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Conflicts and Communication at the Work Place

Words: 1155 Length: 3 Pages Document Type: Essay Paper #: 33177425

Conflicts and Communication at the Work Place

Historical ecords

a) The conflict scenario as narrated in Case 10-2 has the following key elements that were important to analyze before an actual model for conflict resolution was taken:

The cause of the conflict provided in the scenario would have been the first element to be considered before any conclusions were jumped at by the conflict resolver. The paramount mode this could have been done was through giving an ear to each of the parties involved in the conflict, in this case, eese and Patel. This element would have ensured that the conflict was entirely solved other than the temporal act just to fulfill the company's and boss' objective (Borisoff, 1997).

The extent of conflict was supposed to be analyzed to help the resolver know the intensity of conflict resolution to be applied.

Time pressure for the defined job was an influence…… [Read More]

References

Boin, F. (2009, April 2). The Power of Technology in Marketing. Retrieved from  http://home.snu.com/~hculbert/comintboin.htm 

Terrence, H. (2010, August 21). The Essence of Mobile Technology. Retrieved from http://.mobcommnu.edu/~hculbert/comint.htm

Budjac, C. (2006). Conflict Management: A Practical Guide to Developing Negotiation

Strategies. New York: Prentice Hall.
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Managing Human Resources Change and Conflict Are

Words: 2759 Length: 8 Pages Document Type: Essay Paper #: 9037122

Managing Human esources

Change and conflict are some of the manager's current challenges. This thesis tries to inquire into the change processes and managers response to conflicts that arise as a result of change resistance. The manifestation of conflict and the impact of conflict are also discussed. The thesis also looks into the different theories formulated to explain change process and their relationship to conflict management. Also covered is the way decision makers can mitigate conflict and bring sanity in their organizations.

Today's managers are faced with the trade off between change and conflict. Change has become an irresistible part of organization and managers must therefore come up withy strategies and policies of managing change in an order to reduce conflict that may hinder the performance and also to reduce performance gap.

Introduction

Conflict is bound to occur when different individuals have different perception, opinion, ideas and thought. Change and…… [Read More]

References

Knudsen T.(2003).Human Capital Management: New Possibilities in People Management. Journal of Business Ethics, 21(2),42-45.

Humphreys, M. (2005). Natural Resources, Conflict, and Conflict Resolution: Uncovering the Mechanisms. The Journal of Conflict Resolution, 49 (4), 23-36.

Kindler, H.S. (2005). Conflict Management: Resolving Disagreements in the Workplace. London: Thomson/Course Technology.

Kotter, J. (1995, march-april). Leading Change:Why Transformation Efforts Fail. Havard Business School Review, 59-67.
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Managing Conflicts Executive Summary the

Words: 1565 Length: 5 Pages Document Type: Research Paper Paper #: 33770946

It is not that managers do not see the benefit in conflict that they eschew it; it is that conflict is high-risk and can have significant negative externalities, some of which linger with the organization for a long time. Managers are less enthusiastic about conflict because they are taking into account a longer time frame and the totality of externalities, which makes their views a reflection of better information and therefore more accurate than the views of academic researchers.

Recommendations. Carefully manage conflict -- do not use it wantonly. Conflict does not always create positive outcomes sufficient to outweigh the negative ones that are certain to accrue. Take steps to ensure that the conflict is task-focused and not personal. This will limit the amount of damage that accrues from conflict. Create conflict only when necessary -- large scale conflict for small scale problems is dangerous. Conflict is a powerful tool…… [Read More]

Works Cited:

Vazquez, E. (2008). Managing conflict across generations in the workplace. Massachusetts Institute of Technology. Retrieved May 30, 2010 from http://dspace.mit.edu/bitstream/handle/1721.1/50103/462996891.pdf?sequence=1

Rahim, M. (2001,a). Managing conflict in organizations. Westport, CT: Quorum Books.

Cohen, C., Birkin, S., Cohen, M., Garfield, M. & Webb, H. (2006). Managing conflict during an organizational acquisition. Conflict Resolution Quarterly. Vol. 23 (3) 317-331.

Rahim, M. (2001, b) Towards a theory of managing organizational conflict. The International Journal of Conflict Management. Vol. 13 (3) 206-235.
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Management a Comparison of Management and Leadership

Words: 1316 Length: 4 Pages Document Type: Term Paper Paper #: 46869480

Management

A Comparison of Management and Leadership

Management and leadership are often mistakenly considered to be the same thing. In truth, management and leadership are different processes and involve different activities. This means that a good leader is not necessarily a good manager, and that a good manager is not necessarily a good manager. This will now be discussed in more detail by comparing leadership and management and by comparing the traits of a leader and the traits of a manager.

Management can be broadly defined as the ability to manage resources to achieve goals. In practice, this refers to controlling both material resources and people to achieve the goals of the organization. Management can be further divided into the tasks of organizing, planning, controlling, and directing. The manager's role is to manage tasks and people on a consistent basis to ensure that goals are met.

Leadership is defined as…… [Read More]

Works Cited

Robbins, S.P. (2001). Organizational Behavior. Upper Saddle River, NJ: Prentice-Hall Inc.
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Conflict in the Organization Jameson

Words: 952 Length: 3 Pages Document Type: Term Paper Paper #: 48706653



Considering first the importance of understanding conflict in the organization, it seems reasonable to argue that Jameson's observations about the humanness of the organization and the implications of humanness for the development of conflict are indeed quite apt. As reported by Jameson, conflict is an inevitable part of a system in which human beings are required to cooperate in order to achieve goals. Further, Jameson's analysis of conflict as having different typologies also appears to be relevant. Analysis of one's personal life provides indications that there are different types of conflicts and that there are different types of resolutions that must be employed in order to resolve conflict. Given that conflict can have such a negative impact on the organization, its operations, employee morale and productivity, organizations need to have some understanding of conflict and the specific steps that can be taken to resolve conflict.

While there appears to be…… [Read More]

References

Jameson, J.K. (1999). Toward a comprehensive model for the assessment and management of intraorganizational conflict: Developing the framework. International Journal of Conflict Management, 10(3), 268-295.

Mittler, J.E. (2007). Know your management rights. Industrial Management, 49(3), 26-30.
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Conflicts and Negotiations

Words: 702 Length: 2 Pages Document Type: Essay Paper #: 96288495

Conflict Management in Organizations

Apple and Samsung Drop Patent Disputes Against Each Other Outside of the U.S.

The business conflict covered here involves the two smartphone giants that operate globally with great reach and hold of the market not only in the U.S. But also across Europe, Africa, Asia and Australia. Over the last three years, these two companies have filed more than 40 cases against each other involving patent issues. These suits have seen them go through a lot of cost of conflict, however, at last they agreed to sign an agreement that saw each side drop all the cases that they had against the other side but this was limited to the U.S.A. And they insisted that the cases within the U.S. courts were to continue to the logical conclusion (Chowdhry A., 2014).

The cost of conflict in any business conflict does not just come in the forms…… [Read More]

References

Chowdhry A., (2014). Apple And Samsung Drop Patent Disputes Against Each Other Outside Of The U.S. Retrieved November 8, 2014 from  http://www.forbes.com/sites/amitchowdhry/2014/08/06/apple-and-samsung-drop-patent-disputes-against-each-other-outside-of-the-u-s/ 

Doherty N. & Guyler M., (2008). The Esential Guide to Workplace Mediation & Conflict Resolution. Retrieved November 8, 2014 from  http://books.google.co.ke/books?id=DPMgUNyO6iMC&pg=PA187&lpg=PA187&dq=complete+guide+to+conflict+resolution+in+the+workplace&source=bl&ots=abmI2G6Eug&sig=WYC16euk6xR8CwwVjXqy3M4Rxo8&hl=en&sa=X&ei=F9tfVNvjG4rLaKKRgLgI&ved=0CEoQ6AEwBw#v=onepage&q=complete%20guide%20to%20conflict%20resolution%20in%20the%20workplace&f=false 

John Ford and Associates, (2007). How Much is Conflict Costing You? Retrieved November 8, 2014 from  http://www.conflictdynamics.org/files/HowMuchIsConflictCostingYou.pdf
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Conflict Resolution Management Approaches & Human Behaviors

Words: 1033 Length: 3 Pages Document Type: Essay Paper #: 23042906

Conflict esolution

The organization is Fort Belvoir Community Hospital, which is a new hospital. FBCH is a joint military hospital replacing the old Dewitt Hospital in the same location. The hospital is part of the military health system in Washington, DC, an area also served by a wealth of civilian hospitals and complementary medical services. With a focus on innovation and the military market, FBCH plays an important role for the military community in the region, as a provider of health care.

The Hospital is relatively new, and one of the challenges that it faces is to build the organization from the ground up. This means setting out policies for just about everything, building new systems from scratch, and also it means building a new organizational culture. Many staff members have prior experience either at Dewitt or at other military hospital facilities, though some are new staff members or have…… [Read More]

References

Amason, A., Thompson, K., Hochwarter, W. & Harrison, A. (1995) Conflict: An important dimension in successful management teams. Harvard Business Review. Retrieved February 28, 2015 from  https://sites.fas.harvard.edu/~soc186/AssignedReadings/Amason-Conflict.pdf 

George, G., Miroga, J. & Omweri, A. (2013). Organizational conflict management strategies on employee job satisfaction: A case study of Nzoia Sugar Company. European Journal of Business and Management. Vol. 5 (3) 177-186

Lyons, S. & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior. Vol. 35 (S1) S139-S157.
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Conflict Resolution in the Workplace

Words: 918 Length: 3 Pages Document Type: Essay Paper #: 98566471

Conflicts are common occurrences and part of human life. At the workplace or homes, people have conflicts, which could be either foreseen or spontaneous. Managers at workplaces always grapple with the problem of solving conflicts that arise within the organization among the workers. If managed well, conflicts can lead to fortunes. Managers need to ensure that workers live harmoniously and with understanding among each other. There are two types of conflicts: personalized conflicts and substantive conflicts. Personalized conflicts are those conflicts informed by the emotions and anger. They lack objectivity and purpose. People who engage in personalized conflicts are often in pursuit of selfish emotional satisfaction. In contrast, substantive conflicts are those that entail logical arguments often relating to work and profession. If managed well, substantive conflicts bring fortunes to the parties. At the workplace, managers deal with such conflicts so that they can keep organizations intact (Shachar, 2011).

Source…… [Read More]

References

Guttman, H.M. (2009). Conflict Management as a Core Competency for HR Professionals. Guttman Development Strategies, Inc. People and Strategy, Vol32 (1): 32-39

Shachar, M. (2011). Conflict Resolution Management (CRM) Text Book. (Under Construction)

Stone, F. (2012). How to Resolve Conflicts at Work. New York: American Management Association
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Conflict in the Workplace Workforce Within Organizations

Words: 1377 Length: 5 Pages Document Type: Essay Paper #: 42216309

Conflict in the orkplace

orkforce within organizations, whatever the level, constitutes one of the most important resources within such environments. Harmony among the human resource and shared vision among employees is one mandatory factor in ensuring that goals are appropriately met. Conflict if however, one inevitable occurrence in the workplace and organizational leaders has to deal with it appropriately (Flagan & Craig 8). Conflict in organizations neither occurs nor happens in a vacuum. Usually, there are some underlying issues which instigate the conflicts either between workmates or teams. Fortunately, the capacity of conflict management can help in such situations and even turn the organization into a better place. This can be achieved either through preventing the conflicts or resolving them. Personally, I have been in a conflict situation within the office; a state which was handled appropriately by the management but would however been avoided had appropriate prevention structures been…… [Read More]

Works Cited

Alberta Employment and immigration, let's talk: a Guide to Resolving Workplace conflicts, Alberta: government of Alberta, Department of Employment and Immigration, 2007

Flagan, Tim. A & Runde, Craig.E, Hidden Potential: Embracing Conflict can Pay Off for Teams in, Leadership in Action, 28(2), 2008
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Conflict Resolution in the Workplace

Words: 560 Length: 2 Pages Document Type: Essay Paper #: 41850299

A good facilitator will be able to use active listening skills to gently guide the discussion to this more productive tone. Allowing the colleagues to work together to come to a solution will generate team-building skills and will likely create a stronger relationship between the two. Even if they come up with the identical solution -- moving one person into a private office -- the process will empower both workers and the solution is less likely to lead to future problems down the road.

Another process solution to this conflict might stem from ongoing team-building exercises. In fact, groups that participate in regular group cohesion exercises are less likely to experience conflicts and such a process may effectively have solved this problem before it began. When colleagues are given the chance to get to know each other in a non-threatening environment, they will build relationships. As a result, they will…… [Read More]

Bibliography

Blydenburgh, Christopher. (2010). A Guide to Conflict Resolution in the Workplace.

Available at:  http://www.helium.com/items/1564367-team-building-conflict-resolution 

Mind Tools: Essential Skills for an Excellent Career. Available at:

 http://www.mindtools.com/pages/article/newLDR_81.htm
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Conflict Relationships Ken and Jane How Do

Words: 604 Length: 2 Pages Document Type: Essay Paper #: 93760314

Conflict Relationships

Ken and Jane

How do you perceive Jan's effort to convince Ken to forgive her? Based on what you have learned in this chapter, suggest two ways she might more effectively seek Ken's forgiveness.

She could have used a time based intervention to talk about the instance further when the conversation would have not been as heated. If they both had a chance to calm down then the conversation might have went smoother. Another tactic Jan could have tried would be to apologize and to address Ken's concerns so that it could be formed into a win-win. For example, Jan could have said that she was sorry if she did ruin his chances with the girl, but she would try to help him find an even more suitable match.

What are two nonverbal cues used by Jan. What are two nonverbal cues used by Ken? In what ways…… [Read More]

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Conflict Our Interpretations Mediation Strategies and Communication

Words: 4710 Length: 15 Pages Document Type: Research Paper Paper #: 22152596

CONFLICT

Our interpretations, Mediation Strategies and Communication Types

The Nature of Conflict -- an introduction

hat is Conflict?

Conflict as Perception

Conflict as Feeling

Conflict as Actions

hat causes conflict?

Communication

Emotions

Values

Structure

Positive Communication

Interpersonal Conflict

Intrapersonal Conflict

Link between Interpersonal Conflicts and Effective Communication

Mediation and Dispute Resolution

The Nature of Conflict -- An introduction:

Conflict is a naturally existing problem in our society and the world as a whole. Conflict exists at all levels and it is so a certain extent quite natural and inevitable. ith a functionalist approach, it can be said that the existence of conflict is somewhat important for the society. It is however an understatement to say that we live amidst conflict. Conflict is present at every level in society and people at every second are reassuring each other as to how they are having a "discussion" instead of a conflict when…… [Read More]

Work Cited:

Bellafiore, Donna. 2010. Interpersonal Conflict and effective communication. Journal.

Bolton, R. (1986). People skills: How to assert yourself, listen to others, and resolve conflicts

(2nd ed.). New York: Simon & Schuster. ISBN: 067162248X

Cesaratto, T., (2006). The Good Will Hunting technique. Communication and Critical/Cultural Studies, 3, 307.328.
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Managing Potential Trail Conflicts Parks and Recreation

Words: 1917 Length: 7 Pages Document Type: Research Paper Paper #: 53815921



Figure 3: Groups by Children Present

It is important that some of these groups that include children plan to feed the ducks meaning that children will be near the water and requiring assurance that required staff be present to manage the feeding of ducks and to ensure safety of the children. The following chart indicates the with red highlighting the groups that will be grilling during trail use indicating the requirement of staff being present to ensure that there is no occurrence of fire that is incorrectly used or extinguished while grilling that might harm the environment of the trail area.

Figure 4: Presence of Children equiring Additional Staff

It is recommended that each group include a trail guide and a trail assistant. The trail guide will lead the group on the trail with the assistant walking, running or bicycling at the rear of the group to ensure the group…… [Read More]

References

Capital Area Greenway System (2014) City of Raleigh, North Carolina. Retrieved from:  http://www.raleighnc.gov/parks/content/PRecDesignDevelop/Articles/CapitalAreaGreenwayTrailSystem.html 

Chavez, DJ, et al. (1993) Recreational Mountain Biking: A Management Perspective. Journal of Park and Recreation Administration. Vol. 11, No. 3. Retrieved from: [HIDDEN]

Conflicts on Multiple-Use Trails: Synthesis of the Literature and State of the Practice (nd) Federal Highway Administration and the National Recreational Trails Advisory Committee. Retrieved from:  https://www.fhwa.dot.gov/environment/recreational_trails/publications/conflicts_on_multiple_use_trails/conflicts.pdf 

Conflicts On Multiple-Use Trails: Synthesis of the Literature and State of the Practice (2014) Trail Maintenance and Management. National Trails Training Partnership. Retrieved from:  http://www.americantrails.org/resources/ManageMaintain/MooreConflictMgmt.html
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Managing Conflict Through Communication Why

Words: 348 Length: 1 Pages Document Type: Discussion Chapter Paper #: 20660849

" The creative person won't see a conflict as defensive, but as an open channel for communication and a better understanding of each other. There will be no pushing to get his or her side to be victorious. Instead, there will be communication that is meant to help both parties come up with a solution to their conflict that benefits them both.

The creative person will invite the other party into an open dialogue of potential solutions to the problem, some of which may be unconventional, but will work. By putting both minds in the conflict together to come up with a solution that both can live with, it shows the other party that their adversary cares about them and their position, and so that person will be more willing to cooperate in coming up with an equitable solution to the problem. It can even be fun brainstorming different solutions.…… [Read More]

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Conflict Comm Using Communication to

Words: 604 Length: 2 Pages Document Type: Essay Paper #: 83531802

However, there were a number of influential employee leaders who objected to this approach and who made their position widely known through channels both formal and informal. The latter dissemination of discontent was particularly problematic as murmurings filled the company concerning the presence of some internal resistance. Most importantly for our company was the removal of the impulse for resistance. It was our view, and the view of the present text, that any such dissension could lead to serious morale issues. Therefore, it was incumbent upon us to at least weight the position offered by our dissenting colleagues.

Our strategy for navigating the conflict toward compromise -- as this is defined by our primary text -- would be to select those opposition leaders who had been most vocal and influential to form internal teams and develop competing proposals. These proposals would require that the selected representative developed and delineated plans…… [Read More]

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Conflict in Marriage and Sex

Words: 1795 Length: 7 Pages Document Type: Term Paper Paper #: 41532986

Conflict and Communication Issues in Marriage and Sex

Communication lies at the root of all our conflict and resolutions. Without communication in all its forms, we as a race would be destined to live solitary and unhappy lives with very little social interaction. When conflicts enter a marriage, two people find themselves trying to engage in forms of communication that in most cases ends up making the situation worse rather than better. "Most people have a "purpose," which aligns itself with the motives behind their conflicts. Second is their "position," which often appears as their stance or strategy for trying to get their own way.

One way to resolve conflict is to identify each person's true purpose rather than argue about positions" (Warrum, 2003). Communication breaks down as a couple try to establish their own points and misinterpret their partner's point, or purpose at the same time. Misread body language…… [Read More]

Bibliography

Gray, P. What Signals Do You Send?

GP, London: May 5, 2003, pg53.

Druckman, A Words That Wound.

Psychology Today, Sept 1999.
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Managing Behaviors & Teaching Social Skills Antisocial

Words: 9724 Length: 30 Pages Document Type: Dissertation Paper #: 69077262

Managing Behaviors & Teaching Social Skills

Antisocial behavior in schools in on the rise and has become a concern in school systems, from both a learning perspective and from a safety perspective, as well. Previously, schools have dealt with such behaviors using punitive measures such as expulsion, or even law enforcement measures to attempt to discourage youth from behaving in an undesirable manner. These programs have had little or no effect on curbing behavior problems in schools. Second Step and Boys Town are programs, which implement a positive approach to behavior management. These programs teach youth alternatives to violence and stress problem solving, coping, and conflict management. These programs have had considerably greater success than their predecessors. This research will qualitatively explore the theoretical issues behind the success of these two programs and take a critical look at them to explore ways in which they may be further improved for…… [Read More]

References

Butterworth, F. (1998, July 26). Why the South's murder rate is so high. The New York Times on the Web. ( http://www.nytimes.com )

Capra. F. (1996). The Web of Life. New York: Anchor Books.

Carlson, N.R. (1994). Physiology of behavior. Boston: Allyn & Bacon

Cohen, D., Nisbett, R.E., & Bowdle, B.F. (1996). Insult, aggression, and the southern culture of honor: an "experimental ethnography." Journal of Personality and Social Psychology, 70, 945-960.
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Managing Anger the Key Theme

Words: 704 Length: 2 Pages Document Type: Essay Paper #: 51584320

There is a point where anger cannot be avoided, and the authors really provide no insight into how I might deal with those situations.

Chapter 9 focuses on managing face, a concept the authors define as "people's image of themselves" (p. 157). I was interested in this chapter from the outside, since I have been known to trample on people's feelings every now and again. I am not convinced that I have the capacity to understand what other people's face might be, and there is no point in guessing, so I do not concern myself with such things.

The authors focus on the ways that face management (or mismanagement) contributes to anger situations, but I found myself more interested in just trying to figure out the basics of this concept. I read about the positive face and the autonomous face but I do not feel that I gained any new…… [Read More]

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Management in Spite of the

Words: 3753 Length: 13 Pages Document Type: Essay Paper #: 74113939

Another 110 individuals would be necessary in administrative positions; 120 people in the cleaning crews and the rest of 150 should occupy diverse positions.

4.2. ecruitment, selection and hiring

Once the event coordinator has identified the staffing need, he moves on to recruiting and selecting the individuals to occupy the available positions. ecruitment and selection is generically "concerned with any means available to meet the needs of the firm for certain skills and behaviors" (Armstrong, 2000, p.201). What these processes generally do it to attract prospective employees and determine which of the candidates are best suited for the available positions. It is imperative that the processes of recruitment and selection be efficient, effective and fair (ACAS). As the best candidates are identified, the human resource manager, after an understanding with the executives, makes an employment offer to the individual. This employment offer will not only include the specification of the…… [Read More]

References:

Acuff, J., Wood, W., 2004, The relationship edge in business: connecting with customers and colleagues when it counts, John Wiley and Sons, ISBN 0471477125

Armstrong, M., 2000, Strategic human resource management: a guide to action, 2nd Edition, Kogan Page Publishers, ISBN 0749433310

Arthur, D., 2001, The employee recruitment and retention handbook, AMACOM Div American Mgmt Assn, ISBN 0814405525

Bohlander, G.W., Snell, S., 2007, Managing human resources, 14th Edition, Cengage Learning, ISBN 0324314639
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Conflict Within an Organization In

Words: 984 Length: 3 Pages Document Type: Essay Paper #: 17720522

The problem is that many people are simply not used to dealing with conflict in a reasonable manner. Instead, they believe that all conflict must be resolved in a competitive manner, and that there is always a loser in each conflict.

Conflict resolution should be taught and implemented at all possible points of conflict in an organization. These include, but are not limited to, interpersonal conflicts, conflicts in meetings, conflicts in negotiations, conflicts in resource allocation, conflicts in workload distribution, and the conflict inherent in any organizational change. If employees and managers know to anticipate conflict and are trained in how to resolve conflict, then most conflict should never reach the level of needing attention from H. Instead, H's emphasis on conflict can be on training.

3. Is it important or necessary in an organization, to understand these sources of conflict, as we have an autocratic structure that can impose…… [Read More]

References

Guttman, H.M. (2009). Conflict Management as a Core Competency for HR Professionals.

People and Strategy. New York: 2009. Vol. 32, Iss. 1; p. 32.

Schachar, M. (2011). Conflict Resolution Management (CRM) Textbook.

TUI University. (Unk.). NCM 501: Foundations of Conflict Resolution Module 2.
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Conflict and Style

Words: 921 Length: 3 Pages Document Type: Research Paper Paper #: 83156199

KILMANN'S CONFLICT Management MODEL

assessment of conflict and style

Conflict management assessment using the Thomas Kilmann Mode

According to Kuhn and Poole (2000), conflict management style entails the consistent and general orientation towards a conflict situation or the other party. It manifests in the behaviors observable forming a pattern and sharing a characteristic that is common over time (Kuhn & Poole, 2000).

The conflict mode instrument by Kilmann assesses behavior of individual in a conflict situation. The mode instrument looks at conflict situations as those where individuals have differed incompatible concerns. In these situations, behaviors of individuals fall in two distinct dimensions. One is assertiveness where an individual seeks to satisfy strongly his or her own needs. Second is cooperativeness where the extent that an individual makes attempts to meet the other party's concerns. These two distinctions on observable behavior among individual in a conflict situation yield to the five…… [Read More]

References

Deutsch, M., Coleman, P.T., & Marcus, E.C. (2006). The handbook of conflict resolution: Theory and practice (2nd ed.). San Francisco: Jossey-Bass.

Kuhn, T., & Poole, M.S. (2000). Do conflict management styles affect group decision making? Human Communication Research, 26(4), 558-590.

Thomas, K.W., & Kilmann, R.H. (1974). Thomas-Kilmann Conflict MODE Instrument. Tuxedo, NY:: Xicom.
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Conflict Model

Words: 2561 Length: 8 Pages Document Type: Research Paper Paper #: 62402201

Deutsch, Coleman and Marcus (2006), conflict is an inevitable consequence of the human condition. Conflicts betweens humans frequently involve competition over scarce resources, but history has shown time and again that conflicts can occur for virtually any reason and that some people thrive on conflict while others actively avoid it. One recent conflict that has gained national attention has been the series of strikes by fast-food workers seeking a higher minimum wage. These strikes have gained momentum and the most recent one in December 2013 affected fast food establishments in more than 100 American cities across the country. This paper provides a description of this conflict situation, a description of the social context and participants, and an identification of antecedent conditions to the strikes. An identification of the behavior reflecting the cognition and personalization by individuals of the conflict and identification of a relevant conflict management model, the Thomas-Kilmann Conflict…… [Read More]

References

Bacon, J. (2013, December 5). Fast-food workers strike, protest for higher pay. USA Today.

Retrieved from  http://www.usatoday.com/story/money/business/2013/12/05/fast-food-strike-wages/3877023 .

Bratkovic, B. (2010, June). Managing conflict. Government Finance Review, 26(3), 51-55.

Bryce, D. (2000, November). Motivation by the book. Training & Development, 54(11), 66.