...CHAPTER ONE INTRODUCTION 1.1 Introduction: Organizational conflict and management involves all types of conflict that occurs in organization and management of this conflict. The present study explored and compared various conflict and their management practice in organizations. The present study also aimed at assessing how much of commitment in the company can be attributed to conflict management practices. 1.2 Keyword: Organization, conflict, management, inters intra. 1.3 Objective I. To learn more about conflict and conflict management. Listening, oral, communication, interpersonal communication, and teamwork rank near the top of skills that employers seek in their new hires. II. To learn to manage and resolve conflict effectively. III. To make conscious effort to change our conflict management style. IV. All team members need to know their conflict styles, conflict intervention methods, and strategies for conflict skill improvement. 1.4 Scope of the Study This study covers the various types of conflict that take place in organization. This study also discuss about various Strategies, Criteria, styles, Process of conflict. 1.5 Limitation: Conflict in organization is a vast matter. Conflict is different in different organization.Management is also different in different organization. But we consider general organization for conflict and their management. 1.6 METHODOLOGY OF THE STUDY This study is based on both primary and...
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...I agree that the managerial task of controlling and motivating employees is both extremely challenging and intricate. The fact that every employee is different and reacts differently to management makes the task even more challenging. This is why identifying the primary challenges and discovering how to overcome each of them are crucial to improving your ability as a future manager. Three principal challenges facing managers are; motivating employees to work as hard as possible, controlling employees so that they follow instructions and protocol and dealing with inevitable conflict in the workplace and avoiding it if at all possible. An integral factor in the motivation of employees is the perceived fair payment and rewards for work they have performed. Companies have to pay employees enough so that they are willing to work for them at full capacity, without this, employees will choose not to work as hard. Organisations globally reward and pay their employees differently based on cultural differences, for instance in North America there is a culture of rewards rather than a higher base pay. Recently organisations have opted to reward employees with a choice of their bonus, this has proved to be more cost effective as it only gives employees what they want and the company benefits from the positive change in...
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...Human Resource Management Introduction What can be done to minimise and resolve conflict within the workplace? What factors create alienation amongst employees? When people hear the word conflict, automatically adjectives that come to mind are controversy, clash, to come into collision, quarrel. However, these findings are not always likely to be the only cause. It was always so easy for theorists to automatically assume that every aspect of conflict should be negative. As D. Jordan (1996) noted that there were two types of conflict which are defined as; Cognitive conflict C-Type conflict which is seen as the good aspect. And also detrimental and this is defined as affective conflictive (A-Type conflict. Meanwhile, it can also create a negative impact on many individuals which may result into poor productivity at work, employee dissatisfaction, poor service towards clients, increased work related stress and so on. Once conflict arises in the workplace, it can also result in employee demotivation. TASK 1 Arguments have stated that conflicts actually react to attempts in managing them as the team leader will practise various strategies to build a supportive culture. Amason (1995) believed the use of behavioural strategies to deal with conflict in the work place can create harmony in the work place. As the only woman working at her firm, it has made her work life difficult to cope with. There are numerous reasons for why Ann may feel uncomfortable at her work place...
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...Individual Assignment 1.2 Conflict Paper Veronica S MGT450 9/1/2013 Conflict management in the workplace is a problem that all leaders, managers, and employees have to deal with at one time or another. The basic components of conflict management include improving communication, teamwork, and a systematic approach to resolving disagreements productively. While working as a human resources representative for the Benefits Department, the department was faced with some issues as our director was forced to leave the organization due to a personal conflict with the human resource executive director. After the director left, the department had no direction and the only support the human resource team had was the immediate supervisor. Unfortunately for everyone, including the supervisor, the executive director was targeting everyone that had ever worked with our former director. With the above mentioned, our supervisors' title changed as needed on a daily basis. For example, if there was a need for the department’s expertise and knowledge, then she would be placed back in her position. Otherwise, she would be treated as one of the representatives. This became an emotional roller coaster for everyone involved as we did not feel supported and were very confused. Meanwhile, the executive director decided to name the payroll manager interim director to the Benefits Department which worsened the situation. It became evident that this person had no benefits knowledge...
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...employment relations debates. WERS logo Acas is proud to co-sponsor the Workplace Employment Relations Study (WERS), a national survey of people at work in Britain. It is the flagship survey of employment relations in Britain. WERS has been undertaken six times; most recently in 2011 (reporting in 2013). A full range of WERS-related materials, information and advice, including a bibliography of secondary analysis, is available at the official WERS website: www.wers2011.info. Keep up to date with Acas policy and research news and publications The Acas Blog: Read and comment on views, experiences and insights on employment relations policy and research shared on the Acas policy blog Subscribe to policy and research email updates: Sign up to email updates of articles, policy discussion papers, and the latest research from the Acas Strategy Unit and the Research and Evaluation Section. We will not share your contact information with any external organisations. View our full Acas privacy policy for further information. Research papers 2015 •pdf Arbitration in collective disputes: A useful tool in the toolbox [819kb] Ref: 05/15 This report outlines the findings from the evaluation of Acas' Arbitration service. The research covers qualitative interviews with 13 users of the service, including Acas arbitrators, conciliators, employers and union representatives. The research showed that the numbers of cases have declined in recent years, but users continue to welcome...
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...LEARNING TEAM CHARTER | HCS 335 | | All team members participated in the creation of this charter and agree with its contents □ (Please check) | Facilitator: | Bob Vella | | | Course Dates: | 03/25/2014 – 04/28/2014 | | | Highlight Your LT Designation: A B C D Team Members/Personal Information: Team Member Skill Inventory: Areas individual members can contribute/want to develop. Stefani- I have a passion for process improvement and problem solving. I am always looking for new way to improve on my skills. Angela- I would have to say that I am always eager to learn something new! We tend to learn best from one another and I am looking forward to other people’s point of view. Learning Team Goals: You must reach a consensus on the following questions; not individual answers. 1. Provide three or four group goals. A. (Stefani) To turn in our assignments on time and to ensure we submit our parts of the individual assignments to the responsible team member for compiling the information at least 12-24 hours in before the assignments are due. B. (Angela) My goal for our team is to be able to communicate with one another and to be able to agree upon who is doing what and to be able to pull together and get the assignment turning in on time. 2. What are potential barriers to the achievement of these goals? A. (Stefani) Team members may not turn in their portion of the work on time. B. (Angela) I would have to agree...
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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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...The Five-Stage Model 1. forming stage – 1st stage. a great deal of uncertainty about the group’s purpose, structure, and leadership. Members “test the waters” to determine what types of behaviors are acceptable. This stage is complete when members have begun to think of themselves as part of a group.. 2. storming stage - The second stage in group development, characterized by intragroup conflict. 3. norming stage The third stage in group development, characterized by close relationships and cohesiveness 4. performing stage The fourth stage in group development, during which the group is fully functional. 5. adjourning stage The final stage in group development for temporary groups, characterized by concern with wrapping up activities rather than task performance. groups that begin with a positive social focus appear to achieve the “performing” stage more rapidly. Storming and performing can occur simultaneously, and groups can even regress to previous stages. GROUPS WITH TEMP DEADLINES punctuated-equilibrium model A set of phases that temporary groups go through that involves transitions between inertia and activity. Work groups have properties that shape members’ behavior and help explain and predict individual behavior within the group as well as the performance of the group itself. - roles, norms, status, size, cohesiveness, and diversity psychological contract: an unwritten agreement that exists between employees and employer. This agreement sets out mutual expectations:...
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...ABSTRACT Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them. Diversity is commonly interpreted in relation to ethnicity, gender and culture. Diversity also captures the differences and similarities between individuals and group, encompassing race, ethnicity, gender, culture, age, sexual orientation, religion, language, education, family status, physical and mental ability. These demographic variables are related to other important diversity characteristics such as values, attitudes, interaction styles, physical and cognitive abilities and non-work commitments. The impact of diversity is both positive and negative. The research questions was: How can diverse workforce affect the organization? Table of Contents Chapter 1. Introduction 4 Background of the Study 4 Statement of the Problem 4 Purpose of the Study 5 Research Questions 6 Chapter 2. Literature Review 6 Chapter 3. Methodology 12 Data Analysis 12 Final Results 14 References 15 CHAPTER 1. BACKGROUND Today, globalization has become...
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...that his assignment is our original work and is not copied from anyone/ anywhere. If found similar to other sources, we shall take complete responsibility of the action, taken thereof by, OB Team. Group No.: Section: D Batch: MBA FT (2015-17) Date: 14th Aug 2015 Signature: Name: Roll No.: INTRODUCTION In this assignment we had to check the various traits that are shown by various managers in different organizations. We contacted different managers and tried to find from them according to different surveys as to how they feel and experience in an organisation. We have used various surveys to interpret their behaviour and have provided an analysis of our own. The various traits surveyed are attitude, job satisfaction, conflict management, communication, basic need satisfaction, power & politics, ATTITUDE & JOB SATISFACTION Name of the Manager: Sachin Garg Organisation: Loylty Rewardz Mngt Pvt Ltd Position: Associate Vice President Working since: July 2014 Total experience:12 years Qualification: B. E. + M. B. A. JOB SATISFACTION: This is a survey to check the job satisfaction that you have at your workplace. Every trait has specific numbers which will be then added to see the level of your job satisfaction. SURVEY: | STRONGLY DISAGREE (1) | DISAGREE...
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...CONTENTS Page Number 1. Package of Personality Development 1 2. Leadership 4 3. Interpersonal Relations 7 4. Communication in organizations 9 5. Stress Management 13 6. Group Dynamics and Team Building 15 7. Conflict Management 18 8. Performance Appraisal 21 9. Time Management 24 10. Motivation 27 Package of Personality Development Aim The training module is aimed at the promotion of the strategies for the personality development of the participants. The rationale behind this endeavor is the recognition of the multifaceted influence of the personality of the employees upon organisational effectiveness. Objectives The objective...
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...find out too late that they feel a conflict between their own values and their employer’s values. Every person has certain ‘Benchmark Goals’ that dictate what is important to them in life (Pace, 6). Some people value family, money, and some value having a career in a certain field. Employees in positions where there are conflicting values can be unhappy in their position, and it can carry over into their personal life. When values align, it can give an employee a sense of purpose and connection with their position and coworkers. Sometimes though, if the values do not match up, it can cause internal conflict for the employee, or even conflict between employees. There are two main ways that an employee can have conflicts with the values, between them and their supervisors or coworkers, and between them and their company. Someone who has very strong values centered on faith will struggle with a company who requires weekend work which might cause them to miss a weekly service. Katherine Dean reminisces about a position she once held where her supervisor pushed them too hard, because he overly valued sales and financial gain, even above family time and a personal life. She felt that his drive towards profit caused competition between employees instead of a positive environment (Dean, 2011) When a supervisor is pushing their employees so hard for profits and time at the office, an employee who is more geared towards family will feel conflict. The employees felt that they were...
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...Role of Conflict in Effective Group Communication Group communication involves multiple members discussing one or more topics or participating on one or more activities. Having multiple members in one setting brings together different personalities, information, cultures, perceptions, and power or influence. Combining these differences forms reasons for conflict to occur. In order to address conflict effectively in a group setting, it is important to understand exactly what conflict in a group means, and how to address the different types of conflict. Conflict in a group occurs when members disagree over two or more options that a group can take when trying to make a decision, resolve a problem, or achieve a goal. Not all levels of conflict are bad; in fact, most levels of conflict can be effective as long as the group knows how to effectively and proactively address the conflict. For example, say two of your team members have a disagreement on a task you have assigned them. This is known as pseudo-conflict if it is just a misunderstanding, or a simple conflict is they do not agree on the issue. To address this conflict you should direct them to both discuss their opinions on pros and cons, combine their ideas, and work together to form a mutual combined finished product. This allows them to work through conflict and learn from each others ideas. Conflict may not always be easy to solve. Once you have gone through all manners of professionally addressing any level...
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...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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...We define conflict as a disagreement through which the parties involved perceive a threat to their needs, interests or concerns. Every individual is unique and that very uniqueness will lead to conflicts in our relationship. You are in the middle of a conflict and resolution seems imminent, however, each time you approach the summit, the process stalls or goes into reverse. Why is this so? There are several factors that can delay or hinder the resolution process. The first one is Negative body language. A 'closed' posture (arms strapped across the chest), shaking one's leg, shaking one's head, tapping the floor with one's foot, sighing and grunting are all negative and do not help the process. Some men will apologise prematurely to get the woman 'to shut up' because 'I can't take the whole heap a argument'. This ploy may also be due to impatience. Some women will feign agreement while harbouring resentment and when the man thinks the hatchet is buried, the next conflict reveals that it was not buried deep enough. There may be times when there is a need to walk away from the conflict to prevent its escalation and to gather one's thoughts, but the decision to walk away must be thought out carefully as it could become a hindrance. On the flip side, persons may remain at the scene, but stew in silence. Besides that, Constant interruptions also can hinder conflicts resolution. If persons are serious about resolving conflicts, then there must be a concerted effort to allow the other...
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