different situations that might come up at the job. And since various conflict situations require different strategies, managers need to know what strategy to use to solve a conflict or problem. During the Avoiding strategy, neutrality is maintained at all costs, and withdrawal relieves the necessity of dealing with situations that would arouse conflict. In this strategy the concern for production and the concern for people are very low. On the other hand, during the Accommodating strategy, disagreements are smoothed over, and a state of peaceful coexistence is the ultimate goal. In this strategy the concern for production is very low, and the concern for people is very high. The Avoiding strategy is for people that see conflict as a hopeless, useless experience. Instead of tolerating the tension and frustration of conflict, managers using the avoiding strategy simply remove themselves from conflict situations. This conflict management style is the second most popular among U.S. managers. A common way of avoiding is when managers ignore a comment or change the subject when conversations begin to threaten. Another way to avoid...
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...Conflict Management in an Organization Introduction Druckman and Diehl (2006) stated that conflict resolution involves a series of steps taken toward eliminating friction within members of a particular organization. Arbitrators or people holding neutral positions on the matter usually carry out conflict resolution. They may take a different approach depending on the type of conflict or the magnitude of the conflict. To alleviate issues between parties, active or passive conflict resolution is used. Griffin and Goodwin (2013) explained that active conflict resolution consists of accommodation, compromise, collaboration and competition. Each of these conflict resolution styles have advantages and disadvantages. This article “Conflict resolution” (Lansford, 2008) discussed the advantages enjoyed on application of active conflict resolution. The article also discussed the communication channels for use. Finally, the article identifies the timeline of events in communication of change. Active Conflict Resolution Strategies Active conflict resolution involves several strategies. When coupled with, they possess significant advantages in the processes of conflict resolution. For instance, a collaborative effort has significant advantages. First, it allows parties to express their grievances openly. As a result, the parties find mutually beneficial solutions. According to Lansford (2008) using this strategy, identification of the roots of a problem is possible. The organization is...
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...Managing Conflict In Organisation- An Overview Volume 8 Issue 4 Fall 2010 Posted On Tue, Sep 21 2010 16:46:00 Authors: Muyiwa Adeyemi Editor's Rating:0 (0 Ratings) Reader's Rating:0 (0 Ratings) Login to Rate | About Ratings Introduction In any organization, effective administration of the resources available is very important and paramount to the attainment of its objectives. The human aspect of the resources is most important and crucial as it is the one responsible for the co-ordination of other factors and more importantly conflict situation among staff cannot be over-emphasized. It is known fact that no two workers are the same, even twins are only alike. Nwakwo (1987), Craston (2002) and Onanuga and Arikewuyo (2005) describes administration as the careful and systematic arrangements and use of resources (human and material), situation and opportunities for the achievement of specific objectives of a given organization. To this end, it is worthy of note that effective organizational administration is necessary for managing conflict situation in any system, such should be embedded in the day-to-day running of the industry. Conforming to this viewpoint, Peretomode (2001) describes administration as the performance of executive duties, the carryout of policies or decisions to fulfill a purpose, and the controlling of the day-to-day running of an organization. To this extent, among the very important duties of an administrator, is the management of...
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...Presentation: Managing Workplace Conflict Donna Jacobson HRDV 5610 Fall I October 8, 2014 Table of Contents Course Overview………………………………………………………………………………….3 Needs Assessment and Analysis………………………………………………………………..….………4 Outline…………………………………………………………………………………………….6 Evaluation Plan……………………………………………………………………………………8 References………………………………………………………………………………………..12 Course Overview Conflict in the workplace happens every day and with our hectic, ever changing work environment, it is no wonder. Because conflict is so common, each of us needs to develop the skills necessary to manage conflict productively. The good news is, when properly managed, conflict provides a chance for us to learn from each other, to improve our work methods, and to build team solidarity. Target Audience: Professionals in any work environment who wants to hone their conflict resolution skills. Needs Assessment and Analysis Conducting a needs assessment is a vital aspect of training. The most efficient way to identify trainee needs is often by surveying them. I choose to do a survey based on the Likert scale. The survey is below and the responses of the five participants are annotated. 1. I see conflict as an opportunity. Never Sometimes Always 1/ 5 3/5 1/5 2. I address conflict openly, without avoiding or Never Sometimes Always ignoring it. 0/5 4/5 1/5 3. I speak directly to the key person in a conflict Never Sometimes Always...
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...Running head: NONEMPLOYMENT CONFLICT MANAGEMENT Nonemployment Conflict Management University of Phoenix Nonemployment Conflict Management Policy decisions whether made in public or private setting require a careful analysis of including the possible outcome from implementation to stakeholders. No better example to the impact of policy decisions and the stakes it holds that in the United States political forum. Legislative decisions that impact the public are known to split the two aisles of the political spectrum; democrats and republicans. It has been argued that although the public may appear to be the major stakeholder behind the scenes the actual stakeholders are the big corporations. These corporations are known to lobby through vigorous negotiations on major policies by using their relationships, experiences and valuable insights of how “things” work in Washington. In the case of the Wamayo River Basin, the decision to preserve the salmon population conflicts with the economic development interests for hydropower, timber industry and agricultural development proponents. Indeed, the decision formulated is like walking a tight rope as it will create conflict given its impact on multiple stakeholders. Wamayo Dam, the company contracted to build additional dams along the basin has to identify the non-organizational conflicts that may exist given the multitude of stakeholders. For Wamayo, developing an astute conflict management will ensure that...
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...Antecedents………………………………………………….10 5. Costs and benefits of conflicts………………………………12 6. framework ………………………………………………….14 Executive summary The purpose of this report is to deal with the conflict resolution strategies of organizations. The study of articles used in this report reveled certain conflict resolution strategies that can be used in this report we shall discuss about both the advantages and disadvantages of the conflicts. How management can tackle the conflict management situation using management resolution techniques is discussed in the articles. Conflict situation prevails in almost every organization the report brings out certain useful tools which can assist the management in conflict resolution. The report deals with various aspects and causes of conflicts occurring in the organization. There are different levels of conflicts occurring at different levels of organization .The report also deals with interpersonal skills that managers require in order to mange conflicts within the organization. It also describes the constructive and destructive conflicts. And it provides a brief framework for the management to work with when conflict situation arises. Introduction: - Conflict is a situation arises within the organization due to arguments related to...
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...lot of of the people of New Oxford receive the new fabricating plant, as a new way to raise income for the town and generate employment. M-Core is trying to construct the new plant by buying the homes of the people who presently reside in the terrain for a cost higher than what the homes are valuable. The majority of the people have been content to get the corporation up on its offer but three residents have been indisposed to move and put up for sale their houses. M-Core has requested the mayor to assist convince the people to put up for sale their terrain. This paper will study the difficulty facing M-Core and several of the potential solutions to the dilemma. In the end I will suggest a solution for M-Core to employ to resolve the conflict among the corporation and the residents and how the corporation can assess the consequences of the solution. Describe the Situation Issue and Opportunity Identification M-Core is sustaining a fragile balance because the corporation desires to construct a new plant that will in fact do well to the population although it also wants to construct the facility immediately with the...
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.... ORANA uses both its own sales staff and independent distributors to increase retail sales in Vietnam. Discuss the advantages and disadvantages of this strategy. ORANA realized the huge opportunity in covering new market areas due to the increasing demand in Vietnam as an emerging market, many indications showed that annual sales has a potential growth rate of around 20%, due to the increasing purchasing power, the middle class is growing, and people are willing to try new products. Therefore ORANA wanted to take the opportunity of being a fast mover and expanded its distribution from Ho Chi Minh City (Saigon), to the central and northern parts of Vietnam, by starting direct sales through independent distributors instead of relying only on own sales staff. Advantages: - Increase market coverage: By penetrating new geographical areas, ORANA makes it easy for customers to find the product, to achieve spatial convenience and easy availability which is important for retailer sales, these convenient goods are for everyday use, and buyers will take what is on offer rather than search for favorite brand. - Reduce liability of foreignness: National distributers are likely to have advantages over ORANA’s own sales staff, because they have important information and critical knowledge about their country’s: * Culture: A minimum of 9 different ethnic groups, with the majority of 86% Vietnamese, concentrated in center and northern parts (Map 3.1), a local expertise is required...
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...Conflict Resolution Strategies Conflict, an antagonistic state or action involving divergent ideas or interests, is inevitable in interpersonal relationships. There is an erroneous belief in our society that conflicts always produce negative results and therefore should be avoided. But since people have divergent interests, beliefs, values, and goals, it is inevitable that conflicts will occur in our work settings and in our private lives. Conflicts are not only a natural component of any interpersonal relationship, but often desirable, because they have a number of potential payoffs. Conflicts produce lively discussions. When constructively handled, conflicts motivate the people involved to define issues more sharply, to search harder for resolution strategies, and to work harder in implementing solutions. Conflict, when handled effectively, can also lead to greater commitment to the relationship of the people involved, raise morale, and increase communication and cooperation. Successful resolution of conflict can lead to personal growth and facilitate innovation and creativity. However, ineffective management of conflict can lead to deterioration of rapport between the people involved, distrust, and perhaps alienation and burnout. Unfortunately, some organizations have norms that urge front-line service providers to suppress their suggestions for changes. Such norms are often communicated informally by agency management taking adverse actions (such as dismissal, demotion...
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...Introduction Conflict is defined as a confrontation, between one or more parties aspiring towards incompatible or competitive ends. Conflict is Latin meaning to clash or engage in fight, hence it can be define as a misunderstanding or a dispute between two or more parties. It is a clash of basic needs or resources. Conflict appears in different forms that is, interstate, intrastate and state formation conflicts. All these conflicts have to be solved through various stages which include conflict management, conflict resolution and conflict transformation. The stages for solving conflict are discussed below. Main discussion a. Conflict Management Conflict management is a practice of recognising and dealing with disputes in a rational, balanced and effective way Baregu (1999). The above statement suggests that conflict management is trying to avoid or stop a conflict from escalating and this should be done in an active manner. Conflict management is achieved by the use of good negotiation skills, effective communication and problem solving abilities. This means that, those involved in conflict management should be expects, those people who are able to use the conflict tree and deal with the root cause and the perspectives of the disputing parties rather than their positions, so as to reach a common ground thus managing the conflict. Most conflicts are rarely completely solved, but commonly they are downgraded, reduced or contained thus conflict management is a constant process...
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...Conflict Resolution in the Workplace: An Interdisciplinary Prescription for a Healthier Organization Introduction Conflict is rarely defined within organizations; instead, examples are given ranging in scale from mild tension with a colleague caused by miscommunication all the way to interinstitutional conflict involving many stakeholders competing for resources (Zweibel, Goldstein, Manwaring, & Marks2008). Unidentified, and under resolved conflict in an organization can lead to mountainous waves of tension that infect the everyday work environment with decreased productivity and burnout. The focus of this paper will be to examine the effects of conflict resolution through an analysis of business, psychology, and cultural and ethnic studies. Business. Business is the concept of providing goods and services to customers with the prospect of making a profit or not. Human resources (HR), a sub-discipline of business are concerned with the implementation of policies, tools, and strategies related to the management of people. People and problems co-exist. It is impossible to have one without the other. The Nominal Group Technique (NGT), an HR tool, can be used in a conflict situation in the workplace in order to establish the perceived causes of employment relations conflict (van der Waal & Uys 2009). Psychology. The science of psychology focuses on the mental and emotional behaviors of groups and individuals. The psychological process of mentally diagnosing...
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...THIRD PARTY MEDIATION IN CONFLICT RESOLUTION Introduction The contemporary international system has witnessed dramatic increases in numerous conflicts. Specifically, of the six continents in the world, not even one is immune to one form of violent conflicts or the other. Of all efforts to explain the causes of these conflicts, a growing body of research findings highlights the association between economic deprivation and conflict. (Gurr 1970; Elbadawi 1992; Collier and Hoeffler 1998; Stewart 2002; Deiminger 2003; Justino 2004). Thence, circumstances of gross economic denial, together with social, political, and environmental factors precipitate conflict. Third party mediation in Conflict Resolution has gained a considerable and increasing attention from academics and policy makers. There is plethora of literature on the role of third party in conflict resolution. Due to the complexity of the discipline, conflict resolution seems to be a relative term that can mean either conflict prevention or conflict management. Likewise, debates ensued as to why a third party mediates in conflicts. For instance, people marvel why the ‘coalition of the willing’ intervened in Iraq over the unproven existence of weapons of mass destruction but not in North Korea that admitted having the weapons. In addition, NATO intervened in Kosovo, but not in Bosnia, the UN sent troops to halt ethnocide in East Timor but had done nothing to prevent same from happening in Rwanda. More ...
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...| Assignment | | MGT3ISC – Interpersonal Skills and Conflict Management | Table of Contents 1. Table of Contents .................................................……………………..... 1 2. Introduction ............................................................…………………....... 2 3. Conflict identification .................................................……………..……. 2 4. Options for resolution .............................................…………………....... 2 5. Plan of Action ..........................................................…………….....……. 4 6. Future avoidance ....................................................…………………....... 4 7. Summary ............................................................……………….....…....... 5 8. References ............................................................…………………...........6 Introduction Kenneth Thomas defined conflict as “the process which begins when one party perceives that another has frustrated, or is about to frustrate, some concern of his”. Conflict is disagreement between individuals who values, needs, wishes, interests, perceptions, incompatible goals leads to an opposition. Conflict identification between customer and Home Improvement Store In current situation conflict rose from different perception based on advertising of the product, which didn’t work as it was expected and unhappy customer wanted a full refund. However the time had passed and it’s been 5 month since the product was...
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...Sources, Methodologies and Styles of Conflict Management Mohammad Atashak Member of Young Researchers Club matashak@yahoo.com 09123123141 Parisa Mahzadeh Master degree in educational administration p_mahzadeh@yahoo.com 09122397950 Abstract: Conflict management is an ongoing procedure. It entails continual communication and supervision. In this article, has been reviewed the evolution of conflict management and have been studied sources of conflict, styles of conflict management, conflict management methodologies and major features of the conflict management module and in the end has been presented conflict reduction strategies. Key worlds: conflict management, sources of conflict, styles of conflict management, conflict management methodologies Introduction: The term conflict refers to perceived incompatibilities resulting typically from some form of interference or opposition. Conflict management, then, is the employment of strategies to correct these perceived differences in a positive manner. For many decades, managers had been taught to view conflict as a negative force. However, conflict may actually be either functional or dysfunctional. Whereas dysfunctional conflict is destructive and leads to decreased productivity, functional conflict may actually encourage greater work effort and help task performance. Borisoff and Victor point out, "We have come to recognize and to acknowledge the benefits dealing with conflict affords. Because of our differences, we communicate...
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...RESOLVING CONFLICT IN AN ORGANIZATION Tasha Smith Business 610 Instructor P. Zobisch December 6, 2010 Resolving Conflict in an Organization Team work is recognized more as a collaborative effort by the members for the mutual benefits of corporation and organization employee relations resulted as cooperation among the team members. This signifies the role of effective team and its performance inside the organizational premises. Team work defines the harmony and patience essential to be present in members for the reason of achieving goals in association with team. Research can be down specifically to the conflicting resolution by collaborative attitude building through group activities; making it useful in organization to avoid union based grouping for the reason of enhancing employee productivity Team Building and Conflict Resolution Conflicts reflect the difference in the opinions and ideas that may arise among the group members either due to any cultural barrier or any other workplace hatred due to unequal distribution of power and recognition for performance. Therefore it shows that individual work related activities are subject to give raise to conflicts due to above stated actions. However, in any case if it arise, it is better to go for team building strategies for conflict resolution with minimum emphasis on giving leverage for the expansion and strengthening of conflict as it may enhance the differences among the employees followed by decreasing productivity....
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