...SAT2 - Leading and managing conflict resolution For this discussion, the topic of “leading and managing conflict” will be applied to the new manager. To begin with, good communication leads to an effective leader. In addition, effective conflict resolution requires good communication. To begin, the Self-Portrait of My Communication Effectiveness Assessment is provided below to help new managers identify their communication style and determining its effectiveness. Table 1: A Self-Portrait of My Communication Effectiveness Instructions: The following statements relate to various aspects of communication effectiveness. Indicate whether each of the statements is mostly true or mostly false, even if the most accurate answer would depend somewhat on the situation. Asking another person who is familiar with your communication behavior to help you answer the questions may improve the accuracy of your answers. | | MostlyTrue | MostlyFalse | 1. When I begin to speak in a group, most people stop talking, turn toward me, and listen. | | 2. I receive compliments on the quality of my writing. | | 3. The reaction to the outgoing message on my voicemail has been favorable. | | 4. I welcome the opportunity to speak in front of a group. | | 5. I have published something, including a letter to the editor, an article...
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...challenges with group dynamics, low morale, and communication barriers. Due to the cultural diversity, communication barrier has posed the biggest challenge. Secondly, difference in perception is another big challenge. In North America, the culture differs from Korea where it is very direct and uses explicit communication. Example: giving direct feedback or compliments to high performing workers is normal, however, it is not socially accepted in Korea as the employees are treated with the same level of respect. On the other hand Korean culture is indirect and they almost never ask questions when in doubt as it depicts that is unclear and can be taken as disrespectful. In addition, the Confucianism of Korean cultures teaches to show respect to teachers and managers. Soon after Ellen’s arrival and spending some time in Korea, she discovered that the Korean consultants had less experience. During the short tenure of the project, she could sense the tension arising between her and the co-manager Jack Kim. Jack had made it clear in his communication style to the group that he was the boss and with his demeanour it was clear that the employees would take orders or directions from him. In leading a team, communication and clear expectation is key. In this case where there is cultural differences and communication barriers and to add to that when employees are reluctant to ask questions when unsure leads to conflict. To avoid the conflict they end up creating more problems to themselves...
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...Managing Peaceful Change Daily non-confrontational conflict management, a new approach to management By Rayma Vinyard Jacoby Management 629, Summer 2013 Professor Stan Salva August 19, 2013 Rayma Vinyard Jacoby Professor Stan Salva Management 629 August 19, 2013 Managing Peaceful Change Conflict management and leadership transformation are often presented as areas of specialization. Change can be caused by conflict or in itself can create conflict. In leading team development, managers must understand their employees and their team in order to lead them forward through daily conflict resolution. By using non-defensive mediation techniques, a manager can help each team member create a voice, invest them in the process of change, and lead their team to success. Conflict transformation has been used to resolve international issues since the 1970’s. Strategic and powerful, these tactics can poise a manager for corporate success. Systemic conflict analysis and conflict monitoring, with key shareholders, creativity in the imagination of sustainable solutions, strategic planning of systemic interventions, and mobilization of agents of peaceful change are the core elements of conflict transformation. 1 Engaging key shareholders requires understanding the people and team dynamics within the conflict. This gives managers a place to begin. Analyzing and monitoring conflict transformation using non-defensive communication allows the manager to creatively develop and implement...
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...Addressing Challenges of Groups and Teams During recent times the organization experienced drastic changes in the communication industry. These changes had a detrimental effect on the company’s customer base and the net profit our company, Desert Communications. The current situation requires us to re-think our service delivery model, increase efficiencies from our support departments and transition the traditional customer service departments to value-added units that support the sales and marketing operations efforts. During the following months the orgaization will implement operational changes in the customer-service call center with the objective of developing a more dynamic customer response and leverage customer contact to expand our service offering channels. These operational changes need to be addressed to the employees in the call center in ways that maximize the employee acceptance, collaboration, long-term objectives and understanding of common goals. The following outlines the presentation and delivery plan of the upcoming transformational operational plan. Presentation Methods There is a difference between a group and a team. A team can be characterized as a coordinated effort between a set of people. These efforts result in a better performance than an individual’s work. “A group is two or more participants that primarily share objectives” (Robbins & Judge, 2011). Suggest a method for an operational change consists of many factors that will either be...
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...following is NOT recommended when you are attempting to establish confirming relationships with others in the organizational setting?<br> According to the text, which of the following is NOT recommended when you are attempting to establish confirming relationships with others in the organizational setting? Attempt to focus on problem solving. Be as honest as possible. Use evaluative "you" language. Use evaluative "you" language.: You can help create a confirming climate by using "I" language instead of "you" language. Correct! Demonstrate concern for others. Question 2 1 / 1 pts According to Jack Gibb's work on supportive and defensive communication, a supervisor who ____________ is promoting a disconfirming climate.<br> According to Jack Gibb's work on supportive and defensive communication, a supervisor who ____________ is promoting a disconfirming climate. focuses on solving problems listens open-mindedly to opposing viewpoints doesn't show concern for the feelings of others doesn't show concern for the feelings of others: In a confirming climate, employees express interest in each other, not indifference. Correct! treats her subordinates as if they were equals Question 3 1 / 1 pts When offering praise,<br> When offering praise, praise only with your own original comments; don't relay praise from others. praise only with broad sweeping generalizations. praise consistently, even if you have to stretch the...
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...| 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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...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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...The Godfather Part II The Godfather Part II is the fiction movie that I have selected to describe the parties’ perceptions, the obstacles impeding resolution and how it might have been handled to a more satisfying resolution by using effective conflict resolution concepts (communication skills, Getting To Yes principles, TRIP goals). In this specific conflict, Michael Corleone has secured the head position in the family, and attempts to expand the family empire into Las Vegas and Cuba. The Corleone family no longer resides in New York. They have moved to Nevada where they are obtaining an influential reputation with the vague goal of some day becoming "legitimate." With Nevada Senator Pat Geary, Michael Corleone discusses the terms of a fourth state gaming license for the Corleone family, but the two only trade insults and demand payoffs. Michael: This is my lawyer, Tom Hagen; Senator Geary. He's the one who arranged this whole thing through your man Turnbull. Senator: Yes -- Yes. Senator: Well uh, it's perfectly all right with me, but I should tell you that I am a blunt man and I intend to speak very frankly to you -- maybe -- more frankly than anyone in my position's ever spoke to you before. The Corleone family has done very well here in Nevada. You own, or, you control, two major hotels in Vegas -- one in Reno. The licenses were grandfathered in, so there is no problem with the gaming commission. Now, my sources tell me that -- you plan to make a move...
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... 3) Assume that anything produced privately after 1989 is copyrighted. The concept of fair use gives individuals limited rights to use copyrighted materials without requiring permission. Question 0.1 / 0.1 3 points The reasons why people make unethical decisions include 4) 1) taking the easy way out. 2) doing whatever it takes to win. 3) rationalizing one's choices. 4) A, B, and C 5) B and C only View Feedback Question 4 0.1 / 0.1 points Which of the following statements comparing oral and written communication is least accurate? 1) Written communication is preferred when a permanent record is needed. Written messages are generally more organized and well-considered than oral messages. One advantage of oral communication such as a face-to-face meeting is that it 3) allows for immediate feedback. 2) 4) Oral communication is preferred when presenting formal or complex ideas. View Feedback Question 5 0.1 / 0.1 points Which of the following is an example of horizontal communication in an organization? 1) Four payroll clerks meet to discuss a new payroll processing procedure. 2) A supervisor submits a progress report about a current project to the vice president. 3) An employee suggests a way to improve customer service A supervisor sends an e-mail message to all division employees detailing the newest procedure for submitting expense account reports. View Feedback 4) Question 6 0.1 / 0.1 points Which of the following are means of...
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...interoffice memo to: New manager from: exiting manager RE: Group communication Date: [ 9/13/2014 ] Team Members * April Lusk Elizabeth Kline Mianca White Calvin Walk Shayla Williams Communication is the exchange of information between individuals for the purpose of gaining a response in the form of actions or thoughts Beebee & Masterson (2006). Communication among a group of people is more complicated that communication among two individuals. This memo is designed to identify barriers in group communication, techniques to overcome those barriers and enhance group communication, and the role of conflict in effective communication. Barriers to Effective Group Communication One of the many barriers in group communication is related to us as a team at this moment. Being that we are spread out over the US, and none of us lives in the same city, we have a physical barrier. You can’t be as effective in most cases if you are not speaking face to face. Sure we have emails, phone numbers, and a forum within the classroom, but nothing is the same as physically seeing a person when you’re talking to them. It irritates me when you try to reach people to ask a question or to get feedback, and it takes them a long time to get back with you. Then when they finally get back with you they don’t understand what you’re asking, or they don’t give you the answer that you need. You have to go back and ask in a different way or explain what it is that...
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...and resolve conflict successfully. Conflict management is a skill that can be learned. The human relationship is a complex and dynamic inter-action. As living creatures, we need and crave the opportunity to interact with other humans by speaking, listening, and spending time with them. Most of this interaction tends to be mutual and cordial. Yet, at times, the interaction can be laced with tension and discord. If left alone, the tension can lead to conflict that may damage the relationship or even become volatile. Conflict between individuals and within groups often occurs because people have differences of opinion, have different values and goals, or receive inaccurate information. Conflict is not always a bad thing. In many cases, conflict can lead to a better understanding of and response to issues. Conflict also can lead to creative problem solving and the initiation of innovative ideas. However, if conflict is sup-pressed and not addressed, it can lead to distrust and greater discord within the group. For a group to be productive and successful, group members and leaders need to be able to identify, address, and resolve conflict successfully. Like any other leadership skill, conflict management can be learned. The overall goal for conflict management is to find common ground (mutual goals and interests that all parties share) within the issue and use that as the foundation for resolution. Source: Trautman K. ,Kriesel C.B. Rice T. Mnanging Group Conflict,g2115. Pdf ...
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...Best Practices Manual for Supervisors Student SUPERVISION AND LEADERSHIP George Reinoehl July 19, 2008 Contents INTRODUCTION ....................................................................................................3 PART ONE: COMMUNICATION SKILLS ..............................................................5 PART TWO: ORIENTATION AND TRAINING .......................................................7 PART THREE: PRODUCTIVITY ............................................................................10 PART FOUR: PERFORMANCE APPRAISALS .....................................................12 PART FIVE: RESOLVING CONFLICTS .................................................................14 PART FOUR: EMPLOYEE RELATIONS ................................................................16 PART FOUR: REFERENCES .................................................................................18 Introduction “Best Practices” is a term that has spawned in the business world in past recent years that explains what the best processes are and why these processes should be adhered too. Best Practice is defined as “a technique or methodology that, through experience and research, has been proven to reliably lead to a desired result.” (Whatis.com, 2008) Within management best practices, there are five important components: Skills, Processes, Solutions, Resources, and Improvement. Dissemination is what allows best practice programs to impact an organization...
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...According to Karl Marx, conflict is an attribute of an enduring power struggle between the employer and the employees over the control of various aspect of work, nature of tasks, values and rate of remuneration. Industrial conflict occurs when employees express their dissatisfaction with management over the current state of the management-employee relationship. The causes of such dissatisfaction are typically matters related to regular wage payment, wage increase or remunerations according to terms of employment contract. Conflict may manifest in the form of peaceful bargaining and grievance handling of boycotts or restriction of output, sabotage and above all absenteeism which could be grouped into formal and inform. It should be noted that the absence of strikes does not imply or mean there is no industrial conflict because such conflict could be express latently or covertly. FORMS OF CONFLICT AND HOW IT CAN BE AVERTED: Leadership Style This style of leadership is importance to ensure team work, and creates harmony in a group by connecting people to each other whereby leadership style is being used against the employee.an autocratic leadership style will definitely breeds conflictual atmosphere. Poor Communication Poor communication creates uncertainty between the employer and the employee that leads to stress and conflict. For instance, a worker may be waiting for his employer to deliver key information so they can complete a task on time. If the employer does not...
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...Communication Theory Renee Campobasso HCS/320 February 12, 2012 Cheryl Workman Communication Theory Communications in healthcare are an important issue regardless of one’s health status. There are several barriers that contribute to the issues that surface from health issues. Poor communication skills are among those of great importance. They can lead to delayed diagnoses and unnecessary treatments which can result in harm to the patient and patient care.(Astrom,k,Duggan,2007) Gender and cultural differences are two obvious barriers that healthcare professionals come in contact with on a daily basis. Men and women communicate in different ways as we all know. It is no secret that women are in fact more informed when it comes to health issues, mainly because women ask more questions in regards to health issues. Women talk more and reveal more about themselves personally than men do. Women also tend to visit physicians more often than men. (Dupre, 2005) Differences in culture have a definite impact on communication within any organization. In a healthcare setting, minorities have difficulties in expressing the problem and fail to explain the issue in great detail. Language barriers present the greatest difficulty in describing the health problem. They have issues in understanding physician questions and explanations of health problem. Researchers suggest that people of color and minorities receive different medical care than other patients of non-minority status. Access...
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...of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | |Competitive strategy |▪Short term outcome. Rise in output/result |▪Fails in the long- run. It reduces the | | |▪ Provides a quick resolution. |inter-personal connections. | | | |▪ Could potentially cause poor relationship | | | |between competing parties | | | |▪ Reach solution at the expense of others. | |Avoidance strategy |▪ Avoids disruption |▪It doesn't provide any solution by | | |▪Leads into instant optimistic outcome. |itself. | | |▪Cools down the sentiments as well as |▪ Failure to reconcile differences of | | |temperament and therefore let folks to look|original conflict. ...
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