...| 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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...receiver to build greater empathy, openness, and acceptance into the relationship while ensuring the accuracy of the communication process. Clarifying the Implicit Implicit thoughts and feelings are not clearly or fully expressed. The receiver may or may not assume that the implicit thoughts and feelings are within the awareness of the speaker. Reflecting “Core” Feelings Reflecting core feelings is an intuitive attempt at understanding the deepest and most important feelings being experienced by the speaker from the speaker’s perspective. Receivers should exercise care in using this technique to avoid embarrassing the speaker. ******************************************* Review Questions 1. Discuss the four major forms of conflict in organization. Answer:...
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...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 conflict issues. This keeps managers from getting involved, being accused of playing favorites...
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...Conflict Identification and Resolution Name of Student Institutional Affiliation Conflict refers to the struggle or disagreement between people or parties with opposing principles or opinions. An interactive human being is involved in quite a few conflict scenarios through the course of his or her life and a group of people in a team or organization is quite often faced with conflicts as a result of differences in ideologies or when one party doesn't perform as well as expected. Examples of these conflicts include; leadership conflict, interdependency based conflict, working style differences, cultural based conflicts and personality clashes (Fareed, 2015). In an organization, for example, personal issues are one of the biggest causes of conflict. Interpersonal conflict is known to be one of the lowest conflict levels in an organization. It occurs between two or more people within a team or organization who are knowingly or unknowingly opposed to one another. These kinds of conflicts may arise from organizational factors such as budget, management and leadership structure. Interpersonal clashes at a place of work may also be fueled by poor communication, scarce resources, poor performance or the difference in personalities among workmates (Fareed, 2015). One common cause of interpersonal conflicts is drug and substance abuse. Substance abuse has been linked to negative behavioral changes and poor work output which translates to a generally poor performance...
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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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...Assignment Employment Conflict Management Concepts Worksheet Concept | Application of Concept in Scenario | Citation of Concept in Reading | Personal Experience in your Organization | ConflictI know this may seem like an elementary concept, but it is the reason for the scenario and for the class. It is not just another concept; it is “the concept”. | There are many conflicts that we can see in the scenario of Coastal County Clerk of Court. We see the conflict between the management styles of the former Clerk, Art Brewer, Stan Accord, the new Clerk, and Dennis Munger, the aspiring Clerk. Through the scenario there is a difference in how elderly employees should be treated, and if employees should work full days or be allowed to be out in the community. The major conflict arose when Accord laid off 15 employees including Munger and Mr. Bodkin. | “The study of conflict is a basic human requirement and the practice of constructive conflict is an essential set of interpersonal skills.”(Wilmot & Hacker, 2007, ch. 1.) | I have experienced many conflicts while in working environments. I remember one time in particular when I had a conflict with a superior of mine who wanted to fire me because I said I couldn’t work on Sundays due to my participation in the local church. He would not work with my schedule and had it out for me. With help from management we worked out our differences. This is one of many examples of conflict in the workplace. | Types of Goals:...
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...Conflict and negotiation in the workplace Conflict occurs with two or more people who, despite their first attempts at agreement, do not yet have agreement on a course of action, usually because their values, perspectives and opinions are contradictory in nature. Conflict can occur: 1. Within yourself when you are not living according to your values. 2. When your values and perspectives are threatened. 3. When there is discomfort from fear of the unknown or from lack of fulfillment. Conflict is inevitable and often necessary when forming high-performing teams because they evolve through “form, storm, norm and perform” periods. Getting the most out of diversity often means addressing contradictory values, perspectives and opinions. Conflict is often needed. It: * Helps to raise and address problems. * Energizes work to be focused on the most important priorities. * Helps people “be real” and motivates them to fully participate. * Helps people learn how to recognize and benefit from their differences. Conflict is not the same as discomfort. The conflict is not the problem – poor management of the conflict is the problem. Conflict is a problem when it: * Hampers productivity. * Lowers morale. * Causes more and continued conflicts. * Causes inappropriate behaviors. Types of Managerial Actions That Cause Workplace Conflicts 1. Poor communications * Employees experience continual surprises, for example, they are not informed of...
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...Conflict Management Conflict Management Yamil Little Strayer University BUS520 Dr. Anthony Hughes 02/27/11 Conflict Management Introduction In today’s ever-changing business environment organizations encounter varying levels of intrapersonal, interpersonal, intragroup, and intergroup conflicts. Intrapersonal conflict is a battle within oneself, which usually involves a life goal and/or change. Interpersonal conflict is when two or more people have opposing perspectives to a given situation. Intragroup conflict is when disagreements occur amongst some or all members of a group and ultimately affects productivity. Intergroup conflict is when disagreements occur between different teams or groups. The success and efficiency of an organization depends a great deal on how well individuals handle conflict. Each person handles interpersonal conflict differently and generally falls under the collaborating, compromising, forcing, accommodating, and avoiding styles of conflict handling. The collaborating style addresses conflicts with a win-win approach presented to opposing perspectives. The goal is to find a mutually beneficial solution to organizational conflicts. For a collaborating style of conflict management to be successful a high level of cooperation and assertiveness amongst the group is needed. The compromising style of conflict management addresses issues with a give-and-take approach. In comparison to the collaborating...
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...Conflict occurs in organizations whenever a difference of opinions exists. People disagree over many things including but not limited to, policies and procedures, the overall direction of the company, and distribution of rewards. This type of conflict is substantive conflict, as described in our reading text organizational behavior as a, "fundamental disagreement over ends or goals to be pursued". The second type of conflict is emotional conflict; which involves, "interpersonal difficulties that arise over feelings of anger, mistrust, dislike, fear, resentment, and the like." This type of conflict occurs when two or more persons do not see eye to eye or simply do not get along for whatever reason. Conflict is as inevitable as change in any organization because of the complexity of relationships within the organization, the interaction among its members or their dependence on one another. Conflict means a clash between two opposing and oftentimes hostile partners. Conflict is a warning to managers that something is wrong and needs solution through problem solving and clarification of objectives, establishment of group norms, and determination of group boundaries. Conflict that is managed instead of being ignored or suppressed can be used effectively. It can stimulate competition, identify pertinent differences within the institutions, and serve as powerful motivator for positive change. Unresolved conflict is debilitating and oftentimes frustrating. Productivity declines and...
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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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...Assignment for Course: 520 Organizational Behavior and Leadership Title of Assignment: Firing too Drastic Conflict Conflict is the process in which one party perceives that its interests are being opposed or negatively affected by another party (Hellriegel & Slocum, 2009). Conflict can be view as an integral, though unwanted part of daily organizational activity, it can result in a positive or a negative impact on the organization as a whole. For an amicable resolution of conflict to be reached there has to be proper handling of the particular situation. The ability to understand and correctly diagnose conflict is essential to managing it (Hellriegel et al., 2009). The situation that existed between Michael Kalinsky and his bother–in–law could be classified as an interpersonal conflict. This type of conflict normally occurs when two or more individuals perceive that their attitudes, behavior or preferred goals are in opposition (Hellriegel & Slocum, 2009). There were elements of role conflict present as Micheal had formed the view that David’s performance and behavior were not meeting the standard of the organization. It could also be said that David suffered from role ambiguity; it is theorized that role conflict and role ambiguity are major causes of stress and can lead to unexpected behavior and low morale among employees if not properly managed. An effective leader is able to motivate his...
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...Discuss the conflict that is occurring at General Hospital. Introduction This document presents the conflict that occurred at General Hospital and recommendations on how it could have been resolved. It discusses the different management styles that were used to address the issues and it was communicated throughout the organization. The information provided was based off readings supported by (Hellriegel, D., & Slocum, J.W., Jr. 2011). The Conflict that Occurred at General Hospital in my opinion the conflict that is occurring in the General Hospital is the physicians are interested in obtaining personal benefits from representatives of pharmaceutical companies that distributes to the hospital. To stay competitive within the community, General Hospital’s CEO, Mike Hammer had to determine a way to reduce expenses and advance their technological medical services to increase revenues. Mike Hammer knew long term that the hospital’s would lose their accreditation and funding if they didn’t increase their revenue and advance their services. One of the hospital’s biggest expenses was physician-driven cost. Mr. Hammer felt the organization could reduce expenses if the physicians changed some of their medical ways of practices. He communicated his concerns to the director of medicine, Dr. Williams. However, Dr. Williams felt their current practices were the best way to operate the hospital and was opposed to any of Mr. Hammer’s ideas. When meeting with the director of medicine to...
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...Discuss the conflict that is occurring at General Hospital. A conflict is to come into a collision or disagreement; be contradictory, at variance, or in opposition or to clash. Conflicts can be good as well as bad. A conflict not only depends upon perspectives but also upon how concerned parties react to certain situations. There are four primary levels of conflict: intrapersonal, interpersonal, intragroup, and intergroup (Hellriegel and Slocum, 2011, p. 385). The conflict that is occurring throughout General Hospital pertains to finances. General Hospital is having problems in revenue and a decline in patients with better health care plans that generate better revenue. Mike Hammer, Hospital CEO, is now dealing with the problem of cutting cost to prevent the hospital from going into a financial dilemma. Hammer also faces the problem of facilitating staff that agree with his previous decisions and perception on how to solve the problem. Physicians are focusing on personal benefits from representatives of pharmaceutical companies that distributes to the hospital. Each physician and clinician employed are paid a very high salary and the pharmaceutical companies are aware that the physicians are interested in favors if they use products at the hospital. This makes representatives of pharmaceutical companies to easily get their products in the General Hospital. This practice has started a serious problem. Some pharmaceutical companies increased the prices of their products...
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...M.B. Consulting 555 Main Street Austin, TX 77864 512-555-5555 October 1, 2011 Proposal for the Development of a Formal Conflict Management Program Dear Mr. Brown, S.D. Consulting appreciates the opportunity to develop a formal conflict management program for your firm, Hope Educational Services. As we have discussed, your grievance policy is simply not enough to cause your organization to be as effective as it needs to be. In our experience, it is essential for your leadership to understand how the conflict in your company can be an asset to them causing more productivity, growth and motivation. Simply trying to eliminate or ignore conflicts will only cause more unresolved conflicts in an organization. To begin, it is important to understand the 4 approaches to effective organizations: goal attainment, system resource, internal process and strategic constituencies. You will find that conflict resolution will not change or question your company’s structure, but will address the conflicts that are occurring within the system. Taking responsibility for the conflicts will lead to problem solving and learning that is invaluable to a productive organization such as yours. Goal attainment centered organizations care about reaching its primary mission or purpose and tries to measure its effectiveness according to how well they accomplish that goal by measuring the stock earnings or equity gains of the company. Sometimes the goals of the company, however, can be accomplished...
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...camera. The Satera team consists of seven “highly intelligent and educated” engineers. Heading the team is Gary Pinto. The team is in danger of missing the target deadlines set forth in the contract due to conflict between two of the lead mechanical engineers, Ira Lovas and David Bennett, who are responsible for designing the carrying device for the camera. Missing contracted deadlines results in reductions in payments. The Satera team’s lack of productivity is the result of a personality and cognitive styles clash among two Mr. Lovas and Mr. Bennett. Lovas is described as competent and creative by Pinto. He is methodical, detail oriented and uses already proven methods when solving a problem. Bennett is an innovator. He approaches problems from several different angles at once, and wants to solve problems in ways that have never been tried before. Both have the ability to see solutions where nobody else could. During meetings, Lovas and Bennet have intellectual debates that are increasingly regular, and deteriorate into bickering. The two cannot brainstorm together because they cannot compromise. Their clashing cognitive styles have taken a toll on team spirit and productivity. Other members are complaining that the team is dysfunctional and that the conflict between the two engineers has paralyzed the rest of the team so much that no team member can side with either engineer. Seeing no...
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