...Conflict Resolution For every employed individual amongst society the workplace is a breeding ground for conflict. However, there are individuals within the workplace that have developed certain methods to minimize conflict. Whatever method used; communication seems to be the common variable in any successful attempt of minimizing conflict. Joe Phelps, CEO of the Phelps Group has a unique method that has proven effective within his workplace. The Phelps Group has a no rules policy contingent upon the belief that they hire adults who don’t need a set of rules (“Conflict Resolution in the Workplace,” 2013). The no rules policy is an interesting approach to conflict resolution and peacekeeping in the workplace. One may think that this would only create chaos within the workplace, not peace. However, Phelps’ no rules policy is contingent upon directly approaching the individual whom conflict has arisen from and deal with the matter in an adult like manner. If the first method doesn’t resolve conflict the individual is to approach two other coworkers familiar with both in conflict to resolve the matter. If both methods have proven ineffective the last resort is to call in an outside party to the workplace to resolve the conflict. The reasoning behind this conflict resolution approach is to provide employees with a format for communication when conflict arises. The method is an interesting way to create respect and harmony within the workplace as it creates a formal setting for...
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...EssayAmanda Brown | [Conflict mANAGEMENT] | This essay critiques six journals that have both positive and negative views on Conflict Management. The topic surrounding the essay is that conflict management is a vital tool for managers to have. | Effective conflict management is a vital skill for managers to promote long term progress and stability of an organisation. Conflict is defined as the “process that begins when one party perceives that another party has negatively affected something the first party cares about” (Di Costa, 2011, p42). Conflict management is the process of handling or dealing with the conflict when it arises. There are many different sources of conflict and it comes in many different forms, but the consequences of conflict on workers is generally the same. Over the past few years many strategies and preventions have been developed, this is seen in the five modes of dealing with conflict in the workplace. Culture plays a big part in conflict, resulting in both positive and negative responses to conflict from both individuals and teams as a whole. A number of parties argue that conflict management is not needed or wanted within the workplace, these debates arise for a number of reasons. Workplaces may be shaped by the unique aspects of the environment and when this environment is altered or affected conflict can be the eventuating result. The report “Sources of Conflict within Organisations and the Methods of Conflict Resolution” looks at the different...
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...Resolving Employee Conflict Chassidy Babcock Liberty University Abstract Conflict is a process the begins when an individual believes that they have had some sort of a negative influence brought against them, by another individual or group of individuals (Satterlee2013). Workplace conflict is conflict in the workplace usually over personality clashes, or opinions in relationship (Wikipedia, n.d.). Workplace conflict is usually a normal occurrence. Whenever people work together conflict is likely to arise, and it can present challenges to the management when resolving the conflict. It is important for the management to respond constructively and come up with a fair solution to both sides of the party (Sandiland, T 2015). Statics show that conflicts in workplaces happen more frequently that realized and it consumes manager’s time, causing a decrease in overall productiveness within an organization. This is according to a study conducted in 1996. A typical manager can spend up to 30% of their time during a day when solving conflicts, and in severe cases conflicts can take up 42% of a manager’s time (Workplace Conflict, 2013, Dec 31). Some of the causes of workplace conflict are work style ethics, such as punctuality, making good use of time while on the clock, and workplace cleanliness. Background is another issue such as culture, how a person’s upbringing was religion, and...
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...FOUNDATIONS OF CONFLICT MANAGEMENT Abstract The effect of interpersonal conflict on team performance will be examined, in terms of the most salient types of conflict in the workplace; whether the Chinese setting can be generalized to U.S. work environments; and recommendations for conflict resolution remedies in the workplace. Introduction Disagreement and differences of opinion are regular occurrences not only in the workplace, but in our everyday lives. In fact, disagreement is often the vehicle by which creative and cutting edge ideas are generated. Conflict is something different altogether. Where disagreement can be an expression of confidence, enthusiasm, or caring, conflict is an expression of frustration, self-consciousness, and anger. It is important to identify workplace conflict, understand how it arises and how to most effectively resolve it. Recognizing and understanding what causes conflict in the workplace during its early stages, is the key to a quick resolution of the issue. Types of Conflict The most salient types of conflict in the work place can be categorized as “substantive conflict” and “personalized conflict”. Substantive conflict deals with disagreements among members of the organization about the content of the tasks being performed or the performance itself. The conflict occurs when the members meet a specific challenge and cannot agree on the cause or a proper solution. The differing views may be based on personal opinion,...
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...THE EFFECTS OF ROLE PERCEPTIONS ON WORKPLACE CONFLICT The effect of role perceptions and their impact on workplace conflict is examined. The results of a questionnaire study on a full time working employee showed that differences in individual employee role expectations have a direct impact on workplace conflict. A relationship between ambiguous rules and counterproductive workplace behaviours exist. Misinterpreted role perceptions by employees and other stakeholders in the organisation create varied levels of understanding that directly contributes to conflict. The problem of ambiguous or unrealistic role expectations has an increased impact on workplace conflict and in particular dysfunctional workplace conflict. Levels of conflict are identified in relation to role perceptions and are seen as the stressors of conflict which impact on achieving goals that benefit both the individual and the organisation. These findings relate to how well the individual understands their role expectations and how those expectations are also understood by others within the organisation structure is explored. Role perceptions and conflict immediately has its challenges, however with clear expectations and realistic performance goals identified, dysfunctional conflict impacts can be reduced and minimise the effects of wasted resources and effort to achieve organisational objectives. A workplace without conflict is an ideal state of mind, something we all strive for and is rarely achieved...
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...Effective Methods of Resolving Conflict in a Diverse Workplace Running head: RESOLVING CONFLICT IN DIVERSE WORKPLACE Your name here Your University name here Table of Contents Abstract 3 Problem Statement 4 Literature Review 10 Draft Research Design 22 References 29 Abstract Workplace conflict must be analyzed as a social phenomenon and this social context means that conflicts are caused by a wide variety of factors, including an increasingly diverse workplace. The focus of this study is on how these forms of social conflict are managed and resolved in the workplace – which has become increasingly more diverse in recent years – with particular attention to innovative perspectives that facilitate better understanding of conflict resolution and improve approaches to conflict management. Managing conflict is undoubtedly one of the most critically important dimensions of the management of the employer-employee relationship. While conflicts or disputes are a natural result of the structure and operations of the workplace, employers need efficient ways to resolve such conflict quickly and fairly to avoid the many negative costs generated by unresolved problems. As the generally weaker party in the relationship, employees need the protection provided by both formal and informal dispute management systems aimed at achieving organizational justice. This issue, as well as many others, is addressed through...
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... Pg 1 Cause of Organizational Conflict - Pg 1 Arguments for Conflict - Pg 2 Arguments against Conflict - Pg 3 Conclusion - Pg 4 Reference List - Pg 5-6 Introduction Robbins and Judge, authors of Organizational Behavior define conflict as a process that begins when one party percieves that another party has negatively affected or is about to negatively affect something the first party cares about. The Oxford dictionary defines conflict as an incompatibility between opinions and principles. We cannot run away from conflict. All of us have come across conflict whether in the workplace, at home or at school. Responding to conflict in a pleasant or unpleasant manner depends on individuals, but is a natural part of being human. Conflict in organizations comes about for various reasons. Causes of Organizational Conflict Conflict is inevitable in all facets of life, both personal and organizational (Gupta et al 2012). There are a number of reasons as to why organizational conflict arises. One reason is change. Companies can undergo...
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...an organization, it is because leadership and management of the organization allow it to happen. Do you agree? Introduction Bullying in the workplace has been defined as “harassing, offending, socially excluding someone or negatively affecting someone’s work tasks...repeatedly and regularly,” (Einarsen, 2003). By this we understand that bullying is a process that stems from a series of actions foregone. The forms of bullying which take place in an organisation are vast and range from verbal abuse to violence to sexual discrimination and harassment. While occurrences of bullying arise because management allow them to, literature suggests that there are various other factors which lead to it. The following sections attempt to explore these determinants. There is much evidence to suggest that workplace bullying is encouraged by management (O’Connell et al, 2007) and other evidence that suggests the opposite view (Einsaren, 2003). I will determine that one of the main responsibilities lies with management, but that other factors such as personalities, workplace ethic, policies, working culture, organizational behaviour and industrial nature have their own roles to play. Through my research I established that a knock-on effect exists within the concepts produced in the literature. We must firstly look at definitions of bullying and conflict to establish why it occurs from reviews of literature. Definition The ESRI describe bullying as “undermining the individual‘s right to dignity...
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...Gossip in the Workplace and Organizational Changes that Employee must face By: Kara Mann GM 570Managing Conflict in the Workplace October 16 2011 Professor: Charles Desjardins Table of Contents Description Page Introduction 3 How Gossip usually starts within an Organization 4 Who is usually involved in the gossip 5 Why Mangers are usually in the dark about the gossip within the Organization 6 How managers resolve gossip and keep it Under control within an Organization 7 Conclusion 8 Literature Review 9-10 References 11 Introduction This is an introduction about gossip that happens within the workplace, how it starts, how the rumors that cause the interruption of the production in the workplace. Managers are not trained to handle these types of conflicts; managers have a hard time dealing with issues that are interpersonal. Organizations should have third party counseling and mediators to handle...
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...Running head: CONFLICT PAPER PROPOSAL Conflict Paper Proposal Marshall Evans Keller Graduate School of Management MGMT570:Managing Conflict in the Workplace March 23, 2013 OUTLINE There are a lot of issues that cause problems within the workplace. Conflict in inevitable no matter what way we look at things. Humans are more likely to get in conflicts with those they are around more often, than those they are not around often. This is because they have frequent interactions, and tempers and attitudes can flare if they are not fond of a person, or they are annoyed. I experience this all of the time in the surroundings that I am subjected to. Those that are around a person more often will have more conflict than say a person they only see once a month. I think a good topic of choice for this paper would be romance within the workplace. Workplace romance can be the spark of conflict no matter who is involved. If someone shows interest in a person, no matter their position it can cause conflict for managers, and other team members. If a manager sparks interest in a subordinate, then there can be a conflict of interest within the organization. A lot of companies have strict policies on workplace romance, and what needs to be done if someone were to “fall in love” with someone that they work with. With proper disclosure, major conflicts can be resolved before they even happen. In my project, we will take a look at the different types of workplace romance that occur and...
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...relations include improved morale and commitment, fewer grievances, productivity increases, and better control of labour costs. (Waiganjo, 2012) However there are three theories on how this can be obtained: unitarism, pluralist and radical perspectives. Each of these perspectives takes a different approach to the workplace and the roles of the parties involved; but not all will be effective in today’s evolving labour market. If you want to make peace with your enemy, you have to work With your enemy. Then he becomes your partner. - Nelson Mandela The unitarist approach to industrial relations is one of mutual benefit; the management and other members of staff are presumed to share a common purpose emphasizing mutual cooperation. (Waiganjo, 2012) This approach to working relationship promotes the virtues of teamwork, where everyone strives to reach a common objective. Many Canadians take a unitarist view point when it comes to the employment contract. An employee comes into the workplace to do an employer’s wok and the employer’s agenda is the one that matters. (Foster and Barnetson, 2012, Unit 2, Lesson 6) For the employee, Unitarism means the workplace should be flexible. Individuals should be business process improvement oriented, multi-skilled and ready to tackle...
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...Running head: CONFLICT IN THE WORKPLACE Conflict in the Workplace: Getting the Job Done Yvonne N. Montgomery George Mason University December 19, 2009 Managers spend between 24 to 60 percent of their time dealing with conflict in the workplace (Fiore). Often times, employees are either in conflict with another person, avoiding the conflict of other employees and managers, or recovering from a conflict in the workplace. Disagreements and differences of opinion can escalate into interpersonal conflict when varying ideas exist regarding personal and organizational success. The strong drive for work related achievement in some employees can clash with employees who do not emphasize work-related success in their lives. I recently experienced an interpersonal conflict with a coworker who wants to be the “go-to” person for a lot of administrative tasks, but repeatedly falls short on accurately completing or placing the appropriate level of emphasis on these tasks. As a result, there are often costly mistakes or delays that create additional work for other employees and managers. I attempted to discuss some of the issues to gain some insight on why the problems occur. Based on her feedback, I could make some recommendations to improve how tasks related to the support she provides me are completed. During the discussion, the individual got an attitude and insisted the tasks can be completed the way “she’s always done them” and essentially disregarded everything...
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...ILM Level 5 – Award in Leadership and Management Candidate Name: Samantha Salmon Managing stress and conflict in the organisation Assignment Table of Contents Contents Page Number 1 Understand the effectiveness of own organisation in dealing with workplace stress and conflict Evaluate the effectiveness of the organisation in recognising workplace stress and conflict and providing the necessary support mechanisms 3 2 Be able to improve the management of workplace stress and conflict in own area of responsibility Plan improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility 6 3 Implement improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility 7 4 Critically evaluate own ability to identify and deal with workplace stress and conflict effectively in own area of responsibility 8 6 Appendices • Employee Assistance Programme Appendix 1 • Employee Wellbeing Appendix 2 • Equality and Dignity at Work Appendix 3 • Occupational Health and Referrals Appendix 4 • Disciplinary Procedures Appendix 5 • CIC Appendix 6 Understand the effectiveness of the organisation in recognising workplace stress and conflict and providing the necessary support mechanisms Definition of stress Stress can hit anyone at any level of the business and recent research shows that work related...
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...highest level possible to reach the goals that were set to achieve. By setting clear roles and responsibilities for the team, having a team dynamic that works and is organized, as well as open communication, teamwork in the workplace can be an effective means of reaching desired goals. In order for a team to work best together they must forgo the four stages of team development. These four stages are Forming, Storming, Norming, and Performing. Some of the best teams in the workplace are the more diverse. Diversity in teams is also an important concept in challenging collaboration for more diverse “out-of-the-box” thinking. Although these teams may be hard to come together in the beginning, these are the teams that usually end up thriving in the end. In some cases, teamwork can be infective in the workplace. Depending on the team dynamic, not all teams are going to get along. Change also happens which in some cases pushes teams apart. Having a strong leader is most important in making sure you team will function properly. Also, rewarding members of the team for successes is a good way to keep morale up and keep team members positive. Keywords: communication, motivation, leadership, change management, diversity, team development Teamwork in the Workplace Teamwork, as defined by Merriam-Webster, is “work done by several associates with each doing a part but all subordinating personal prominence to the efficiency of the whole.” Each person being a part of a team at one point...
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...Communication at Work Professional communication is one of the most coveted skills in the workplace today. The number one cause of wasted work time and effort is poor communication. Poor communication not only contributes to wasted effort, but also causes frustration and poor employee morale in both the workers and managerial staff. Whether we are an individual performer, manager, or Vice President, effective professional interpersonal communication is an essential skill that will both ensure our stability in the corporation and the major indicator for our promotion. In this essay, we will discuss the principles and misconceptions of effective professional communication in the workplace, explain how perceptions, emotions, and nonverbal expression affect interpersonal relationships, and describe a systematic approach to guide us through interpersonal conflicts in the workplace. Principles of Professional Communication In today’s troubled economy, corporations are basing their future success and longevity on their business principles, conduct, and reputation. To build a solid reputation, they focus on integrity, business ethics, and a code of business conduct designed to make them stand out above the competition. The same basic principles hold true for the successful employee workforce. With interpersonal communications skills being one of the most coveted skills in the workplace today, each employee must focus on improving in this area. Integrity, respect, openness...
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