...Understanding that the best relationship are those without any conflict but while in a relationship, there is always disagreements. Danger is when ignoring the emotions that the other person experience, especially when surrounded by other people called family members. I’ve been with my spouse for over twenty years and in the beginning of the relationship, there were no major conflict in the relationship. I understand that my spouse is a “nice guy”. However, years later, I realize that my spouse tend to have an avoiding style when dealing with conflict. Avoiding style is when one chooses not to get involved in the conflict. My spouse refrains from making any rushed decision and does not engage in any disagreements. Kenneth W. Thomas and Ralph...
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...8607-506 WORK BASED ASSIGNMENT M5.08: Managing stress and conflict in the organisation |Centre Number 065790 |Centre Name UMD Professional | |Candidate Enrolment Number: |Candidate Name: | |TASK | |Evaluate the effectiveness of yourself and the organisation in managing workplace stress and conflict, and plan and implement | |improvements to the identification and approach to dealing with workplace stress and conflict in own area of responsibility. | | | |The 'nominal' word count for this assignment is 2,500 words; the suggested range is between 2,000 and 3,000 words. | | | |Check your assignment carefully prior to submission using the assessment criteria. | |Please use the headings shown below when writing your Assignment |Assessment Criteria | |Understand...
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... Product Description Version 1 1. Questions: (TCO D) As a project manager, dealing with conflict is part of the job. There are many sources of conflict; one source that is often overlooked is the manager. Based on the Week 4 reading and lecture, what major ways do people deal with conflict? Share a personal experience of conflict and how you dealt with the situation. 2. Questions: (TCO E) In order to have a high-performance team you must first recognize the qualities of a high-performance team. Describe at least five qualities of a high-performance team and then what can be done to develop those qualities in a team. 3. 3. Questions: (TCO F) The PMI® Code of Ethics is made up of four areas: responsibility, honesty, respect, and fairness. Discuss the area of responsibility and what it means for you, the project manager. 4. Questions: (TCO F) When developing a stakeholder matrix, the portfolio manager must look at the portfolio governance in order to complete the stakeholder analysis. In your own words, what is the role, interest and expectations of the governance? Version 2 1. Question: (TCO D) As a project manager, dealing with conflict is part of the job. There are many sources of conflict; one source that is often overlooked is the manager. Based on the Week 4 reading and lecture, what major ways do people deal with conflict? Share a personal experience of conflict and how you dealt with the situation. 2. Question: (TCO E) In order to have a high-performance...
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...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, teamwork, and self-improvement are some of the key principles when communicating in the workplace. Hybels and Weaver (2007)...
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... Product Description Version 1 1. Questions: (TCO D) As a project manager, dealing with conflict is part of the job. There are many sources of conflict; one source that is often overlooked is the manager. Based on the Week 4 reading and lecture, what major ways do people deal with conflict? Share a personal experience of conflict and how you dealt with the situation. 2. Questions: (TCO E) In order to have a high-performance team you must first recognize the qualities of a high-performance team. Describe at least five qualities of a high-performance team and then what can be done to develop those qualities in a team. 3. 3. Questions: (TCO F) The PMI® Code of Ethics is made up of four areas: responsibility, honesty, respect, and fairness. Discuss the area of responsibility and what it means for you, the project manager. 4. Questions: (TCO F) When developing a stakeholder matrix, the portfolio manager must look at the portfolio governance in order to complete the stakeholder analysis. In your own words, what is the role, interest and expectations of the governance? Version 2 1. Question: (TCO D) As a project manager, dealing with conflict is part of the job. There are many sources of conflict; one source that is often overlooked is the manager. Based on the Week 4 reading and lecture, what major ways do people deal with conflict? Share a personal experience of conflict and how you dealt with the situation. 2. Question: (TCO E) In order to have a high-performance...
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...Analyzing Personal Conflict Management Style Joyce Jones COMM 330 July 21, 2014 Jennifer Ruthruff Analyzing Personal Conflict Management Style The three types of conflict management styles that will analyzed in this paper is avoidance, accommodations, and collaborating. I will also discuss the conflict management style I frequently use and why. Then I will explain the difficulties that I have in dealing with other who use different conflict management styles. Then I will also discuss how avoidance and its interrelationship with conflict management conflict. The first-conflict management style I will review is the avoidance style.” Avoidance is when people try to ignore disagreements.” (Bebe & Masterson, 2009 p.g. 161) People who use this style usually they swallow their feelings they smile even though they are upset or feeling pain. They conduct themselves in this manner because they are more concerned with other people emotional state more than theirs. Avoiders also change the subject to circumvent a conflict. An avoider may also change the subject to avoid a conflict. When they find a conversation to stressful to deal with they change the topic of the conversation. This style is the least likely style that will resolve a conflict. There are advantages and disadvantages of this conflict management style. The disadvantages of this style is emotions remain escalated and it could signal to others that you do not care. The advantages of this management style is...
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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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...Scott Kenyon Baker College Conflict Management Cultural Diversity-Conflict Paper UIN# 105-65604 Cultural Diversity and Conflict Conflict is a normal part of life, there are bound to be miscommunication and differences of opinion when relating to work, family and relationships. How you choose to handle them can change the level of success you achieve in all areas of your life. Now imagine if you are dealing with a person, who has different cultural values than your own. We will cover how these differences affect the outcome of conflict and how you might need to change the techniques used when dealing with conflict to match up with a different value system. With the changes in business to a global market place, it has become more important than ever to understand the changes in negotiations between cultures. The differences in culture break down to five main areas described by Hofstede. These areas are Power distance, individualism, Masculinity, Uncertainty avoidance index and long term Orientation. I found that while there are some similarities, there are areas of great difference between the two cultures. Many of the manners in which we deal with conflict in the west would not apply within the Chinese culture. The first area on the scale deals with Power Distance Index (PDI), which is the extent, by which the power is distributed unequally between the members of a family or within an organization. In the US culture it is scored at a 40 showing a much smaller divide...
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...receiving. The parent’s main argument was that their daughter had earned the starting spot because she was a starter on her high school team. There was a moment of awkwardness as I sat there listening to this parent lecture me on how I do not understand seniority and how he does not appreciate how I have put his daughter on the bench. I realized that this meeting was a time that I would be able to learn about my reading and writing skills in an environment outside the classroom by being more precise with my writing, dealing with conflict, and communicating my points in a clear but educational way. This learning opportunity would tie into an article I was trying to write with regards to dealing with the sense of entitlement in volleyball. Prior to the meeting, the parent and I exchanged several emails and at this point I realized that I would be getting a hands on lesson with my reading and writing skills. The reason I would be tested is because the parent I am dealing with is a trial attorney and he was very quick to question anything from the emails that were not very clear or precise. I had to be careful in how I explained the situation as everything I stated seemed to get misconstrued and the parent did a very good job of turning the situation to...
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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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...Diversity and Avoiding Conflict PM/582 Executive Summary Understanding the organizations diversity, and successfully identify and handle conflict within a team environment is necessary to the success of all projects. The project leader must have the appropriate skill set to successfully understand how to lead diverse teams and identify, lead conflict in a positive manner and communicate appropriately to our customers. We want to ensure that our customers are receiving what product that they have requested. The project leader will also ensure the customer is full satisfied with all status updates and agrees with the timelines the project team has assembled. We want to ensure that the project team and the customer clearly understand the end result and the timeline needed. The problem is project team does not have a single goal and the customer is changing the requirements each week. The customer does not understand the changes being requested will delay the project timeline and other deliverables that are dependent upon each phase. As the project leader I have identified some issues that need to be addressed immediately to ensure the project phases and timelines are being met for our customer: 1. Define single goal for customer and project team to be in sync 2. Understand phase requirements and timelines 3. Provide written communication confirming goal, requirements, phases and timelines to customer and project team The first phase...
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...My Conflict Style Paper We study conflict because if we didn't, we are more likely to keep continuing the damaging patterns we see on the job and in our homes. Making sure we understand the structure of conflict and the factors that can help or eliminate conflict such as at work with fellow employees or managers or conflict at home with a girlfriend or wife, friend, or any other family member. When we study conflict, we can see the conflict is coming or occurring and can help resolve the disputes that are happening. I understand that every conflict style has its pros and cons, and therefore I should not flinch when after filling out the Putnam Self & Peer assessment and how it put me into the Non-Confrontational category. However, I was shocked to see my scores with the other two categories, Solution-Orientation & Control, and how close they were across the board. I already knew I had myself primarily in the Non-Confrontational category prior to the assessment and was surprised how close I fit in the Solution-Orientation category when dealing with conflicts. I tend to adjust my conflict style differently to who ever I am dealing with and where the dispute takes place, if that’s a conflict at home with my fiancé and/or roommate, or at work with fellow employees. Normally, the two emotions that are most common for me when I experience conflict are anger and being defensive. After I settle down, I usually have the feeling of shame that the conflict took...
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...Managing Conflict in the Workplace Professional Development, MBA 525 Managing Conflict in the Workplace Introduction Conflict is something we all have experienced or will experience sometime in our lives; one could say conflict is inevitable. Conflict can sometimes get out of hand and can cause havoc in a person’s work life and family life. Conflict is perceived incompatible differences that result in interference or opposition (Robbins, Coutler, 2011). Whether the differences are real or not is irrelevant (Robbins, Coutler, 2011). If people in a group perceive that differences exist, then there is conflict (Robbins, Coutler, 2011). Because of the environment we live in, the strategic alignment of organization’s expanding their workforce globally, the strategic business goals alignment of workplace diversity initiatives, and companies expanding more into work teams and workgroups; conflict in the workplace has become inevitable. There will always be differences in opinions among work groups; however; effectively managing conflict is the key to balancing conflict resolution in the workplace. Recognizing Conflict Being able to recognize the causes of conflict is an important part of preventing conflict (Pace, 2006). When conflict can be recognized a solution can be created to limit conflict in the workplace. There will be varies opinions in the workplace and work teams; however, when conflict is...
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...Tackling Conflict and Poor Teamwork - Prevention Ultimately there is no guarantee that we will be able to prevent conflict. The point was made in the section entitled, What causes conflict? that the complex dynamics between people in social interaction will inevitably lead to conflict sooner or later. However, there are steps that we can take to try to keep conflict to a minimum - not to prevent it altogether (as that would clearly be unrealistic), but rather to prevent certain occurrences at least. Many conflicts can be seen to arise as a result of a breakdown in communication. A key issue, therefore, in preventing conflict is the importance of ensuring that communication takes place as effectively as possible. Conflict frequently arises from people having different perspectives on a situation or different interests in relation to that situation. The differences in their perspective can therefore easily lead to a communication breakdown in which each party fails to take on board the perspective of the other, and they therefore fail to 'connect' with one another in a meaningful way. Conflict can also arise as a result of the misuse or abuse of power (for example in the case of bullying or harassment). At certain times at least, therefore, preventing conflict is likely to involve making sure that policies and procedures in relation to bullying and harassment are in place and are actively used, rather than simply being pieces of paper on a shelf gathering dust. The same...
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...INTRODUCTION Section 1 - The importance of working as a team and a discussion on how conflict can be resolved within teams by Ian Burks Section 2 - An exploration of different methods of dealing with conflict within an organisation Section 3 - An evaluation of different methods of dealing with personal and work based stress Section 4 - An evaluation of how well the group worked together and the technology used to enable this The group considered various approaches to this assignment and discussed a number of options before deciding to focus on the movement as their case study organisation. Associations, although autonomous and independent are all affiliated to the National Councils of YMCAs and do share a common mission and similar culture. By using the generic movement each of the students can draw on extensive and varied experience from their own settings. SECTION 1 The importance of working as a team and a discussion on how conflict can be resolved within teams The term ‘team’ is commonly used to describe many different groups both in a work setting and within wider society. Harvey Robbins and Michael Finley define a team simply ‘as people doing something together’ and Rob Yeung says a team is a ‘group of people with shared goal’. An element of inter dependency is also required before a group becomes a team and a more organisationally orientated statement from Rover Cars defines teams as 'a number of people with complementary skills who are committed...
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