...I agree that the managerial task of controlling and motivating employees is both extremely challenging and intricate. The fact that every employee is different and reacts differently to management makes the task even more challenging. This is why identifying the primary challenges and discovering how to overcome each of them are crucial to improving your ability as a future manager. Three principal challenges facing managers are; motivating employees to work as hard as possible, controlling employees so that they follow instructions and protocol and dealing with inevitable conflict in the workplace and avoiding it if at all possible. An integral factor in the motivation of employees is the perceived fair payment and rewards for work they have performed. Companies have to pay employees enough so that they are willing to work for them at full capacity, without this, employees will choose not to work as hard. Organisations globally reward and pay their employees differently based on cultural differences, for instance in North America there is a culture of rewards rather than a higher base pay. Recently organisations have opted to reward employees with a choice of their bonus, this has proved to be more cost effective as it only gives employees what they want and the company benefits from the positive change in...
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...Conflict is defined broadly as a process that begins when one party perceives another party has affected or is about to negatively affect something the first party cares about. In the business world, there are numerous conflicts that arise on a daily basis that can impact the production of an organization. With this in mind, in order for organizational success as well as dealing with conflicts, it is imperative a plan be in place assisting and educating managers on becoming aware of the best tactics in dealing with any and all conflicts as they arise. One particular conflict which causes production to slow, and animosity to rise in the workforce, is dysfunctional conflict. Dysfunctional conflict, a conflict which hinders a group’s performance,...
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...Communication and Conflict Resolution We initiate, form, maintain, and end relationships via verbal and nonverbal communication. Nonverbal Communication Provides information about people's emotional states that are not communicated directly Plays a part in regulating interactions-people show nonverbal signs of interest in getting to know another person Defines differnt ways of physically interacting - Type of relationship (i.e. friend vs. coworker) Involves: Facial expression Gazing behavior Body language Touch Verbal Communication Style of conversation-tentative vs. direct, talkative vs. taciturn, etc. Instrumentality vs. expressivity-communicating with a specific goal in mind vs. talking about emotional states Active listening-restating what the other person said in your own words Topics of conversation-discussing feelings vs. most recent sport events Self-disclosure-revealing information about yourself Interpersonal Conflict When we have a conflict, a relationship is temporarily destabilized. An interpersonal conflict is an expressed disagreement between at least two people whose goals are incompatible at the moment. People have different coping styles in the face of conflict. Some choose to deny that conflict exists, others attempt to avoid it and some "go at it" head on. Some people blame the other person, some blame themselves. The constructive ways of approaching conflict are compromise and collaboration. Compromise entails willingness to "give and take"...
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...Subscribe to policy and research email updates: Sign up to email updates of articles, policy discussion papers, and the latest research from the Acas Strategy Unit and the Research and Evaluation Section. We will not share your contact information with any external organisations. View our full Acas privacy policy for further information. Research papers 2015 •pdf Arbitration in collective disputes: A useful tool in the toolbox [819kb] Ref: 05/15 This report outlines the findings from the evaluation of Acas' Arbitration service. The research covers qualitative interviews with 13 users of the service, including Acas arbitrators, conciliators, employers and union representatives. The research showed that the numbers of cases have declined in recent years, but users continue to welcome it as an alternative means of collective dispute resolution. •pdf Evaluation of Acas Early Conciliation 2015 [2Mb] Ref: 04/15 Matthew Downer, Carrie Harding, Shadi Ghezelayagh, Emily Fu and Marina Gkiza (TNS BMRB) This report outlines the findings from the first evaluation of Acas' Early Conciliation (EC) service, which was launched in April 2014. The research centred on a...
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...Author Nicholas Sparks had once said, “Every couple needs to argue every now and then. Just to prove that the relationship is strong enough to survive. Long-term relationships, the ones that matter, are all about weathering the peaks and valleys.” Conflict is a very vital portion to any relationship, whether it’s a commitment or even just a friendship. It shows that each individual cares for the well being of the other. It is how the couple arrives at the conclusion of each problem faced that determines if the relationship is of value or not. In works of literature, such as; “Cathedral” by Raymond Carver, “Hills Like White Elephants” by Ernest Hemingway, and “Good People” by David Foster Wallace, the reader is introduced to couples who are at a disagreement with each other. Even though these are just works of fiction, each story portrays factors that compare to the actions taken in a real modern day relationship. In Raymond Carver’s “Cathedral” the reader is introduced to an un-named narrator and...
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...Letter of Advice Dear Bob and Mary, I would like to congratulate both of you on your recent engagement. I feel honored that you have asked me for advice from the valuable information I have studied in my Interpersonal Communication course. Most people feel as though they have better communication with those they are closet to, when in reality, those communications may be worse due to “closeness communication bias” (Annonymus,2011). We often tend to lose our communication detail once we get comfortable with those we are close to. I would like to offer you some advice for better communication using some of the skills I studied in this course. I feel that you probably use some of these skills while communicating on a daily basis, without even thinking about it. I would like to begin by explaining the principles of misconceptions in effective interpersonal communication. Effective interpersonal communication can be achieved through conscious awareness of the following principles. We must treat each other with respect, do not interrupt one another and know that we have the right to pass. By treating each other with respect we put the energy we use complaining about others to better use. For example, we enjoy ourselves and are present for loved ones instead of being distracted by difficulties with others. When we agree not to interrupt one another we focus our attention on what our loved one has to say. By doing so, the conversation will become more interesting and worthwhile...
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...Jessica Devaney Word Count: 498 Conflict Management Reflective Essay Arise of conflicts tend to be unavoidable in most all aspects of one’s life due to different ideas, personalities, morals, work ethic and everything else that make us an individual. It is state that conflicts occur when ‘incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties.’ However, just because conflicts are bound to arise in both personal relationships and in the workforce, does not mean there are not multitudes of resolution and avoidance techniques. There is not one right way to resolve a specific conflict because each case is unique in its own ways, just as the reasoning behind the conflict arising. Assertiveness is one of my strongest personality traits; I don’t back away from or easily give up something I want to fight for and that I want or work for. However, sometimes my assertiveness will clash with my urge of wanting to help someone and see the best in them. Although helpful, in some situations that emotion unwillingly takes control and I become over-cooperative. In my personal experience, it is much harder to come to a win-win resolution when it includes relationship conflicts, when comparing the task and process conflict. Relationship conflict includes emotion, and uncertainty about the other individual or group’s intentions. Even with trust and your own instincts, either party in the conflict can end up being steered because of...
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...Case Study: Conflict Management with Sales Partners at HP Case Study: Conflict Management with Sales Partners at HP Adrià Rodríguez Porras Student ID: 1300014 Course: Management Science (Marketing) Summer Semester 2014 Adrià Rodríguez Porras Student ID: 1300014 Course: Management Science (Marketing) Summer Semester 2014 Hewlett-Packard Company (or HP) is an American multinational information technology corporation specialized in providing hardware, software and services to consumers, small- and medium-sized businesses (SMBs) and large enterprises. In 2012 it was the world's largest PC vendor by unit sales. [1] The purpose of this illustrative case study is to describe the company’s adopted strategy used to reach this privileged position. By means of analysing HP’s sales system, sales channels and the recent conflicts with some partners, we will try to find out not only what has sparked these problems but also help prove a solution for this undesirable situation. Hewlett Packard’s sales system Reaching those levels of worldwide excellency requires a very well-defined marketing strategy, since they not only market their products directly but also via partnerships. That is why they invest time and energy in attracting, training and keeping valid partners. A good example of that is the PartnerOne program.[2] When designing the sales system, HP pondered who was going to undertake the selling activities (selection of sales entities) and how was meant to combine...
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...Reputation in Jeopardy Chapter 15 – Conflict and Negotiation Conflict can be defined as a process that begins when one party perceives that another party has negatively affected or is about to negatively affect, something that the first party cares about. Chapter 15 of our textbook, Organizational Behavior, discusses the concept of conflict in great deal, as well as identifies the process of negotiation as means to resolve conflict. Many of the topics covered in the chapter have a direct implication to the case study, Reputation in Jeopardy, and can be used to both analyze and provide insight into the possible future behavior of the characters in the study. The case can be broken down into three main questions: 1. What are the main conflicts between the characters? 2. How do the concepts of conflict relate to this case? 3. What course of action should the characters take to resolve their conflicts? The intention of this paper is to answer these questions. What are the main conflicts between the characters? In this case the main conflict occurs between the main character Amber Borden, and her co-worker Lydia Ulmass, but another conflict is also seen between Amber and her boss Sarah Davis. To describe these conflicts a brief summary of the events leading towards the conflict is necessary. Amber is a special events planner for Home Savings of America. The company is about to be taken over by Washington Mutual, so Lydia asks Amber’s department if she can borrow some...
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...INTEROFFICE MEMORANDUM TO: ALL ACCOUNTING STAFF FROM: SONIA VENTO – CHIEF FINANCIAL OFFICER MARK JONES - ACCOUNTING MANAGER SUBJECT: TELECOMMUTING POLICY CHANGE AND CHANGE IN MANAGEMENT DATE: DECEMBER 20, 2015 CC: HUMAN RESOURCES Recently there have been some major changes in the current management structure and also a change in company telecommuting policies. Changes can sometimes be daunting and make us feel uneasy. Please know that management has taking great care to insure that the recent changes will affect its’ employees in a positive manner. We see some great things coming the next year and want to gear up to make sure we are better equipped to handle them with ease. As of January 1st, 2016 I will no longer be holding the position of accounting manager as I have been promoted to Chief Financial Officer. This is an exciting time for me. My hope is that all of you realize that your hard work has contributed to my success and for that I am eternally grateful. You are an amazing team and I have no doubt that my replacement will also benefit from the solid team environment we have created. I would like to remind you all that I am but an open door or phone call away to assist you in any way possible. I am happy to have worked so closely with you all and look forward to continuing to support each other in the future. Please help me in welcoming your new manager Mr. Mark Jones. Mark comes to us with a strong background in accounting working for a certified public...
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...the very essence of the Gospel message speaks of forgiveness, reconciliation, and unity. Nevertheless, according to the Faith Communities Today survey (FACT—the largest survey of congregations ever conducted in the United States), conflict has become synonymous with church, with 75% of all congregations reporting some level of conflict within the past five years.1 This article describes both from research and experience the struggle many Christians face in their attempts to manage conflict appropriately. Unfortunately, this inability, and the reality of subtle and devious tactics by antagonists, leaves in its wake shipwrecked people who are hurt and The Pastor and Conflict Management Lecture Page 2 discouraged; often calloused and hardened.2 All around is evidence of this prevalent problem and because the health of the ministry is crucial to the health of a denomination, we must address the situation. Therefore, this lesson begins by discussing the importance of understanding the “conflict in the church” issue. The second section invites the reader to examine optional ways of handling conflict and to reflect upon what may be his or her most prevalent conflict management style. Finally, the third division looks at relevant conflict management research...
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...CONFLICT T he success or failure of any organization is dependent upon the use of its indigenous, collective energies. When procedures are clear, the "esprit de corps" is high, and the business is said to be productive. But whenever people come together in one setting over a period of time, you can always expect conflict to find itself in the midst. The Webster’s dictionary defines conflict as a sharp disagreement or opposition of interests or ideas but from a more objective perspective, conflict is “a state in which one party perceive that another party has, or is about to negatively impact something that is important to the first party” (Robbins, 2006). The key word to note in this definition is “perceives”. Perceive is a concept that occurs within the mind. It is one’s interpretation of a situation or thing and does not necessarily have to be true. That might explain why on many occasions, a conflict that arises; may be unnecessary or misguided and result in wasted time. Causes of Conflict A s you may discern, the causes of conflict are numerous and each has their own accompanying challenges. Within the organization however, C. Brooklyn Derr in his book Major Causes of Organizational Conflict: Diagnosis for Action, stated that there are six (6) main causes of conflict: 1) The interpersonal disagreements that arise when one person is experiencing individual stress. People bring their whole selves to the workplace and they may...
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...things. Such mode could also be referred to as collaboration. In this learning log, it will provide discussions based on the recent experience. A significant step before work is the correct selection of team members. It is seen as the highest productivity if there are seven to ten members within a team. After the formation, the group leader needs to be chosen. The leader must have some key characteristics and personalities that others do not have, including a fair and right distribution of tasks, a high understanding of member needs and strong capabilities to cope with conflicts and quarrels within the team (PBI, 2014). After the formation of the team, we introduced ourselves to each other for the convenience of familiarity. Afterwards, the team leader explained clearly what the task is and how it is divided among us. Such interpretation made us fully understand what the requirement is about and what we should do next. It is definite that conflicts within the team are unavoidable. The conflicts may occur from own judgements and ideas of the value outside, such as perceiving the distribution of task unfair. At first, nobody stood out to claim that the task division is unfair. However, later on, three of the members said that the division was unfair. There are mainly two types of conflicts, which are the cognitive and the affective. The cognitive conflict results from the task orientation and argument of challenges. The affective...
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...Book Review of Leading through Conflict – Mark Gerzon One of the central themes in the book is that the act of Leadership is how we choose to respond to conflict. Treating conflict as an asset instead of liability is the true test of leadership. In the book the author talks about three faces of leadership: (a) The Demagogue (b) The Manager and (c) The Mediator. The outcome of any conflict depends in large measure which of these leadership models will prevail. Looking closely at each one of these three types: The Demagogue This kind of leader uses Fear, threats & Intimidation as a lever to gain more power. Historically we have seen dictatorial rulers use this type of leadership to wield their power in destructive ways. We also see these types in our regular lives as corporate tyrants and classroom bullies. By effectively employing fear based strategy they employ the differences in order to build up power. They quickly create a “us” versus “them” difference and use this to create a wall around them so that anyone who opposes them are termed as “disloyal”. This is clearly evident if you look at recent corporate scandals like Enron or WorldCom. In public arena, this type of leadership can build up to such toxic levels that even veteran leaders within the organization would be so intimidated to raise their voice against them. They are very effective in building ideologies that’ll idolize the “we” and demonize the “other”. They do not hesitate in using lies and...
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...with different degrees of control over the organisation, will disagree with each other from time to time as they will have varies opinions and their view may affect the events happening within the organisations. Disagreements between stakeholders As there are so many different stakeholders in a business all demanding different things, there is no surprise that there are often disagreements and conflicts between the different groups. There are conflicts in some departments more than others. Shareholders and management Sometimes the aim to maximise a business’s profit over rides the objective of shareholders, which will result in large dividend payments for them. It is far more likely that the managers will aim to profit satisfy rather than profit maximise. They will aim to earn satisfactory levels of profits, and then use the remaining resources to pursue other objectives such as diversification and growth. The conflict between these two stakeholders (the shareholders and the management) is referred to as divorce of ownership because the ownership and the control are in conflict. Customers and the business The chances of customers remaining loyal and repeating purchase from the business if the product that they purchase is of poor quality and/ or poor value of money is unlikely. Customers are prepared to complain about the quality of products and after-sales service more than ever before. Businesses have a number of strategies in place designed to satisfy the disgruntled...
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