...environments, conflict resolution and counseling is a must. At one point or another, conflicts will arise between coworkers. It is best to have policies, procedures and guidelines in all businesses established to help overcome these issues. It is also important to have a leader that exhibits the qualities of strong leadership and intrapersonal strengths. Effective listening skills, assertiveness and strong communication skills are also a must for a leader who can help bridge a conflict gap and point employees into the right direction. In a board sense, conflict resolution can exist between disagreements, between two individuals, companies involved in litigation or even countries seeking support to the highest level such as the United Nations. The common denominator between all these examples is the need for an outside intervention to solve the issues at hand. The first step in addressing conflict resolution is to identify the source of the issue and the parties involved. As a leader in the business world, it is important to fine tune your intrapersonal skills to indentify when this issues arise. A experienced leader will act fast to resolve the conflict before it spreads throughout the department like a cancer. A conflict can be brought to a manager’s attention by coworkers who witnessed the incident or management may notify a leader of a certain conflict. It is important to keep in mind that not all conflict is necessary confrontational or hostile. Conflict can take many...
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...Conflict Resolution and Peacemaking Paper Taisha Allen PSY 400 Carla Kuhlman 11/13/2014 In this paper I will be discussing about conflict resolution and peacemaking in this paper. Information will be used as a platform to analyze information based on social psychological perspective which provides a much clearer understanding of conflicts, peacemaking, techniques and resolutions. This paper will also work to develop a comprehensive understanding on how social interactions will influence the ability to deal with many conflicts and create resolution in a group dynamic. Conflict Resolution and Peacemaking Conflict is a very common part of social interaction and human life. A conflict is basically an understood incompatibility of actions or goals between two or more people (Myers, 2010). Many people have a very difficult time, regardless of age, in finding adequate solution for resolving conflicts. To develop a solution it is often very helpful to understand how to go about finding the solution first. For example by following a few basic steps it is often more tangible to reach a solution to almost any problem rather than create an increasingly difficult work environment. Most people and societies do not establish methods that teach children or adults about the changing nature of conflict and peacemaking based upon societal differences (Rossi, 2003). John Allen Rossi...
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...Running head: NONEMPLOYMENT CONFLICT MANAGEMENT Nonemployment Conflict Management University of Phoenix Nonemployment Conflict Management Policy decisions whether made in public or private setting require a careful analysis of including the possible outcome from implementation to stakeholders. No better example to the impact of policy decisions and the stakes it holds that in the United States political forum. Legislative decisions that impact the public are known to split the two aisles of the political spectrum; democrats and republicans. It has been argued that although the public may appear to be the major stakeholder behind the scenes the actual stakeholders are the big corporations. These corporations are known to lobby through vigorous negotiations on major policies by using their relationships, experiences and valuable insights of how “things” work in Washington. In the case of the Wamayo River Basin, the decision to preserve the salmon population conflicts with the economic development interests for hydropower, timber industry and agricultural development proponents. Indeed, the decision formulated is like walking a tight rope as it will create conflict given its impact on multiple stakeholders. Wamayo Dam, the company contracted to build additional dams along the basin has to identify the non-organizational conflicts that may exist given the multitude of stakeholders. For Wamayo, developing an astute conflict management will ensure that...
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...Conflict Resolution and Peacemaking Paper Sabrina Trevi PSY/400 May 30, 2016 Leah Reagan Conflict Resolution and Peacemaking Paper Conflict is not always a bad thing. Conflict signifies caring and involvement about a certain topic or situation. Conflict also is a catalyst to solving problems and improving relationships. Conflict can be a sign that change is needed. The key to successful conflict resolution is finding a mutually acceptable resolution to the conflict. A peacemaking mentality helps evoke conflict resolution. Conflict resolution among children and in schools is essential for building compassionate communities. Through the elements of conflict and resolution and peacemaking, one is able to solve problems and improve human relations. Without conflict, people seldom face and resolve his or her problems. Peacemaking Defined Peace is more than the suppression of open conflict; peace is the outcome of a creatively managed conflict (Myers, 2010). Peacemaking creates relational and structural justice that allows for social and personal wellbeing (Noll, n.d.). Peace can be defined in two different ways: negative and positive. Negative peace is demonstrated when peace is achieved through coercion rather than cooperation and understanding. Conflict is not resolved, but just repressed. An example of negative peace is seen in law enforcement. Criminals are removed from society by peace officers. As a result, crime rates go down. However, coercive and sometimes violent...
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...Managing Conflict In Organisation- An Overview Volume 8 Issue 4 Fall 2010 Posted On Tue, Sep 21 2010 16:46:00 Authors: Muyiwa Adeyemi Editor's Rating:0 (0 Ratings) Reader's Rating:0 (0 Ratings) Login to Rate | About Ratings Introduction In any organization, effective administration of the resources available is very important and paramount to the attainment of its objectives. The human aspect of the resources is most important and crucial as it is the one responsible for the co-ordination of other factors and more importantly conflict situation among staff cannot be over-emphasized. It is known fact that no two workers are the same, even twins are only alike. Nwakwo (1987), Craston (2002) and Onanuga and Arikewuyo (2005) describes administration as the careful and systematic arrangements and use of resources (human and material), situation and opportunities for the achievement of specific objectives of a given organization. To this end, it is worthy of note that effective organizational administration is necessary for managing conflict situation in any system, such should be embedded in the day-to-day running of the industry. Conforming to this viewpoint, Peretomode (2001) describes administration as the performance of executive duties, the carryout of policies or decisions to fulfill a purpose, and the controlling of the day-to-day running of an organization. To this extent, among the very important duties of an administrator, is the management of...
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...Conflict Resolution in the Workplace: An Interdisciplinary Prescription for a Healthier Organization Introduction Conflict is rarely defined within organizations; instead, examples are given ranging in scale from mild tension with a colleague caused by miscommunication all the way to interinstitutional conflict involving many stakeholders competing for resources (Zweibel, Goldstein, Manwaring, & Marks2008). Unidentified, and under resolved conflict in an organization can lead to mountainous waves of tension that infect the everyday work environment with decreased productivity and burnout. The focus of this paper will be to examine the effects of conflict resolution through an analysis of business, psychology, and cultural and ethnic studies. Business. Business is the concept of providing goods and services to customers with the prospect of making a profit or not. Human resources (HR), a sub-discipline of business are concerned with the implementation of policies, tools, and strategies related to the management of people. People and problems co-exist. It is impossible to have one without the other. The Nominal Group Technique (NGT), an HR tool, can be used in a conflict situation in the workplace in order to establish the perceived causes of employment relations conflict (van der Waal & Uys 2009). Psychology. The science of psychology focuses on the mental and emotional behaviors of groups and individuals. The psychological process of mentally diagnosing...
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...is mostly hardworking, calm people who are very proud of their residences and area. A lot of of the people of New Oxford receive the new fabricating plant, as a new way to raise income for the town and generate employment. M-Core is trying to construct the new plant by buying the homes of the people who presently reside in the terrain for a cost higher than what the homes are valuable. The majority of the people have been content to get the corporation up on its offer but three residents have been indisposed to move and put up for sale their houses. M-Core has requested the mayor to assist convince the people to put up for sale their terrain. This paper will study the difficulty facing M-Core and several of the potential solutions to the dilemma. In the end I will suggest a solution for M-Core to employ to resolve the conflict among the corporation and the residents and how the corporation can assess the consequences of the solution. Describe the Situation Issue and Opportunity Identification M-Core is sustaining a fragile balance because the corporation desires to construct a new plant that will in fact do well to the population although it also wants to construct the facility immediately with the...
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...THIRD PARTY MEDIATION IN CONFLICT RESOLUTION Introduction The contemporary international system has witnessed dramatic increases in numerous conflicts. Specifically, of the six continents in the world, not even one is immune to one form of violent conflicts or the other. Of all efforts to explain the causes of these conflicts, a growing body of research findings highlights the association between economic deprivation and conflict. (Gurr 1970; Elbadawi 1992; Collier and Hoeffler 1998; Stewart 2002; Deiminger 2003; Justino 2004). Thence, circumstances of gross economic denial, together with social, political, and environmental factors precipitate conflict. Third party mediation in Conflict Resolution has gained a considerable and increasing attention from academics and policy makers. There is plethora of literature on the role of third party in conflict resolution. Due to the complexity of the discipline, conflict resolution seems to be a relative term that can mean either conflict prevention or conflict management. Likewise, debates ensued as to why a third party mediates in conflicts. For instance, people marvel why the ‘coalition of the willing’ intervened in Iraq over the unproven existence of weapons of mass destruction but not in North Korea that admitted having the weapons. In addition, NATO intervened in Kosovo, but not in Bosnia, the UN sent troops to halt ethnocide in East Timor but had done nothing to prevent same from happening in Rwanda. More ...
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...CONFLICT RESOLUTION PAPER R O N S A E L. M A S O N P R O F. S H A R O N B U R K E. COM/100 INTRODUCTION TO COMMUNICATION Several advantages that a team has over an individual in the workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures. Types of Conflict Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict can be negative in the same tense except it is dysfunctional and hinders the teams or the person’s performance...
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...Conflict Management in the Workplace Introduction Conflict management in the workplace is an issue that every leader, manager, or employee has to deal with at one time or another. The basics of conflict management include improving communication, teamwork, and a systematic approach to solving the disagreement. This paper explores various techniques that can be utilized to manage conflict in the workplace. Workplace Conflict Management Conflict is defined by Hellriegel, Slocum and Woodman as “the process in which one party perceives that its interests are being opposed or negatively affected by another party” (p. 362). Sometimes conflict that be a positive force within an organization, while at other times it is a negative force. An example of conflict as a positive force is that the creation and resolution of conflict may lead the company to constructive problem solving. It may also lead people to search for ways of changing how they do things. The conflict resolution process can ultimately be a stimulus for positive change within an organization (Hellriegel, Slocum and Woodman, p. 364). However, conflict may also have serious negative effects on an organization. For example, conflict may divert efforts from goal attainment or it may deplete resources (particularly time and money) (Hellriegel, Slocum and Woodman, p. 364). Conflict also may negatively affect the psychological well-being of employees and cause stress (Hellriegel, Slocum and Woodman, p. 364)...
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...Organizational Behavior Summary Paper Nancy Simmons AOL9 October 2, 2012 The purpose of this summary paper is to discuss three major themes in which I have demonstrated knowledge of and made application. The themes that I have chosen are • Systems Approach • Conflict resolution vs. Conflict management • Relationship between conflict handling modes (Thomas-Kilmann) According to Tubbs ‘the systems approach advanced the idea that all the various component parts of the model are interrelated and that a change in one often creates change in the other parts of the system (Tubbs, 2012)’. There are three major categories to the systems approach, which include: (1) relevant background factors, (2) internal influences, and (3) consequences. Relevant background factors are attributes of the individual participants that existed prior to the group’s formation that will endure in some modified form after the group no longer exists. These background factors influence the group’s functioning; in turn, the group process affects the group’s outcome or results (Tubbs, 2012). We all were born into this world with different personalities, with no two persons alike. The personalities we instill will have an influence on said, “chemistry” or working relationships within a group, no matter the setting. It could be a setting of all women, all men or maybe even a mixed setting with different genders. This creates a very fickle situation. Mixing...
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...Written Assignment Format * Handwritten, * Assignment sheets * A4 Size * Ruled Paper Name: Apurva Kher Due Date / Day: 21/02/2012 Class: PGDM- HR Roll No: 2803110 Subject: OD Assignment No: 3 Topic: OD Interventions Title of the Assignment: Intergroup Interventions Signature: (Of the student) Apurva Kher La Marks out of 15 Name (Of the faculty): Prof. Dhrupa Bhatia Signature: Date of Evaluation: Remarks (By Faculty): ___________________ ___________________ ___________________ ASSIGNMENT 3 Prepare a 3-4 page report on intergroup interventions recently used in any company of your choice. The data collected from various sources should be read and rewritten in your own words and in point format, with each point thoroughly explained. Interventions The term intervention refers to all the planned programmatic activities aimed at bringing changes in an organization. These changes are intended to ensure improvement in the functioning of the organization-in its efficiency and effectiveness. The changes are brought through the employees in the organization while consultants facilitate the change process. Any OD intervention, therefore, involves close interaction between the consultants and the client organization. Intervention basically refers to an intended activity to bring change in the organization and the consequent activities within the organization...
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...Conflict and Mediation OL 7001-8 Assignment 6 Karen Platt Dr. Benton September 6, 2015 Mediation Workplace-based stress may be triggered by interpersonal differences, which can produce damaged relationships, loss of productivity, decreased job satisfaction, and lowered morale (Cahn & Abigail, 2014; McKenzie, 2015). Stress is the emotional or intellectual response by someone to a perceived threat in his or her workplace or personal life (Cahn & Abigail, 2014; McKenzie, 2015). In many cases stress can result in workplace conflict. Not all work-place conflict can be resolved without third-party intervention. A third-party is brought in to facilitate a negotiation process when individuals cannot negotiate or agree on an issue effectively. Mediation is an intervention in a standard negotiation conflict acceptable by all involved parties (Cahn & Abigail, 2014). The unbiased third-party has limited or no authoritative decision-making power, is neutral, and perceived as being fair (McKenzie, 2015). Mediation has been found to produce better organizational outcomes than other interventions. This paper provides a closer look at mediation, mediators, and the process used during conflict resolutions. In addition, the author has provided an example of a practical application of a mediation plan used by mediators. Mediator’s Roles and Responsibilities Independent mediators are neutral, impartial, and normally have no prior relationships with the...
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...Conflict is a normal part of any healthy relationship. After all, two or more people cannot be expected to agree on everything, all the time. I believe that learning how to deal with conflict, rather than avoiding it, is crucial. Also, when conflict is mismanaged, it can cause great harm to a relationship, but when handled in a respectful, positive way, conflict provides an opportunity to strengthen the bond between people. By learning different skills for conflict resolution, you can keep your personal and professional relationships strong and growing. In this paper I will discuss a workplace conflict that I was involved in. In a role of a supplemental instructor I was in charge of putting together a workshop for ESL (English as a Second Language) students and collecting input from all of the team members. Every team member had their own part to complete. My job was to do my part and also to drive my team members to do their work and inputs as expected. In the end, we were supposed to create a workshop which consisted of six parts, thus an input from all of the members was crucial. However, I was the one responsible to deliver complete workshop. So, in my team, I had several people from each of the sections to complete the whole plan. None of these people reported to me and I did not have any superiority at this, I had to lead and manage them without them reporting to me or having leadership superiority. In the end, I had two people not deliver their content on time, which,...
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...Negotiations for Life Scenario 2- Collaborative paper MGMT 570 Conflict Management Keller Graduate School of Management Conflict happens every day whether people are ready for it or not. Understanding how to deal with the conflict in the workplace is essential to a business such as More Power Inc. where there is a particular conflict to be discussed in the following case study involving managers Joe Newcomer and Kim Khan. Presented in the case study will be conflict assessment, situation analysis, and a recommendation based on data evidence gather by collaborative effort of Team 2. Conflict Assessment To define the major conflict issues between Joe and Kim it starts with relation of formality versus informality in the approach to managing and representing More Power Inc. First, there is the company’s 30 day return customer product return policy to which Kim does not practice strict adherence. Is this autonomy or defiance? Next there are the handshake deals with vendors. A handshake is an incomplete contract that increases the chances of misunderstanding or uncertainty of the agreement between two parties. This can even be a violation of the business’s Code of Conduct as a conflict of interest. Then there is the interaction and treatment of employees that is impacting overall morale and productivity of the team. In evaluating the conflict resolution components it was taken into consideration the concept of knowing one’s...
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