...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 team you must...
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...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 team you must...
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...Abstract To be an effective leader you have to know yourself, your people and your business while leading the team through different conflict-situations that may increase the stress level of each team member and on the organization. It is critical for the leader to understand his own management style and that of his team members and using the analyses in becoming a more effective coach and mentor. This analysis will look into the relationship between Wolfgang Keller and Dmitri Brodsky. Wolfgang is the Managing Director at Konsigsbrau-TAK (A) and Dmitri is a direct report. The two individuals have very different management styles, experiences and cultural backgrounds. The analysis will review their management style differences, how Wolfgang could have prevented the conflicts and how he can improve the relationship with Dmitri. Wolfgang Keller A Business Case Analysis Wolfgang Keller’s personality is best described as “getting things done”. He is motivated by involving himself in the day to day actions and by gaining immediate results which is indicative of a management style of “Dominance” according to DiSC management profile model (Inscape Publishing, 2008). Dmitri Brodsky, a direct report to Wolfgang, operates with a management style of “Conscientiousness” (Inscape Publishing, 2008) described as ensuring accuracy, maintaining stability and embracing challenging assumptions. Wolfgang and Dmitri share a common management priority of embracing challenges...
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...will analysis a team that he were presently a member. According to analysis the Characteristics, Processes, Issues, Organizational context and Group Dynamics for teams, to find the reasonable recommendations to improve the performance. Overview of the team In 2013, the HuaLi Meter Company wanted to improve the effective of work process and standardize the operation instruction. Therefore, the organization set up a quality improve team, which involve eight people, to analysis the work process and product (kilo-watt-hour meter). This team were made of one team leader, two operation staffs, two product measure staffs, two data analysis staffs, and one standard draft staff. The whole improve process...
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...Nida Faridi Conflict Analysis Part 1: Observe an instance that you are not personally involved with where conflict is present (you will need to be a bit of a covert operator to accomplish this). Answer the following: In several detailed paragraphs, describe the conflict scene. 1a. Who was involved in the conflict? What was the relationship between the participants prior to the conflict? Did it appear as if the relationship between the participants had any impact on how either person responded to the conflict? 1b. When and where did it take place? Was it formal or informal? Planned or unplanned? What impact did the location and time have on the outcome? 1c. What transpired? (Be specific) Two weeks ago, an argument took place between me and the boss. We were in the conference room conducting a team meeting that always took place before the daily goals were conducted. The meeting began as it usually did with a briefing of the goals to come that day and then we started discussing possibly moving some team members from certain projects to projects that took more precedence, due to us having employees on vacation over the next two months. The boss for team immediacy recommended that two of my team members from be moved directly to his team, which would put me short of members for the month. I disagreed and said that one member from his team and one from mine was a more logical choice. This upset the boss and led very shortly to an argument. We eventually both had to be removed...
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... Frank R.C, Greer, Lindred L., Jehn, Karen A. (2012) The paradox of intragroup conflict: A meta-analysis. Journal of Applied Psychology. Pp 360-390 2. Purpose of study: The first analysis on the effects of intragroup conflict on group outcomes were studied by De Dreu and Weingart. Since this study, more than 80 new types of studies have undergone analysis. The purpose of this study is to conduct a meta-analysis of intragroup conflict and its relationship with group outcomes. The goal is to find if certain altercations and conflicts will somehow affect the outcome of some sort of team based or group based project. They are using the new wave of study focusing on more complex, moderated relationships between conflict and outcomes to provide a new and updated analysis of intragroup conflict. 3. Methods: A database was used to search for studies that were based around relationship conflict, task conflict, process conflict, group outcomes and were then included if they gave sufficient statistical information. They then did the same search for literature articles and used the same inclusion criteria to break it down to 116 useable articles for the meta-analysis. They also used and collected information regarding aspects that may have had an influence on whether conflict was positively or negatively related to group outcomes. 4. Results: The results show task, relationship, and process conflicts are reliably negatively related to trust and group member commitment. As far as...
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...contributes to the understanding of the causalities of conflicting behaviour in adult males and females. The aim of the study is to investigate the relationship between tendency to be involved in social conflicts (conflict potential) and locus of control beliefs (two types: intermal/external) as well as two types of typology (introversion/extraversion). Based on the previous studies (Holloran, Doumas, 1999; Benjamin, 1999; Williams and Vantress, 1969) it is hypothesised that that 1) there will be a significant difference between locus of control, extraversion and conflict potential; 2) introverts will score higher on group adaptation scale than extraverts; 3) externals will score lower on group adaptation scale than internals. Two more hypotheses derived from the earlier findings (Bookwala, Sabine and Zdaniuk, 2005; Harris and Bohnhoff, 1996): 4) the results will differ between age and gender groups; 5) with the increase of age the conflict potential will decrease. The findings of the study suggest that locus of control (β=-1.146, p<0.01) and typology (β=.816, p<0.01) are strong predictors of conflict potential. Despite the fact that results differed between age and gender groups, no significant age (β =1.09, p>0.01) or gender (β =-4.523, p>0.01) effects on conflict potential were found. It was found that extraverts and those with external locus of control scored significantly lower on group adaptation scale thus showing...
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...different types of conflict in the work place. Analysis of the conflict was done with the aid of Blake and Mouton’s model of conflict management. The paper reflects on a real life observation using brightlands care home. Conflicts observed in the home were analysed and discussed. Manager positions in handling the conflict were also analysed using Blake and Mouton’s conflict management style model. Five conflict management style (competitor, collaborator, compromiser, accommodator and avoider) were used to analysed the conflict were based on the research of Blake and Mouton (1964). Using the conflict scenario, the paper critically discussed various approach towards conflict resolution within and between groups. 1.0 INTRODUCTION Conflict is a normal and natural aspect of life and the working environment hardly do without one form of conflict or the other. Conflict in the workplace is a well known daily phenomenon and it is on the increase. It is worth saying that a conflict free company never existed and will never exist. Tension, cultural differences, aggressions, antagonisms, negative attitude and frustration will usually exists especially wherever men are forced to live and work together. . Burton (1972) said in his book that Conflict, like sex is an essential creative element in human relationships. It is the means to change, the means by which our social values of welfare, security, justice and opportunities for personal development can be achieved. Conflict is a never ending...
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...specifically analyzed in different aspects and parts to further understand the study. In doing so, one will be able to broaden one’s ideas and analysis in certain conditions in relation to the topic about Urban poor. This will also have an analysis of their general condition using a theory application- which most probably is CONFLICT THEORY, a theory discussed in class with relation to the Sociological Theories presented. This paper was developed as a requirement and further study of the Sociological Theories presented in class and as a meaningful output of all the lectures and discussions that happened during class. Analysis was done by choosing a theoretical orientation from the ones discussed in class. Students and professionals are the intended audiences of this study. This study will hopefully be of help in the development of concrete analysis and plans not just towards the Sociological development of the urban poor, but of the holistic development as well. The informations contained in this study were based on researches provided by related literature and on- line based sources, more of secondary sources. Sources related to the study are referred to the bibliography at the end of the study. Conclusions are from the author of the text, as a product of understanding from the related sources. With all the informations and analysis...
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...Sources, Methodologies and Styles of Conflict Management Mohammad Atashak Member of Young Researchers Club matashak@yahoo.com 09123123141 Parisa Mahzadeh Master degree in educational administration p_mahzadeh@yahoo.com 09122397950 Abstract: Conflict management is an ongoing procedure. It entails continual communication and supervision. In this article, has been reviewed the evolution of conflict management and have been studied sources of conflict, styles of conflict management, conflict management methodologies and major features of the conflict management module and in the end has been presented conflict reduction strategies. Key worlds: conflict management, sources of conflict, styles of conflict management, conflict management methodologies Introduction: The term conflict refers to perceived incompatibilities resulting typically from some form of interference or opposition. Conflict management, then, is the employment of strategies to correct these perceived differences in a positive manner. For many decades, managers had been taught to view conflict as a negative force. However, conflict may actually be either functional or dysfunctional. Whereas dysfunctional conflict is destructive and leads to decreased productivity, functional conflict may actually encourage greater work effort and help task performance. Borisoff and Victor point out, "We have come to recognize and to acknowledge the benefits dealing with conflict affords. Because of our differences, we communicate...
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...TASK 1 - ANALYSIS Task 1.1 – Critical Analysis of Leadership approaches of Rick Belkner, Mike Wilson and Jack Greely. The case study presented has given us three different examples of three different type of leadership each person has presented. The analysis of the three different leadership approaches is given in the following table. Leader Analysis of Leadership Approach Mike Wilson Firstly let’s discuss the leadership of Mike Wilson. Mike is described in the case study as a hard working charismatic and inspirational leader, which is a leadership approach used to describe a quality of a leader who inspire his or her work mates, and according to the case study, Mike has the ability to achieve goals and did help transformed his organization. Mike’s leadership approach known as Transformational approach is well described by Wood as a leader who by force of their personal abilities is capable of having a profound effect on his followers (Wood et al 2010). Furthermore Mike’s leadership approach was effective. Even his former boss hired him back because he has high regard of the Management at Consolidated Life Insurance. Mike was well liked by his fellow supervisors and he was one of the pioneers of setting up a Supervisors forum which was formed to identify ways for the company to positively move forward.(Wiesner, R 2011). Mike has a flexible supervisory style that he uses to run his department. He did provide excellent results through implementation of people oriented...
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...Conflict Style Assessment and Analysis Paper Sue Parks SOC 350 – Conflict Resolution Siena Heights University October 22, 2015 INTRODUCTION A conflict has arisen so what do we do to manage the conflict? Does it matter how we manage the conflict? My answer to the second question is that it absolutely does matter how we manage the conflict. We encounter conflicts in every facet of our lives; at work, school, home, and even while we are out shopping. Analyzing our conflict style better equips us for when we encounter conflicts, and ultimately develop better relationships. We will be delving into my assessment results, looking into my strengths and weaknesses then figure out what will help me be able to effectively manage conflicts. After the Conflict Style Analysis assignment that I had taken, I then was able to compare my results with the results from the two evaluators that know me. My own results showed that I exhibit avoiding conflict both at home and at work. It also showed that I also exhibited compromising and integrating conflict styles at work not just avoidance. I cannot say that I was surprised that my dominating style was avoidance, taking the assessment only confirmed what I knew. When comparing my results with my two evaluators I was a tad relieved by the consistency but a tad surprised as well with a slight variance from one of the evaluators. BACKGROUND/RESEARCH This assessment was completed by using Application 5.1 Assessing your Conflict...
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...Negotiation Skills Lecture (1): Conflicts Management Dr. Ola Elgeuoshy For any organization to perform effectively, interdependent individuals and groups must establish working relationships across organizational boundaries, between individuals, and among groups. Such interdependence may foster either cooperation or conflict. CONFLICT Conflict: “involves incompatible behaviors; one person interfering, disrupting, or in some other way making another’s actions less effective.” Two Faces of Conflict: Competitive conflict • parties pursue directly opposite goals and mistrust and don’t believe each other. (Win-lose) Cooperative conflict • parties pursue cooperative goals and trust and rely on each other. (Win-win) Competitive Versus Cooperative Conflict Source (right figure): Reprinted from Learning to Manage Conflict: Getting People to Work Together Productively by Dean Tjosvold. Copyright © 1993 by Dean Tjosvold. First published by Lexington Books. All rights reserved. All correspondence should be sent to Lexington Books, 4720 Boston Way, Lanham, Md. 20706. Conflict Issues Conflict. • A disagreement between people on: • • Substantive issues regarding goals and tasks, allocation of resources, distribution of rewards, policies and procedures, and job assignments. Emotional issues arising from feelings of anger, distrust, dislike, fear, and resentment, as well as personality clashes. • Conflict that is well managed can...
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...Evaluating value of Conflicts Value Conflicts and Key Terms Overview: This page offers a few different ways to use values to explore conflict. Understanding the values that motivate people in various situations helps students avoid oversimplification, damaging vilification, and undue self-congratulation. Building these habits of analysis can help students move away from a “good vs. evil” worldview and to begin seeking and evaluating the enormously complex variables of human behavior. Goals: 1. To give students a vocabulary and protocol to recognize motivating values and anti-values and to dissect conflicts into their component values. 2. To give students tools to analyze value conflicts, to evaluate the assumptions involved, and to generate predictive inferences and concrete steps towards a resolution. 3. Student will be able to recognize and avoid the fundamental attribution error, in which we habitually project personality flaws in others when they struggle, and look for situation-based explanations when we struggle. In short, students will practice perspective-taking, and be better able to put themselves in other people’s shoes. 4. Students will learn to recognize conflicting values within themselves, and to balance and prioritize their needs, goals, and desires. In General: 1. It’s difficult to pull values out of the air when evaluating a situation. There are a lot of them, and they can mean very different things to different people. I regularly use...
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...Application………………………………………………………………………..3 Analysis………………………………………………………………………………………5 Resolution Recommendation…………………………………………………………………6 Reflection……………………………………………………………………………………..7 References…………………………………………………………………………………….8 Abstract How do you handle an employee with personal issues who feel that those issues entitle them to different treatment then the other employees at the company? It is important to exercise compassion but not let it affect decisions for your employees that will cause problems for your company and the other employees. Also learning how and when to use disciplinary action for employees who abuse their sense of entitlement. See how I suggest handling the employee in this paper who uses her personal situation to get away with being late and calling in and it has created tension in the office with the other employees. Background Company ABC has rehired an employee, Sarah, that has worked for the company in previous years and been released of her position both times for being tardy, calling in repeatedly and poor work performance. Sarah is exhibiting the same behaviors now as she has in the past. She was in a drug rehab program and going through a divorce upon returning and was given compassion in the beginning months as to her situation. However, the same behaviors have not improved over the first year of her employment. The other dependable and hardworking co-workers in the office are frustrated about the situation. Not only is she repeatedly...
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