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Whether at work, school, home, or in our own life, conflict is inevitable. We are bound to experience situations in which we are disappointed by or disagree with others. While some conflict situations end well, others turn out to be bad experiences. Personally, I have had a number of bad experiences with conflict. One situation that comes to mind occurred during my first job. At some point, my supervisor and I had a miscommunication regarding an assignment that involved a new client. The assignment turned out to be more complex than I anticipated. I requested for more time to work on the assignment and the supervisor approved the deadline extension. Nonetheless, closer to the initial deadline, she asked whether the task was complete. She was annoyed that some of the work had not been completed. I was disappointed as she had forgotten that she had granted me a deadline extension. I felt bad. In the next few days, I even had some resentment towards her. The conflict was caused by miscommunication. Indeed, miscommunication is a common cause of conflicts (Raines, 2012). When communication is not made adequately, misunderstandings may arise, creating conflict between the parties involved. Days after finishing the assignment, the supervisor called me to her office to talk about the matter....
Seeing how disappointed I was when she could not recall our agreement, she felt remorseful at some point -- she wanted to make things right. We agreed that in future all important changes would be documented in writing to avoid similar occurrences. I was happy we resolved the situation collaboratively. We reached a solution that was favorable to both of us. In conflict resolution, collaboration is one of the best approaches for addressing conflicts as both parties work together to find a mutually beneficial solution (Lawless & Trif, 2016).
283). Essentially, interests-based strategies are used in outcomes in which one desires either fairness of organization effectiveness, for the simple fact that this stratagem frequently requires the use of third-party intervention. In most instances, that third party will merely assist in facilitating the resolving of such a conflict by speaking to each disputant and helping them to solve the conflict for themselves. The third-party's role is strictly supplementary, unless
In siding with the marketing and sales teams, my position was that accuracy and speed of the development was more critical to meeting and exceeding customer expectations. The transformational power of leadership is kin changing a culture and making it more agile, market-driven and aggressively focused on customer needs. The argument of speed and accuracy for the customer, and more importantly to hold onto them as a client, overshadowed
Conflict Management and Conflict Resolution in Literature review "The Administrative Power Grab" attempts to manage the conflict between the power that the leader posses and the ability to use that power properly. On the one hand, some leaders utilize the power that they have to act as tyrants which leads to greater conflict within the school because people believe that their opinions are not being heard or implemented into the overall
In keeping with the collaboration of HR and leaders across the organization, more communicative, open structures to conflict resolution perform more effectively than autocratic ones (Carmeli, Atwater, Levi, 2011). The ability to emerge from conflict with greater trust is a major difference between transactional, autocratic or transformational leaders managing conflict resolution strategies. The idea is to use conflict as a galvanizing force in getting the organization to its goals. Autocratic
Similarly operational efficiency is crucial for control but too authoritative approach to a controlled culture is no more feasible in the current business environment because it stifles creativity and hinders employee freedom affecting overall business performance. Innovation and setting benchmarks and preparing people to achieve such high standards become the hallmark of organizations that strive for competence. Lastly cultivation culture is about stirring the lives of customers and employees
The two parties try to resolve it by themselves in an informal approach, through negotiations. However, then an agreement cannot be reached, both parties are entitled to request the assistance of a tertiary party. The third party is neutral to the two disputants and has the obligation of resolving the matter from an objective stand point and "their role is to facilitate a settlement without any control over the