...direction in managing our vast accounting department. Five Stages of Group Development: As new employees are on-boarded, it is important understand the psychology of group formation. The development of groups will typically follow a five stage process. The five stages are: forming, storming, norming, performing, and adjourning. Communication is essential throughout the group forming, as it will help the group move onto the next stage. The first stage, forming, is the initial orientation of a team. The members will work to grow to know each other as well as the mission and goals of the team. It is important to communicate to the team their roles and responsibilities to reduce potential conflict. Conflict is the basis of the next stage, the storming stage. The conflict arises as the members of the group assert their positioning within the group. Group leaders will emerge and their compatibility with the others in the team is vital to their continued formation. As the leader takes control of the group, the group enters the third stage of norming. In this stage, the group resolves the...
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...Please identify the inter-departmental conflicts and their causes in Hovertec case 1. The inter-departmental conflicts * Human resources * The loom technicians were unwilling to work alongside the young women as writing the contracts with the company. * All girls were hired are unskilled and inexperienced in engineering or electronic system. However, they are also incorporated with the loom technicians who directly lead them as a team. * Besides that, these girls had close relative with other loom technicians so they don’t want to work under other person. They were not responsible and cared about their work. * Finance * The financial situation was not good meanwhile they spent lots of money to hire 5 girls more to work with an expert instead of hiring only 1 loom technician. * Production * As the case described, the loom-assembly required the highest concentration and in earnest. But the loom technician was lack of taking responsible for equipment and it made the productivity decreased. * Operation * Managers didn’t give specific rules and regulations for the loom technicians and 5 girls. So when they had conflicts, they couldn’t compare with any standards. * When the conflicts lead to damage, just only the loom technician had to take responsible for its. It’s unfair. 2. The causes of inter- departmental of Hovertec case. * Human resources * The company signed a contract which agreed no women in working with...
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...Journal Two: Identifying Conflict in Two Texts Read About Journals in ENG125: Introduction to Literature for more information about the purpose and expectations for journals. This week, you continue writing your journal entries. This journal entry is designed to help you document ideas about conflicts in literature, which will contribute to the information required for the Week Three Draft and the Week Five Literary Analysis. Recognizing conflict is essential to understanding the various commentaries literature can provide. In Journal One, you identified conflict as it might appear in our everyday world and from other sources. Now, consider the following definition of conflict and how it relates to literature from the textbook or the story/poetry links provided under the requirements for the Literary Analysis: Conflict is opposing actions, ideas, and decisions that hold a plot together...the struggle that shapes the plot in a story. Chapters 1-7 of our text contain a number of stories and poems, each of which rely on at least one conflict. Choose two of this week’s assigned literary works and write about the conflicts presented in each of them. In 250 to 500 words Individual versus Society --- “Still she had come down the road toward the big white church alone. Just herself, an old forgetful woman, nearly blind with age” (para 3.1,2) --- appears to be the main conflict in Alice Walker’s narrative ironically, yet metaphorically named "The Welcome Table”. The...
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...BUSN460 Team Contract Successful teams begin with guidelines that help to manage their work. For this class you and your teammates will need to create a set of rules called a Team Contract. As a team, complete all the sections listed below to build your Team Contract. Section I: Team Member Skill Inventory Each team member must complete this section. Name | Strengths/Contributions | Not so strong areas | Cheryl Brown | Organizational skills and Efforts to the end. | Accounting | Jason Walker | Motivator, Revision Skills, Dedicated | Accounting | Rose Joseph | Organized, Proactive and dedicated | Math, Accounting | | | | | | | | | | | | | Section II: Work Plan This section should include a plan for communication and written work. * How will the team members share their work? Though doc sharing and the team discussion area, team members should also share their contact informations and best time for reaching them because of the different time zones. E-mail is also effective for documents being transferred to and from. Keep other team members in the loop with information and expertise that helps get the job done and prevents surprises. When will all members need to have their part of the project done so that it can be turned in on time? I believe this is an area that is flexible because of others schedule. There should still be a timeline for final submission of work to ensure no deadlines are missed. I believe a team can start...
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...Communication in Resolving Team Conflict John Cathey 50023176 Manuscript Assignment MGT 567.01W: Managing Groups & Teams Abstract Organizations have been creating teams in an effort to improve communications, processes, respond to customers, or develop new processes or services. Conflict within teams is not new nor is it unexpected or always destructive. Organizations are looking at new ways to form teams and technology has increased the ability to form teams from diverse locations. Teams no longer must be formed from a single location, there are now virtual teams. These teams may be made up of members from different time zones or countries. There is also a new form of team to explore, communities of practice, a group of people that share information, insight, tools, and experience about a subject or area of interest (Kerno & Mace, 2010). What types of conflict arise in these types of teams, do managers need to manage the conflict differently, or does conflict affect these teams differently? This paper looks at the types of conflict found in each of these teams as well as the impact conflict can have on team productivity. It is important for those managers responsible for teams understand the impact of conflict and how to successfully manage it to ensure the team meets or exceeds the goals set by the organization. This paper will provide some insight to assist managers with that task. The Importance of Communication in Resolving Team Conflict Managers know that...
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...CONFLICT Definition A conflict means a difference of opinion between two or more parties. Differences of opinion will lead to dispute of conflict. According to Newstrom and Davis (1977) a living heritage of social conflict can occur in a variety of conditions as result of the condition arose a disagreement and controversy between two or more parties ongoing basis. Although the definition specified is giving negative sense, but there are also a useful conflict which support the goals of organization and improve the level of organization. This means that conflict is a source of progressive change to the organization, while the conflict is beneficial is that preventing positive elements to achieve the goal. In organization conflict is a common thing and something should be addressed, if this phenomenon can be reduce, the robustness of an organization will increase and thus can be achieve a desired goal toward excellence. Conflict is friction and conflict between the two sides due to difference in values, wants and feelings stand in order to meet your needs and goals. Conflicts arise when individual want to do changes, whenever they feel unjustified action take place. The different in beliefs and way of life of the parties cannot be accepted by another party. Answers for question 1 i: CONFLICT AT WORKPLACE 1 A manager at my workplace reassigned an employee’s task to the employee’s co-worker but failed to communicate the reassignment...
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...Module Four/Term Three: Applied Psychodynamics Module code: FFCS403S4 ASC Final Project Final Essay: The project Conflict: productive and destructive dynamics in the work place. Conflict is a recurrent phenomenon in the workplace, its impact can have reverse effects and push people to either surpass themselves, or the contrary deteriorate. When you have individuals coming from all different backgrounds and beliefs merging together in the workplace, conflict is inevitable. There are the work-specific problems related to promotions, salary disparity, lack of recognition for achievement, or shared responsibility among a team. There are also more general issues with personal space and privacy; and then there are plain old personality conflicts.” In this reflective, observational and theory piece of essay, I will explore the topic of ‘Conflict’, as it is relevant to the organization in which I am working. I will include observations drawn from a fellow student’s workplace, and reflections on the process of undertaking the project. Also integrating the different aspects of my learning by adding relevant psychodynamic theory, to try and clarify my reflections and to make sense of this piece of work. Naturally, I will disguise the names of individuals and organizations for the purpose of confidentiality. Let me also add a little note to declare that English is not my first language. The process of undertaking the project was not an easy task. What was required for this compelling work...
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...Conflict, Decision Making, and Organizational Design Business 520: Leadership and Organizational Behavior Introduction Conflict is normal and natural. Conflict is also unavoidable. If you put more than one person in a room you will have the potential to face a difference of opinions, interests or ideas. We face conflicts in both our personal and professional environments. Avoiding conflict is nearly impossible, so preparing you with strategies to deal with and resolve conflicts that arise in the workplace is the best approach and one of the biggest challenges. Applying Negotiation Strategies in the Workplace Workplace hostilities can erupt for various reasons under almost any circumstances. Conflict among employees reduces productivity and creates problems with staff morale. When conflicts go unaddressed, they can have a negative impact on productivity and teamwork. Using conflict resolution strategies in the workplace will help maintain a healthy work environment. Conflict resolution requires specific leadership skills, problem solving abilities and decision making skills. Negotiation is not always effective and multiple factors can hinder one or more of the steps in the negotiation process. Effective negotiation requires seeing all sides of the issue and treating all parties involved with respect. In my current place of employment supervisors are constantly faced with conflict, decision making and organizational designs daily. When conflict arises in my organization...
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...SOC 110 TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION GROUP: WCICS178 DATES: October 28, 2008 November 4, 2008 November 11, 2008 November 18, 2008 November 25, 2008 INSTRUCTOR: Dr. Brian N. Hewlett Program Council The Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ( 2003 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus |Course Title: |Teamwork, Collaboration, and Conflict Resolution | |Course Schedule: |Tuesdays, October 28 – November...
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...There are many times, in Mary Shelley's Frankenstein, where internal conflict is illustrated. Internal conflict is the conflict which is found within a person. Many times, the conflict arises from what a person wants to do and what the person should do (essentially, the conflict between right and wrong). (On a side note, I have an electronic copy of the text. Page numbers do not exist. I will provide you with chapter number.) How can I describe my emotions at this catastrophe, or how delineate the wretch whom with such infinite pains and care I had endeavoured to form? One of the most profound examples of internal conflict is found in chapter five. When the creature first comes to life, Victor is beside himself. He cannot understand why the being he toiled over is so horrible. A thousand times rather would I have confessed myself guilty of the crime ascribed to Justine...a declaration would have been considered as the ravings of a madman, and would not have exculpated her who suffered through me. The above quote comes from chapter eight. Here, Victor is struggling with his own confession regarding Wiliam's death. He knows that his confession would not matter and only make him look insane. “I did confess; but I confessed a lie. I confessed, that I might obtain absolution but now that falsehood lies heavier at my heart than all my other sins." In the same chapter, Justine shows internal conflict when she confessed to William's murder (although she did was not guilty)...
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...Journal One: Identifying Conflict from other Sources ENG125 December 15th, 2014 The five conflicts often found in literature, Individual versus Individual, Individual versus Nature, Individual versus Society, Individual versus Technology and Individual versus Self, can be found throughout our everyday lives. One can spot cases of Individual versus Individual in the workplace. Conflict appears as we are often forced to work with individual we wouldn’t necessarily associate with but must and thus, conflict is created. I see cases of Individuals versus Nature occur all the time when surfing, especially when the surf is big. Conflict arises when Mother Nature starts throwing more at the individual than they expected and dangerous situations can arise as a result. Cases of Individual versus society can be identified when one person chooses to stand up for what they believe in even if the majority is currently in favor of the alternative. A case of this happened recently with the Edward Snowden incident. Currently cases of Individuals versus Technology can be seen with all the parameters being established in regards to the development of artificial intelligence. As our technology continues to progress, safe guards are being developed so that what we develop never gains complete autonomy. Individual versus self can be with numerous individuals and their addictions or vices. Often we find that we drawn to things that we know are bad for us yet we still pursue them....
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...Associate Level Material Conflicts Are Important Worksheet In this assignment, you must write 300 to 450 words on conflict and conflict management. Record your answers in this worksheet. Part 1: The Five Conflict Types Describe each of the five conflict types using paragraph form. 1. Pseudo conflicts: Pseudo conflicts are not real conflict, only perceived as conflicts. Pseudo conflicts normally occur due to false dilemmas and false assumptions. A pseudo conflict due to false dilemma would be you only see two choices instead of looking at other possible options. A pseudo conflict due to false assumptions is when someone assumes someone is doing something instead of other options. 2. Fact conflicts: Fact conflicts are disagreements between individuals that can be verified by facts. Fact conflicts for example would be which quarterback has the most passing yards, which car has the best gas mileage, or who has the best batting average in the MLB. All of these can be answered by doing some research. 3. Ego conflicts: Ego conflicts occur when a dispute centers on status or power. The dispute could have started with a factual discussion but then turns into who knows more about the situation 4. Value conflicts: Value conflicts focus on personal beliefs that you hold near and dear. Not every has the same beliefs and conflict can occur due to this. Value conflicts happen mostly in personal relationships. For example two people...
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...do not want to get involved into the debate and this may undermine team performance. All of these above problems are characteristic of a dysfunctional team. In fact, teams are made up of imperfect human beings which means teams are inherently dysfunctional and that decreases team performance. Organizations fail to achieve teamwork because they unknowingly fall prey to five natural but dangerous pitfalls- they are known as the 5 dysfunctions of a team. II. Summary Lencioni (2002) points out that there are five dysfunctions of a team. The first dysfunction is an absence of trust among team members. This happens when team members are not very open with one another regarding their strengths and weaknesses. The second dysfunction is fear of conflict which is the result of absence of...
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...communication among themselves. The MGI lacked a manager to lead the group assignments and making sure every task is performed for the best interest of the group; which is completing the task in the given time frame. There was no structure and clear role assignment for members, this led to having more and more conflict among team members that affected the communication process as well as the outcome of the group. Not only ineffective communication was created in such team forming setting, but also a misunderstood perception for each member’s role was generated. One given example, when Dav joined the group, Henry and Dana did not know the intentions for the team founders as to themselves, as they had no idea what Dav’s role was in the team, which affected the team work as a whole. Also, as Henry thought they were very clear in respect to each member’s role that’s been placed initially, each member played a facilitator, moderator, task manager, and strategic thinker. (Polzer, 2003) Post failure in effective communication, the team collaboration hindered to result for the incapability of the team to reach its consensus, especially in decision making. Interpersonal conflicts flared up as a result to informal norms within the team interactions, instead of taking an advantage of the diversity of each member’s background and exceptional experience; whether...
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...Under siege - 1 Under Siege: The Kraft Foods 2009 Labor Conflict in Argentina Roberto Luchi Austral University - IAE RLuchi@iae.edu.ar A. Ariel Llorente Austral University - IAE aal05@cema.edu.ar Paper Presented at the 25th Annual International Association of Conflict Management Conference Spier, South Africa July 12 14, 2012 Abstract: This paper examines a particular labor-management negotiation process, a Mandatory Conciliation (MC), as it is named in the Argentinean labor legal system, that took place from July through mid October, 2009, between the managers of the Multinational Corporation (MNC) Kraft Foods (KFT) subsidiary in Argentina -Kraft Foods Argentina (KFTA)- and the Workers Internal Commission (WIC) of the firm s most important industrial plant in the country. The Argentinean Ministry of Labor (MLAB) convened the MC negotiation to settle an organizational conflict, regarding of opposing views about what preventive measures were adequate to cope the risks posed over the workers health by the 2009 global epidemic outbreak of swine influenza A(H1N1), that escalated out of the parties control. The contribution of our case study, on such specific type of labormanagement negotiation, is that it allows to gain a better understanding on how negotiators, confront the complexity of contextual circumstances and manage the process and, in addition, that it explores through the theoretical lens of the Turning Points (TP) framework -precipitants...
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