...Name Course Name Date How to Handle Difficult Behavior in the Workplace In the article, “How to Handle Difficult Behavior in the Workplace”, Tony Belak (2004) elaborates how to prevent negative and unproductive behaviors in the workplace that can lead to conflict. Tony strives to assist employees solve their conflicts when they happen instead of leaving them unresolved as unresolved conflicts can be costly to the organizations productivity. According to the article, conflicts can arise between institutions, between individuals in an organization or between organizational components. The article further states that conflicts have become part of the organizations daily duties, and managers should strive to resolve them immediately to avoid influencing other employees or bring loss to the organization. Difficult behaviors such as yelling, harassing or rudeness should never be ignored as they contaminate more employees and may inhibit performance in others. The author recommends different ways that individuals can use to handle difficult behaviors in the organizations. First, he recommends employees to avoid taking the actions of others personally. Tony insists that it is very easy for employees to label others as hostile, miserable or with other negative coloration, assuming every move their take will bring conflict. He advises these employees to take time and learn productive ways of creating good interactions, other than labeling others as conflict stereo types. The author...
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...resolve conflicts in the work area. The five strategies are accommodating, compromising, collaborative, avoiding, and competing. Depending on the urgency and the type of conflict in the workplace, will decide what conflict strategy would be used to resolve the conflict at hand. Recognizing the conflict and the conflict management strategies strengths and weaknesses will assist management in developing a conflict management plan to solve the conflict between David and James. Each of the five management strategies has its own strengths and weaknesses that management needs to be aware of in order to settle a conflict. The accommodating strategy is low in assertiveness and high in cooperation. This strategy puts the others needs or interest before his or her own just to maintain a harmonious relationship. In certain conflicts this could be fine because it allows the other party to feel like they have won the conflict, which could lead to a faster resolution. The problem with the accommodating strategy is the outcome is of low importance. The compromising strategy is moderate assertiveness and moderate cooperation. Using the compromising strategy there is no clear winner or loser. The compromising strategy is defined as “giving up more than you want”. This strategy is used as a temporary solution to the conflict not a permanent one, which could create a bigger problem later. The compromising strategy is good for when there are time constraints and the conflict needs to...
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...Conflict is unavoidable in today’s work environment. In order to resolve conflict we must first define what conflict is. According to Hellriegel, Slocum and Woodman conflict is the process in which one party perceives that its interests are being opposed or negatively affected by another party (p. 362). Workplace managers must be sensitive to the consequences of conflict. These consequences range from negative outcomes (such as loss of skilled employees, sabotage, low quality of work, stress and even violence) to positive outcomes (such as creative alternatives, increased motivation and commitment, high quality of work, and personal satisfaction) (Hellriegel, Slocum and Woodman, p. 365). Conflicts (whether they are negative or positive) will arise in organizations whenever interests collide -- and when these differences affect the relationship between interdependent people, they must be constructively managed (Hellriegel, Slocum and Woodman, p. 365). According to Hellriegel, Slocum and Woodman, conflict includes meanings, judgments, and values that crowd our minds move us to conflict. Feelings are an important dimension of conflict. For example, anger, hostility, fear, jealousy, insecurity, pain or sadness, inadequacy, are some of the feelings underneath conflicts. Although most conflicts involve disagreements of some kind, some of them can be more about feelings than thoughts. Many societies, including our own, express opposing views of conflict-sometimes it is bad, sometimes...
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...STRATEGIES IN CONFLICT RESOLUTION Avoiding and Accommodating Avoiding and Accommodating are the two of the five strategies in conflict resolution that will be discussed in the concept application paper. Managers must be effective communicators in order to match the correct strategy to the different situations that might come up at the job. And since various conflict situations require different strategies, managers need to know what strategy to use to solve a conflict or problem. During the Avoiding strategy, neutrality is maintained at all costs, and withdrawal relieves the necessity of dealing with situations that would arouse conflict. In this strategy the concern for production and the concern for people are very low. On the other hand, during the Accommodating strategy, disagreements are smoothed over, and a state of peaceful coexistence is the ultimate goal. In this strategy the concern for production is very low, and the concern for people is very high. The Avoiding strategy is for people that see conflict as a hopeless, useless experience. Instead of tolerating the tension and frustration of conflict, managers using the avoiding strategy simply remove themselves from conflict situations. This conflict management style is the second most popular among U.S. managers. A common way of avoiding is when managers ignore a comment or change the subject when conversations begin to threaten. Another way to avoid is to place the responsibility...
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...– 7 3 | 4 | 5 | 6 | 7 | | Figures | 8 – 9 | Conclusion | 10 | References | 10 | Introduction Conflict in OSH arises in the workplace. Dealing with conflict its refer to the struggles that result from incompatible needs, feeling, thought or demands within person or between two or more people. There are 3 types of conflict at workplace: 1. Interpersonal conflict 2. Individual-group conflict 3. Group-group conflict Conflicts can arise between people because of differences in educational backgrounds, personal experiences, ethnic heritage, gender and political preferences. In this task given, the issue that will be discussing in strategies to deal with conflict is a gender issues. This issue is importance because in every organization they have male and female worker. This conflict will be occurring when there are some misunderstandings between the different genders. There are many situation can be describe to this conflict. There is the process to solve the problem and conflict resolution. Main contents Conflict resolution process Step 1: Create An Effective Atmosphere Creating an effective atmosphere is a very importance step in the conflict resolution process. Example: Try avoiding sensitive issues for the example about the culture, gender, family and religion. There are many kind of cause that can occurring a conflict in these are the sensitive issues. Try not to talk about it and...
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...Management-Devry Conflict Resolution in office romance Professor: Charles Desjardins GM570- Managing conflict in the workplace 11/12/11 Conflict Resolution in office romance Conflict is inevitable. It is a normal way of life. How we as individuals perceive each other depends on our ability to effectively resolve problems and how we cope with managing change. Some of us are unable to adapt to change therefore, it is expected that conflict will occasionally occur. There are different types of conflict that occur in our daily lives as well as in the workplace. However, the topic I choose to discuss as part of this conflict resolution paper is office romance that causes conflict. As we all are aware office romance is very common today in our society. It is no secret that people often find love on the job. There is a level of comfort and closeness that we share with our subordinates that we sometimes tend to fall in love with them. Office romance is dependent on a number of factors. Office romance can have both positive and negative effects on the working environment as well as work performance. It can cause conflict in the workplace, especially if it is a supervisor-subordinate relationship. It can affect the productivity of employees and may lead to sexual harassment and other claims. It can make co-workers uncomfortable and it can be dangerous because it can lead to conflict within the...
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... 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. As the only woman working at the engineering...
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...The billing department has informed me that they are not receiving the correct and necessary information for them to submit clean claims to the insurance companies. Our job as a team is to come up with a solution that will ensure the billing department gets all information they need to submit claims. I have chosen you five individuals because you all possess the knowledge of the company workings since you all have been working for this company a long time. As stated by Mickan & Rodger (2005, p.359), “team members are required to be socially competent and willing to share information, negotiate decisions, and solve problems.” You show accountability in your work, trustworthiness, respect toward your co-workers and superiors, enthusiasm in your job, and have shown a willingness to resolve conflicts when they arise. Now let us look at what our team needs to possess and how we will organize this team, your roles or functions, and the necessary problem-solving skills needed in order to resolve the billing department’s problem. Communication Skills There are certain communications skills that we need to have in order to make this team effort successful. Effective communication is a two-way process; we need to be able to actively listen to one another and be able to deliver a message that is easily understood by its recipients without confusion (Levine, 2004). Also, pay attention to your body language when communicating as well as the body language of those you are communicating...
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...Conflicts in the Work Place Melody Johnson Strayer University Winter 12’ Professor Albert Yin In this paper I will discuss the affects of conflict, decision making and organizational design in the work place. When people work together, there will be tension and conflict between individuals and groups from time to time. Even in the best of work environments, organizational tension is inevitable. Conflict is the natural outcome of disagreement often resulting from individuals or groups with differing values, desired outcomes, or frame of reference. Such workplace tension produces a situation where executives can spend time up-front by finding resolution through negotiation or spend time on the backend trying to resolve a destructive battle. Left unmanaged, organizational tension and conflict will inflict unnecessary pain through internal struggles and in the worst scenarios cause long term strife to the organization or loss of talented employees. In my current position as a supervisor I am faced with conflict, decision making and organizational designs daily. I supervise a team of investigators and at times there are differences in the workplace amongst the team. As a supervisor it is my job to try to diffuse the situation to ensure that it doesn’t escalate. By diffusing, I would need to come up with a strategy that would benefit both parties. When I was researching Branson, for example Branson believed in hiring the best people to run businesses. People are important so...
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...Trade Unionism Have Affected Employee Relations 6 1.3 Role of Main Players in Employee Relations 8 2.0 Understanding the Nature of industrial Conflict and Its Resolution 10 2.1 The Procedures an Organization should follow in dealing with Conflicts 10 2.2 The key features of employee Relation in a Selected Conflict Situation: 12 2.3 Effectiveness of procedures used in a selected conflict situation 14 LO3 Understanding collective bargaining and negotiation processes 15 3.1 The role of negotiation in collective bargaining 15 3.2 The impact of negotiation strategy for a given situation 17 Win-Win Strategy 17 Win-Lose Strategy 17 LO 4 : Understanding the concept of employee participation and involvement 20 4.1 The influence of the EU on industrial democracy in the UK 20 4.2 Comparing of the methods used to gain employee participation and involvement in the decision making process 23 4.3 The impact of human resource management on employee relations 24 Conclusion 26 References & Bibliography 27 Introduction The Purpose of this assignment to acquire knowledge and development of skills about employee Relations (Relations between an employer and a collective workforce, typically through a recognized union), its nature, historical background, types, and European Union roles in its development. It also encompasses the industrial conflicts such as strike, lock out etc. and the procedure for solving those dispute to ensure smooth business operation. Further purpose of this assignment...
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...Mgmt. 328 Conflict Diamond Case Study Raw diamonds are making their way from deadly jungles to hands and necks all around the world. It is unfortunate that these resources from third world countries are being exploited for the sake of vanity. Diamonds are not just a symbol of love anymore but are also becoming a symbol of mutilated body parts and crisis. While lives are being taken and children are being exploited, there are fortunes being made by transnational corporations. All the while these poor African people working in the mines under horrendous conditions are only getting paid maybe a dollar a day. As long as there is wealth to be made this crisis may never come to an end. So, a question arises as to who are the key players and how can they help stop conflict diamonds or even worse, how are they contributing. There may very well be those that are trying to help stop conflict diamonds such as the World Diamond Council, United Nations and possibly others such as reporters just like we see in the movie ‘Blood Diamond.’ However, it is almost clear that all other stakeholders are only contributing. For example, Multinational Enterprises it seems only care about the huge profits they make and perhaps look the other way in order to have middle men working to smuggle these diamonds and pass customs. These MNEs’ have the most power in this situation and will continue to make large profits if nothing is done now. Consumers also contribute to conflict diamonds due to the...
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...Manufacturing. Strategy | Strengths | Weaknesses | Problem-Solving Team | Members from the same department get together to address different methods of improvement. | Can only make recommendations. Only applicable to their area of expertise. Usually team members do not have the authority to implement strategies directly. | Self-Managed Work Team | In place of supervisors, these teams work together to manage each other through different tasks: operating procedures, schedules, taking action to solve problems, working with suppliers and customers. | Conflicts often result in uncooperative members, power struggles. High turnover rates within these types of teams. | Cross-Functional Team | Allowing people from diverse areas of expertise to exchange information to develop new ideas, solve problems, and coordinate complex projects. | Time. To develop chemistry, trust, to learn and become familiar with all of the new information and to produce results takes an extensive amount of time. | Virtual Teams | Use of online interfacing rather than face to face meetings. Efficient for members with conflicting schedules, locations, and allows teams to work remotely. | Less social rapport and direct interaction. Become more task oriented, less chemistry and trust. Team members tend to be less satisfied. | 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. A...
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...RESOLUTIONS AT WORKPLACES Today, negative samples of conflicts are surrounding us; when you turn on your TV, almost every news program, reality show or a talk show or sitcom episode, we watch people acting out their conflicts more often than not in their worst way possible. Let’s face the reality here; anyone working person, spends more time with our work colleagues with than we do with our family, friends and loved ones. Fortunately or rather unfortunately, our work colleagues become our best friends. “But even in the best of times it’s not unusual to be faced with the guy three cubicles down from yours whom you’d just as soon clobber than look at again. Fold in a heightened sense of tension due to uncertain job security these days and even the smallest disagreements can turn into firestorms. What you do when facing a conflict at work is critical; especially if you don’t have the luxury of delivering a Jerry McGuire-Esq. speech to the entire office before making your dramatic exit. Working it out in a way that calms the situation, improves your working relationship, and satisfies both your needs is ideal (Vivian Scott, 2010)”. It is imperative to practice utmost courage in order to resolve conflicts at work. While it is much easier and safer to ignore the necessary conflict and play calm, unresolved conflict will always escalate. One thing with unresolved conflict is that it never disappears; all it does is to simmer below the surface. Think of the analogy of water that is...
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...Conflict Resolution in High School Youth conflict resolution has been around for a while and has been very successful in some schools. The biggest problem has been keeping a program going. Training, funding, and finding time to keep it a part of a school are difficult challenges. Conflict resolution means teaching young people new and different ways to resolve disputes without resorting to verbal or physical violence. Many adolescents today are caught up in situations of teen conflict that they cannot manage – jealousy, name calling, teasing, gossip, stealing another’s property, dating and friendship issues, and bullying and outright aggression. Schools are frequently the center of many of these tensions. Conflict can also branch out from the school and lead to problems in the community. Conflict resolution education is an important component in violence prevention and intervention program in schools and youth communities. It is used in approximately 15% of schools in the United States. The most successful programs seem to be those that offer a comprehensive approach to problem-solving, teaching effective listening and communication skills, and critical and creative thinking with an emphasis on personal responsibility and self discipline. Sweeney and Caruthers (1996) define conflict resolution in a concise way, “the process used by both parties in conflict to reach a settlement.” Conflict is basically the result of two or more people possessing differing opinions...
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...camels. The sons were to split the camels accordingly, the first son was to get one half of the camels, the second son was to get one third of the camels and the last the third son was to get one ninth of the camels. Since the seventeen camels could not be split evenly, the three sons went to ask an elderly lady for advice, but she was unable to help them. The elderly lady decided to give them one of her camels, now the three sons had eighteen camels. They split the camels accordingly the first son got nine camels, the second son got six and the youngest got two camels. They then had one camel leaf-over they decided to give it back to the old lady. If the brothers from the beginning had solve that problem they wouldn’t had needed to go to the lady and lake her camel. The second story was about how the South Africa tribe of the San Bushmen resolve their problems. The San Bushmen are known for their hunting and own arrows with poison tips. When an argument arises someone goes around and collects all the arrows in the tribe...
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