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Valerie is caught in an approach -- avoidance conflict (Miller, 1944). She seeks to confront Thomas regarding the rumor that she has heard that Thomas is spending time with a female colleague, yet at the same time she is apprehensive regarding approaching him about the issue because if she does so and the rumors not true Thomas will be upset by her mistrust. Thus, she has motivation to approach Thomas concerning the issue and at the same time is motivated to avoid the issue. According to Miller (1944) when involved in an approach avoidance conflict one will reach a standstill until either the gradient approach becomes steeper or the gradient of avoidance becomes flatter (the positive aspects of approach outweigh the negative aspects of avoiding the issue).
Given that this is a budding personal relationship and that Valerie has strong feelings for Thomas it is important that the…
Adler, R., & Proctor II, R. (2005). Looking out, looking in. Belmont, CA: Cengage Learning.
Miller, N.E. (1944). Experimental studies of conflict. In J. McV. Hunt (Ed.) Personality and the behavior disorders (Vol. 1). New York: Ronald.
Some of the most productive areas in terms of copper are the Gimbi, Jawando and Mavo in Wase LGA. This region is accredited to be the richest region in terms of natural minerals and holds commercially viable mineral levels like the copper deposits, Gypsum, Hard ock, limestone, calcite strantonite, and Galena (Sterlington esources, 2014). These rich deposits have been another central cause of conflict and violence especially directed towards the Taroh of Wase LGAwith the guise of sharing out the proceeds of the resources. It also has seen the hostilities that have been directed towards the creation and stability of the Kadarko Chiefdom since the Hausa and Fulani feel that the mineral deposits need to be shared equally among all the tribes surrounding the region and the creation of the Chiefdom would alienate them from the proceeds. However, more worrying is the intention and action of the clandestine groups among…
BBC News Africa, (2013). Nigeria cattle feud: Villagers killed in Plateau state. Received May 14, 2014 from http://www.bbc.com/news/world-africa-23099421
Miner C.S., (2002). Nigeria: The Wase Crisis and Taroh People: the Truth of the Matter. Received May 14, 2014 from http://allafrica.com/stories/200208120403.html
NigerianISM, (2012). Gov. Al- Makura Dissolves 10 Chiefdoms in the State. Received May 14, 2014 from http://www.nigerianism.com/?p=983
Religious Freedom Coalition, (2013). Muslim ethnic Fulani mount attacks in Plateau state; Boko Haram strikes in Borno. Received May 14, 2014 from http://www.religiousfreedomcoalition.org/2013/06/23/two-more-christians-slain-by-islamists-in-nigeria/
The objective of this study is to examine conflict resolution and to describe a situation where conflict resolution has been encountered related to nursing and how the situation was handled. This work in writing will identify any patterns of behavior and the applicable of patterns to any other conflict situations and provide supporting evidence. Steps that could be taken to improve the situation will be outlined as well as what has been learned about conflict resolution and negotiation.
The work of Johansen (2012) entitled "Keeping the Peace: Conflict Management Strategies for Nurse Managers" states that handling conflicts "in an efficient and effective manner results in improved quality, patient safety, and staff morale, and limits work stress for the caregiver." (p.1) It is important that the nurse manager approach this challenge in a thoughtful manner since it involves "working relationships that are critical for the unit to function effectively…
Hiemer, Antoine (2011) Conflict Resolution -- Tools for Nursing. RN Journal. Retrieved from: http://www.rnjournal.com/journal_of_nursing/conflict-resolution-tools-for-nursing.htm
Johansen, ML (2012) Keeping the Peace: Conflict Management Strategies for Nurse Managers. Nursing Management. Feb 2012, Vol. 43 Issue 2. Retrieved from: http://journals.lww.com/nursingmanagement/Fulltext/2012/02000/Keeping_the_peace____Conflict_management_strategies.13.aspx
Nursing Strategies: Interaction Guidelines for Painless Conflict Resolution (2011) American Sentinel University. 3 Aug 2011. Retrieved from; http://www.americansentinel.edu/blog/2011/08/03/nursing-strategies-interaction-guidelines-for-painless-conflict-resolution/
(Povenmire 2008, pp. 17-43)
The second factor affecting the success of the process of conflict resolution is race. Race is recognized via skin tone, facial characteristics and accent etc. Race can make the process of conflict resolution more complicated and thus it may affect the success negatively. Sometimes, race may be the sole reason behind the conflict and in that case, extreme care must be exercised in order to avoid the extension of the conflict. (Povenmire 2008, pp. 17-43)
In addition to that, culture is also important in a person's life. It may affect the success negatively if the cultural values of either of the parties are not kept in mind. The conflict will be exacerbated if any party feels that their culture is being insulted. (Povenmire 2008, pp. 17-43)
Moreover, power also plays an important role in the success of the conflict resolution. Power differences are the root cause…
Akanji Rafiu, B. And Ibrahim Olanrewaju, L. 2013. Communication Skills as Predictors of Conflict Management Style of Road Transport Union Leaders in Lagos State. International Journal of Physical and Social Sciences, 2 (6), pp. 82-92. Available at: http://www.ijmra.us/project%20doc/IJPSS_JUNE2012/IJMRA-PSS1069.pdf .
Crawford, D. And Bodine, R. 2001. Conflict Resolution Education: Preparing Youth for the Future. Juvenile Justice - School Violence, 8 (1), pp. 1-8. Available at: https://www.ncjrs.gov/html/ojjdp/jjjournal_2001_6/jj3.html .
Deutsch, M. 1973. FACTORS INFLUENCING the RESOLUTION of CONFLICT. [e-book] Boulder: University of Colorado. pp. 1-5. http://spot.colorado.edu/~wehr/40RD11.TXT .
Povenmire, T. 2008. What We Have Here is a Failure to Communicate: Conflict Resolution and Peer Mediation Programs in Middle and High Schools in the U.S. And Their Ability to Serve Students From Diverse Backgrounds. [e-book] Eugene: University of Oregon. pp. 17-43. https://scholarsbank.uoregon.edu/xmlui/bitstream/handle/1794/8714/Povenmire-Kirk_Tiana_fall08ms.pdf?sequence=4 .
Conflict esolution in North Ireland and Cyprus
Describe what Lederach means by the concept of moral imagination in the field of conflict resolution
Moral imagination is dealing with real world challenges. During this process innovative ideas will establish new philosophies and movements. To achieve these objectives a number of criteria must be me: a web of relationships exist between different parties, the ability to sustain the interests of stakeholders, the desire to create something new and acceptance of the risks associated with unknown outcomes. This is illustrating how the field of conflict resolution can transform the way the various sides are looking at a host of events and their underlying meaning. (Lederach, 2012)
Give examples relevant to one of the two cases we've discussed in class during this period Cyprus or Northern Ireland
A good example of this conflict can be seen in Northern Ireland. What fueled the violence was…
Conflict Resolution and the Future. (n.d.)
Culture, Religion and Conflict Resolution. (n.d.)
Coopieters, B. (2004). Europeanization and Conflict Resolution. Gent: Academia Press.
Lederach, J. (2012). The Moral Imagination.
To strike a balance between personal and professional life is a can of worms. In personal and professional life both, an individual meets numerous people. Some become acquaintances, some become friends, some become competitors and some become enemies. New relations are made every day, leaving old ones behind. In such a situation to maintain a balance between all relations is a hard nut to crack. Although these individuals have their own priorities, one thing is common in all of them; they all want to be taken care of, want to be understood and supported in all major decisions of life (Newsom et al., 2008).
There can be situations when an individual disagrees with his partner or family members over certain matters. For example, disagreement between parents and children is quite common. Children would want to try something risky and exciting and parents will always prove to be an…
Childre, D. And Rozman, D. (2005). Transforming Stress. New Harbinger Publications, Oakland, CA
Gottman JM. And Carrere S. (1999). Predicting Divorce Among Newlyweds From the First Three Minutes of a marital conflict discussion. Family Process.
Kellett, Peter M. (2007). Conflict Dialogue. London: Sage Publications.
Newsom JT, Mahan TL, Rook KS, Krause N.Stable Negative Social Exchanges and Health. Health Psychology, January 2008.
Conflict esolution: Scenario Analysis
The purpose of this research paper is to find theories and ways on how people deal with conflict on a smaller scale.
Conflict arises from differences. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. A deep personal need is at the core of the problem, such as a need to feel safe and secure, a need to feel respected and valued, or a need for greater closeness and intimacy. The table below summarizes ways of managing conflicts by Unhealthy responses to conflict
Healthy responses to conflict
An inability to recognize and respond to the things that matter to the other person
The capacity to recognize and respond to the things that matter to the other person
Explosive, angry, hurtful, and resentful reactions
Calm, non-defensive, and respectful reactions
The withdrawal of love, resulting in rejection, isolation, shaming, and fear of abandonment
Augsburger, D. (1992). Conflict mediation across cultures. Louisville, Kentucky: Westminster / John Knox Press.
Bannon, I. & Paul Collier (Eds.). (2003). Natural resources and violent conflict: Options and actions. Washington, D.C: The World Bank.
Ury, F. & Rodger Fisher. (1981). Getting to yes: Negotiating agreement without giving in. New York, NY: Penguin Group.
Wilmot, W. & Jouyce Hocker. (2007). Interpersonal conflict. New York, NY: McGraw-Hill Companies.
The other person will feel inferior; the complex will increase from having a feeling of injustice. In this way you will turn to be a hard task master than a cooperative Boss who tends to understand the people and their abilities.
3.5. Conciliatory Approach:
This is the approach that helps in retaining the long-term relations where sometimes you agree with people and sometimes make them agree with you. Human behavior has the tendency to void every situation and rule. If a person is moving with the approach of conciliation, that is known as the state of compromise in other words. Then one can have long lasting and content relationships. Trust is the important factor that will eliminate control and autonomous behavior at home and at the workplace, even it helps to build a strong relationship. Compromise is also a two way cycle. Sometimes one does and sometimes the other. But…
Darley, J.M., & Gross, P.H. (1983). A hypothesis-confirming bias in labeling effects. Journal of Personality and Social Psychology, 44, 20-33.
Duetsch, M., Coleman, P.T., Marcus, E.C. (2006). The Handbook of Conflict Resolution, 2nd Ed. "Creativity in the Outcomes of Conflict,": Jossey-Bass, New York.
Fogg, R.W. (1985). Dealing with conflict: A repertoire of creative, peaceful approached. Journal of Conflict Resolution, 29: 330-358.
Joyce, H & Wilmot, W. (1985). Interpersonal Conflict 8th ed. Styles and Tactics 5:144-191. (Dubuque, Iowa: Wm. C. Brown Publishers)
According to Forsyth, D.. (2009), conflict resolution can be described as the techniques as well as processes undertaken in smoothing the progress of the nonviolent conclusion of disagreement. Over and over again, dedicated members of a group make efforts to come up with a solution to a group conflicts by enthusiastically relaying information regarding their conflicting intentions or beliefs to the entire group and by engaging in joint give and take like situation. Eventually, an extensive variety of methods as well as procedures for tackling conflict are available, together with but not restricted to, give and take, arbitration, diplomacy, as well as artistic tranquility building.
This word conflict resolution may in a way or the other be used interchangeably with dispute resolution, where adjudication as well as litigation procedures are gravely implicated. In addition, the notion of conflict resolution can be well deliberated to take account of the…
Cragan, J.G., and D.W. Wright.(1986). Communication in small qroup discussions. St. Paul, Minnesota: West Publishing Co.Retrieved 11/12/2013. http://www.udel.edu/communication/web/thesisfiles/fleetwoodthesis.pdf
Deetz, Stanley A., and Sheryl L. Stevenson. (1986). Manasinq interpersonal communication. New York: Harper and ROW.Retrieved 11/12/2013. http://www.pu.edu.pk/images/journal/ier/PDF-FILES/5_Ghafar,%20Amir%20&%20Naz_v_34_No2_2012.pdf
Forsyth, D.R. (2009). Group dynamics (5th ed.). Pacific Grove, CA: Brooks/Cole. Retrieved 11/10/2013. http://www.amazon.com/Group-Dynamics-Donelson-R-Forsyth/dp/0495599522
Hall, Jay. (1969). Conflict Manasement Survey. Austin, Texas: Teleometrics, Inc. Retrieved 11.10.2012.
The author points out employees will "give in to demands, even unreasonable ones, to avoid disagreement." Finally, some employees choose collaboration to resolve problems. The author asserts that collaboration involves being interested in ensuring that the desires of all team members are met. Employees that implement this type of conflict resolution tend to be solution oriented and the resolution to the conflict often results in a remedy that neither party held before to the collaboration (Pilgrim).
Some of the aforementioned resolutions to conflict can be detrimental in both the short and the long run because they can create hostility; this is true of both the competing and accommodating style of conflict resolution. Once employees can effectively deal with conflict the organization experiences growth because both employees and managers are able to see issues from various perspectives.
For the purpose of this discussion we focused on conflict resolution in the…
Anderson E. W Approaches to conflict resolution. BMJ 2005;331;344-346. Reprint retrieved July 17, 2007 at http://www.bmj.com/cgi/reprint/331/7512/344.pdf?q=y
Barbara Bulleit (2006)Effectively Managing Team Conflict. Retrieved July 17, 2007 from: http://images.globalknowledge.com/wwwimages/whitepaperpdf/WP_Bulleit_Conflict.pdf
Cottringer, W. (2006, July). Resolving Workplace Conflict: To Overcome Disagreements and Build a Cohesive Team, a Manager Must Understand What Causes Conflicts. Security Management, 50, pg 42. 43.
Lincoln, M.G. (2001). Conflict Resolution Education: A Solution for Peace. Communications and the Law, 23(1), 29.
It is common knowledge that the utilization of conflict resolution offers the essential plans to cut down arguments and encourages nonviolent clarifications. Melinda G. Lincoln (2001) elaborates on this point by asserting, "Diffusing heated arguments, identifying issues, setting emotions aside, and learning new ways to communicate enables the disputants to incorporate the processes and problem-solving skills of mediation, negotiation, and collaboration. The impact of illustrating, modeling, and blending conflict resolution education and communication skills facilitates the use of valuable listening and reasoning skills. Analytical thinking, re-framing main issues, and empathizing or understanding another's point-of-view creates an atmosphere of tolerance for successful negotiation and agreement to take place in a peaceful society (Melinda G. Lincoln, 2001)."
Kimberley Strom-Gottfried (1998) provides a comprehensive definition of "conflict." She writes, "Conflict is variously defined as a direct disagreement of ideas or interests, a battle or struggle, antagonism or opposition, and incompatibility and…
Fisher, R., Ury, W., & Patton, B. (1991). Getting to YES: Negotiating agreements without giving in (2nd ed.). New York: Penguin Books. Taken from; Kimberley Strom-Gottfried. Applying a Conflict Resolution Framework to Disputes in Managed Care. Social Work, Vol. 43, 1998
Kimberley Strom-Gottfried. Applying a Conflict Resolution Framework to Disputes in Managed Care. Social Work, Vol. 43, 1998
Mayer, B.S. (1995). Conflict resolution. In R.L. Edwards (Ed.-in-Chief), Encyclopedia of social work (19th ed., Vol. 1, pp. 613-622). Washington, DC: NASW Press. Fisher, R., Ury, W., & Patton, B. (1991). Getting to YES: Negotiating agreements without giving in (2nd ed.). New York: Penguin Books. Taken from; Kimberley Strom-Gottfried. Applying a Conflict Resolution Framework to Disputes in Managed Care. Social Work, Vol. 43, 1998
Melinda G. Lincoln. Conflict Resolution Education: A Solution for Peace. Communications and the Law, Vol. 23, 2001
Conflict esolution in the Middle East
History of the AAB-ISAELI conflict
The Palestinian Arab and Jews rivalry is of recent origin that started on the eve of 20th century. Even though both of them have different religions the religious diversity is not considered to be the reasons of such rivalry. This is necessarily a struggle over the territory. The territory claimed by both the groups till 1948 was known as Palestine. However, during the period following the war of 1948-49 the territory concerned was split into three portions: the state of Israel, the West Bank of the Jordan iver and the Gaza Strip. This small territory comprises of about 10,000 square miles which is considered of equal size with that of the state of Maryland. The conflicting claims of the groups are not capable of being resolved if a group exerts political control over the total territory. The claim of…
To the extent an organization can embed or internalize these values is often a barometer or measure of how resilient they can also be in the face of rapid and turbulent change (Nguyen, Mohamed, 2011). The connection of conflict resolution and management is a catalyst of organizational stability, resilience, and it time of rapid change, agility in the face of disruptive forces reshaping their markets. That is why, from a strategic level, paying attention to these issues and concerns is so critical.
The three Major Conflict esolution Strategies proposed by the author are: interest-based, rights-based, and power-based strategies.
Interest-based, rights-based and power-based strategies all have specific roles in the broader strategies of conflict mediation and resolution that many companies face while competing in turbulent economic environments (Jameson, 1999). The author states that interest- and rights-based strategies taken a more transformational vs. transactional approach to leading change however (Nguyen, Mohamed, 2011).…
Guy, Mary Ellen. (1986). Interdisciplinary Conflict and Organizational Complexity. Hospital & Health Services Administration, 31(1), 111.
Jessica Katz Jameson. (1999). Toward a comprehensive model for the assessment and management of intraorganizational conflict: Developing the framework. International Journal of Conflict Management, 10(3), 268-294
Ahmet H. Kirca. (2006). The Moderating Effects of National Cultural Values on Intraorganizational Factors-Market Orientation Relationship: A Cross-Cultural Model. American Marketing Association. Conference Proceedings: 2006 AMA Winter Educators' Conference, 17, 111.
Hai Nam Nguyen, & Sherif Mohamed. (2011). Leadership behaviors, organizational culture and knowledge management practices: An empirical investigation. The Journal of Management Development, 30(2), 206-221.
Hammer has to acknowledge that current methods are not working, the situation has become worse and something has to be done before the hospital has legal action brought against them or lose their licensure. A combination of methods could be utilized. One, Hammer should utilize teams; give those teams specific functions to cut down on time and money. Open communication and make sure that he is available to staff that have issues and concerns so that in the event there are any future issues that can be addressed immediately and resolved. One big step would be to acknowledge that the problem was not created overnight, so therefore it will not be correct overnight. Hammer should also allow staff to give feedback and brainstorm on possible solutions of things that the physicians themselves feel can be cut to decrease costs and not affect the level of care that the physicians…
Bacal, R. (n.d.). Conflict & Cooperation in the Workplace. Retrieved from http://performance-appraisals.org
Bar-Siman-Tov, Y. (Ed.). (2004). From Conflict Resolution to Reconciliation / . Oxford: Oxford University Press.
Bickmore, K. (2003). 1 Conflict Resolution Education. In Handbook of Conflict Management, Pammer, W.J. & Killian, J. (Eds.) (pp. 3-32). New York: Marcel Dekker.
Bingham, L.B., & Nabatchi, T. (2003). 5 Dispute System Design in Organizations. In Handbook of Conflict Management, Pammer, W.J. & Killian, J. (Eds.) (pp. 105-127). New York: Marcel Dekker.
Conflict esolution in Healthcare
Whose responsibility is conflict resolution within the healthcare setting?
Conflict resolution in the healthcare setting is often the responsibility of an Alternative Dispute esolution (AD) specialist or an arbitrator, who works within the healthcare community in a wide variety of conflict resolution cases. Some large healthcare institutions are finding it helpful to staff their own neutral internal mediator who is always available for conflict resolution. As these experts note, "Conflict within the healthcare industry is not confined to singular disputes with external entities. ather, it evolves from a variety of sources and differs significantly depending on whether the source(s) originates within an organizational framework or a clinical environment" (Hayes et al., p. 2). Because there are such a wide variety of issues and conflicts facing the healthcare industry, there are also specific skills necessary to be an effective and fair AD specialist, which is why most…
Hayes, Lorraine Sanchez, JD; Dale C. Hetzler, MSCM, JD; Virginia L. Morrison, JD; and Debra Gerardi, RN, MPH, JD. Curing conflict: A prescription for ADR in healthcare.
Robson, Rob. (2003). Speed bumps on the yellow brick road: Using ADR in healthcare. Retrieved from the Mediate.com Web site: http://www.mediate.com/articles/robson2.cfm 14 June 2005.
The communication style used in avoiding is passive, which means neither to communicate personal concerns nor to listen to other party's concerns.
This conflicting style requires high assertiveness and low cooperation. This style is helpful when quick, vital and uncommon decisions are to be taken. Competing style involves worrying about own concern's and keeping aside other party's goals. The skills used for competing management style include debating, arguing, asserting personal opinions and standing position clearly. Both sides try to play a win-lose game so this situation often lasts for long period. Aggressive communication style is used in competing which helps in clearly and if required forcefully expressing views and not listening to the opposing party.
Compromising is moderate on both components; assertiveness and cooperation. Compromising can be either both parties reaching the winning situation or compromising on what one party actually wants. This style is useful…
Buchnan, D., & Huczynski, A. (1997). Organization Behavior, 3rd edition. New York: Prentice Hall Inc.
Guttman, H.M. (2004). The role of leaders in conflict management. Leader to Leader Journal, 31, 48-53.
Singh. BD. (2008). Managing Conflict and Negotiation. Excel Books. Published by Aurang Jain. New Dehli.
Flowers, Mertens and Mulhall attributed small teams and adequate individual and team planning time for teachers with greater teaming practices such as curriculum coordination and student assignments.
The school administrator must also establish an open dialogue between the education teachers and the special education staff so that they can share their views. uilding an environment where open communications can flourish is easier said than done. During mediation, Liddle (From conflict to consensus: The role of mediation at work) advises that neutrals should: encourage disputing parties to engage in mediation and consider the benefits of discussing their differences and seeking a mutually acceptable resolution; establish a safe and constructive environment in which parties can talk and listen to each other; encourage parties to describe with clarity and purpose how they view the situation and enable them to view it from the other's point-of-view; and help the parties identify and discuss key…
Flowers, N., Mertens, S., & Mulhall, P. (2000, March). What makes interdisciplinary teams effective? Research on middle school renewal. Middle School Journal, 31(4): 53-56.
Jones, D.C. (199, Fall). The leaders role as mediator of conflict. Inquiry, Volume 3, Number 1, 1998, 54-57. http://www.vccaedu.org/inquiry/inquiry-fall98/i31jones.html
Liddle, D. From conflict to consensus: The role of mediation at work. http://www.worklifebalancecentre.org/article-conflict.pdf
The role of the mediator. University of California Irvine. http://www.mediate.uci.edu/role.shtml
Again, in terms of our prison scenario, we see the apparent and pertinent aspects through the direct definitions of each stage; de-escalation (likely after some resolve has been implemented) and settlement (likely involved with the repercussions of the implemented course of action).
An imperative move in resolving the racial divides that are undoubtedly formed within the model and infrastructure of this dilemma would exist in the sought counsel of a professional in terms of this issue. Whether that is some form of psychologist, anthropologist or other appointed and qualified expert in the field of group interactions and conflict, the expertise of such an individual, or group for that matter, may dictate the progression of resolution and the timeframe by which it will follow toward settlement. It may also prove effective to completely restructure the confined orders that permit any form of social development as a whole. The meal schedules, the…
Gould, Kelly L. 2005. Administration of Justice. Prison Subcultures: http://web.scc.losrios.edu/gouldk/chapter12
University of Colorado at Boulder. 2006. Beyond Intractability Knowledge Base Project. http://www.beyondintractability.org/essay/stalemate/
Bostrom, Nick P. 1991. The Strongest Walls of Confinement. p. 114-183 New York Press, NY.
The profession of nurses is perhaps the most dynamic and the most complex as it is very difficult to draw the lines of duty. Almost all the patients challenge the nurses to look after them and yet so many see them as either enemies or friends (Martin Teising, 1997). This is particularly true for certified psychiatric nurse assistants and this is mainly because drawing lines of duty for the psychiatric nurses have become extremely difficult as many theorists and practitioners, as well as physicians have not only proposed numerous work boundaries for the nurses, but also have instructed them to carry out these multi-disciplinary tasks. Some suggest that the psychiatric nurse should offer recognition and sympathy and assist the patient explain feelings; some suggest that they should assist the patient in communicating; others suggest that they should assist the patients in contributing socially in the healthcare settings; some…
Cindy A. Peternelj-Taylor, Olive Yonge. Exploring Boundaries in the Nurse-Client Relationship: Professional Roles and Responsibilities. Perspectives in Psychiatric Care, Vol. 39, 2003
Martin Teising. The Nurse, the Patient, and the Illness: An Object Relations Approach to Nursing. Perspectives in Psychiatric Care, Vol. 33, 1997
Suzanne Lego. The One-to-One Nurse-Patient Relationship. Perspectives in Psychiatric Care, Vol. 35, 1999
Conflict Resolution in Work Teams
When managers speak of teamwork, they usually have a vague mental picture of individuals in polite discussion. They may envision people willingly assisting others from a different part of the organization. Such groups or behaviors may or may not constitute teamwork. True teams exhibit a high level of social structure. Their members have specific behaviors that move the group towards specific goals.
We often mistake an absence of overt conflict for effective teamwork. ut conflict is natural, even desirable. If conflict is not visible, either people are thinking alike or they have suppressed conflict. Neither situation is helpful. Effective teams gain much of their power from their divergent thinking, attitudes and experience. Without this variety, conflict is lessened but the resulting decisions and actions are less effective. Teams with diversity of thinking but suppression of the resulting conflict also lose effectiveness and the conflict eventually…
Amason, A.C. (1996). Distinguishing the effects of functional and dysfunctional conflict on strategic decision making: Resolving a paradox for top management teams. Academy of Management Journal, 39(1), 123-148.
Amason, A.C., Thompson, K.R., Hochwarter, W.A., & Harrison, A.W. (1995). Conflict: An important dimension in successful management teams. Organizational Dynamics, 24(2), 20-35.
Bens, I. (1997). Facilitating conflict. In M. Goldman (Ed.), Facilitating with ease! (pp. 83-108). Sarasota, FL: Participative Dynamics.
Bens, I. (1999). Keeping your teams out of trouble. Journal of Quality and Participation, 22 (4), 45-47.
Positions are always polarized, as is exhibited in a case study of the current Middle Eastern conflict -- the Palestinians feel they have a right to a homeland, the Israelis believe they have a right to protect their security in a hostile region. However, both sides desire peace. In terms of their tactics both sides must yield something, neither side can have a 'bottom line' or an intractable position if they are to achieve their ultimate aim, their desire to live safety and security.
Thirdly, it is essential to generate options for mutual gains. Develop multiple options. Generating options will create more dialogue but paring two options against the other will merely dig in the positions of the warring parties even further, and no one will benefit. An example of how generating options has resulted in some positive benefits can be seen in the current writer's strike. Although the strike…
Fisher, Roger, William Ury, & Bruce Patton. Getting to Yes. Penguin, 1991.
Conflict and Conflict Resolution
Conflict & Conflict Resolution
A theoretical perspective
Discussion of Various Theories
Rational Choice Theory
Charles Tilly's from Mobilization to Revolution
Durkheim's Concept of Anomie
Relative Deprivation Theory
Suicide ombing in the Light of Rational Choice Theory & Tilly' Collective Action
Palestine-Israel Conflict & Relative deprivation theory
urton's Version of Conflict Management
Tilly's Conflict with Relative Deprivation Theory
Discussion of Various Theories
Rational Choice Theory
Economics is one of the governing fields when it comes to social sciences. It presents an idea that money acts as a source of motivation and the probability that one can make profits by following a certain pattern has given rise to a rather predictable human behavior following a formal construct. This success of economics has made other sociologists to follow a similar logic in their theories as well and many of them have constructed their theories around a simple notion that…
Burton, J.W. 1997. Violence explained: the sources of conflict, violence and crime and their prevention. Manchester University Press ND
Browning, G., Halcli A. & Webster, F. ed. 2000. Understanding contemporary society: theories of the present. Sage Publications
Hunt, L. 1984. Charles Tilly Collective Action, In. Skocpol, T. ed. Vision and method in historical sociology. Cambridge University Press, pp. 244-275
Li, R.S.K. 2012. Conflict theory in comparative/historical sociology. Retrieved from http://www.wadsworth.com/sociology_d/templates/student_resources/053453992_turner/modules/modules/mod17/mod_17_14.html
This aspect ensures promoting of democracy. The other benefit is that it facilitates the space for dialogue that ensures that the members of the conversation maintain a meaningful and orderly exchange of thoughts and opinions. The members also engage in a successful conversation, which helps to facilitate solution or ideas to a certain dilemma. This method also constitutes to teamwork. Research conducted by Lafasto and Larson explain that teams work better than individuals and especially when there is a certain order or control (3). Teamwork also provides support for each other an aspect, which helps them in achieving a better solution.
The first limitation of the conversation cafe is that it is only brief since it goes like one and half hours. This implies that the more the members, the lesser the time available for discussing the issues of concern. In this case, other issues of concern may not…
Habermas, Ju-rgen. The Structural Transformation of the Public Sphere: An Inquiry into a Category of Bourgeois Society. Cambridge, Mass: MIT Press, 1989. Print.
Hemmati, Minu. Participatory Dialogue: Towards a Stable, Safe and Just Society for All.
New York: United Nations, 2007. Print.
Lafasto, Frank & Larson, Carl. When Teams Work Best. London: Sage Publications. 2001.
India is a diverse country in terms of religion. The Hindu population constitutes 828 million people (80%), the Muslim population constitutes million (13.5%), the Christian population constitutes 24 million (2.5%), the Sikh population constitutes 19 million (2%), while other religious groupings including Jains and Buddhists constitute 19.5 million. eligion is an important aspect of Indian political scene. Although India maintains that it is a secular nation, Indian politics has had a deep religious flavor at all times. This has resulted in religion being an important component of the identity of many Indians. There are many cases of religious identity being elicited in response to the communalism politics. Communalism connotes the functioning of organizations or religious communities, or the bodies which state they represent them, in a manner which is prejudices to the nation as a whole or interests of other groups. Historical evidence shows that communalism in the…
Avruch, K. (2001), "Constructing ethnicity: culture and ethnic conflict in the New World Disorder," American Journal of Orthopsychiatry, Vol. 71 No. 23, pp. 281-90.
Avruch, K. (2003), "Type I and II errors in culturally sensitive conflict resolution practice," Conflict Resolution Quarterly, Vol. 20 No. 3, pp. 351-71.
Avruch, K. And Wang, Z. (2005), "Culture, apology, and international negotiation: the case of the Sino-U.S. 'spy plane' crisis," International Negotiation, Vol. 10, pp. 337-53.
Dalal, R. (2006), The Penguin Dictionary of Religion in India, Penguin Books, New Delhi.
First of all, the mother of this 8-year-old should have either advised the grandmother in advance to be wary of certain music albums or reviewed the album herself before the grandmother gave it to him. An 8-year-old boy is very impressionable, and naive, so the kinds of music, books, video games and other gifts that might be given to him should be very carefully monitored. It is not the band's fault that grandmother selected a musical album that was far too mature and raw for a very young boy.
Secondly, the mother's letter was not just a letter expressing legitimate concerns; it was an attack on the group. It was an outrageous attack on the band's music and on the band's values. hen she wrote, "hy don't you do something positive and clean up your act!!!!" she should have expected a very negative reply. Calling the band's music…
Jensen, Neil. (2011). Twelve Steps to Win-Win Conflict Resolution. Dale Carnegie. Retrieved November 9, 2012, from http://www.dalecarnegietraining.net .
Murphy, Clive. (2012). Moving From Convict To A Win/Win Outcome. CEO Online.
Retrieved November 9, 2012, from http://www.ceoonlione.com.
2. How important is it to "walk in the other person's shoes" when trying to avoid or resolve a conflict? Explain.
It would seem to be extremely important to be able to "walk in the shoes" of other people in any situation where the individuals involved might be prone to frustration or anger. In fact, the ability to appreciate the perspective of others in this way would help imagining the possible trigger points of the other person. Aside from getting a better view about the way we should communicate our anger, stepping into the shoes of another also allows us to consider more fairly the expectations or frustrations that anybody might feel in the same circumstances. We are less likely to experience anger if we believe that the other person is only responding in the same way we might if the situation were reversed.
3. How do you tend to…
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…
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:
Conflict Resolution in it Management
What is the importance of having rules of engagement to successfully support a virtual team when using collaborative technologies? Can you come up with any other rules that could be added?
Rules of engagement within a virtual team using collaborative technologies are crucial to the success of any major team project for several reasons. For example, business units and team members in different areas typically utilize very different systems and procedures to accomplish their component tasks and responsibilities. Changes made and commitments promised to clients by one business unit or team member without consulting other business units and team members can radically affect those business units or team members or even make it impossible for them to complete their respective contributions to the project.
Some other helpful types of rules of engagement that could be added might include:
The appointment of designated team or unit…
Conflicts in the workplace are a common phenomenon and people are usually anything but shocked to find themselves or their colleagues in such conflicts. But the ubiquity of such conflicts doesn't follow we are equally ready to tackle them properly. In fact on the contrary, most people have absolutely no idea what needs to be done when conflict arises. Conflict resolution and management are certainly the key words these days because of intensely competitive and diverse workforce of today yet it appears that most companies hardly pay any attention to conflict resolution training and thus are not properly prepared to handle such situations.
In my workplace, I have noticed that despite diversity training and supposedly polite and healthy working environment, conflicts are almost a norm and most of them are grounded in interpersonal problems. Personality clashes are common and on numerous occasions, we find employees complaining about…
Elisabeth Seaman: Can Conflict In Nonprofits Be Managed Successfully? Retrieved online 26th September 2004:
Daniel Dana, Ph.D. What's a Conflict? Retrieved online 26th September 2004:
Make her see how much her input is valued, and that a greater amount of time is needed for the two of you to bring the project to successful completion for both of your sakes at work.
Step 4: Be fair.
Try to allocate responsibilities differently in a way that works with both of your schedules
Step 5: Educate as you negotiate
Show how if she spends more time on the project, the project will be completed more quickly, and in a fashion that is better for both of your futures at work. If she is having personal problems, try to accommodate them with a different schedule that still balances the project needs in a more fair and balanced manner between the two of you.
Rath, Katie. "Five Steps to Conflict Resolution." Adapted from illiam Ury's Getting
Past No. est Carolinian News Magazine Features. 17 April 2007. 13…
Rath, Katie. "Five Steps to Conflict Resolution." Adapted from William Ury's Getting
Past No. West Carolinian News Magazine Features. 17 April 2007. 13 May 2007. http://media.www.westerncarolinian.com/media/storage/paper265/news/2007/04/17/Features/Five-Steps.Toward.Conflict.Resolution-2847205.shtml
Using step two, we should find out more about each other. Rather than just being group participants, we should get to know more about one another so that we do not make each other enemies. Using step three, we should invite the other members of our group project to talk with us and hear each of our ideas about what direction the project should take. Also in the group setting, we should discuss the behaviors and activates that led to our fighting and disagreement. For example, I felt that she was being unreasonable to expect those of us who were taking the class as an elective to treat it like our first priority. I would also get to hear what activities of mine added resentment for her. Finally, while lines of communication are open (and our group is present) we should make sure to talk about any other problems we…
Five Steps to Mediating Conflict." Workforce 78.10 (Oct. 1999): 30.
"Divorce mediation confronts one of the most difficult conflicts that exist on earth, the breakdown and ending of the intimate, complex marriage relationship." The desire of individuals to remove divorce from the adversarial legal arena is fundamental to the growth of conflict resolution options for couples leaving a marriage. There is nothing more frightening than change, especially when the emotional stakes of the outcome of such change are so engendered in the emotions of the individuals involved, seeking a non-adversarial approach, is foundational to managing the situation effectively while attempting to avoid the pitfalls of making life altering decisions in a highly charged emotional situation, while still maintaining a sense of voice and control, a possibility the legal system does not usually allow as once again the individual must appoint a spokesperson and then trust that this spokesperson has the interest of all as their overriding goal.
Works Cited www.questia.com/PM.qst?a=o&d=105950196
Aureli, Filippo and Frans B.M. De Waal, eds. Natural Conflict Resolution. Berkeley, CA: University of California Press, 2000. Book online. Available from Questia,
Building Trust and espect through Constructive Conflict esolution
One of the most significant advantages of genuine conflict resolution (i.e. through effective communication, validation, and specific methodologies that address underlying causes of conflict) in the workplace is that it typically generates increased mutual respect and trust among coworkers (Blair, 2003; Kinicki & Williams, 2005; Wisinski, 1993). Whereas superficial (i.e. supervisor-imposed) solutions to isolated conflicts tends only to resolve those specific conflicts in the short-term, more in-depth resolutions can eliminate conflicts at a more fundamental level by addressing and actually resolving the underlying sources of those conflicts in principle (Blair, 2003; Kinicki & Williams, 2005; Wisinski, 1993).
The problem is that isolated, superficial, and primarily operational solutions that focus only on the outcome of the negotiation do not address the respective sentiments of the individuals involved (Kinicki & Williams, 2005). Conversely, when more thorough solutions address the underlying issues at the root…
Blair, G. (2003). Groups that Work. Washington, DC: IEEE Press.
Daft, R. (2005) Management. 7th Edition. Mason: Thomson South Western.
Kinicki, a. And Williams, B. (2005). Management: A Practical Approach. New York:
One way to increase one's objectivity is to use authentic listening with other team members, which may give each individual team member the best opportunity to understand other's points-of-view. Authentic listening involves: closing your mouth, not predicting or judging the outcome of a conversation before entering it, keeping open body language, asking questions when information is unclear, trying to put oneself in the other's position, listening to what is not being said, listening to how something is said, reacting to ideas rather than to the speaker, and being consistent throughout communications (Conflictesolution.com, 2009). When people actually take the time to actively listen to what the other person is saying, they have a better chance of seeing alternate solutions to the problem.
Even when a team sees that there are multiple alternative solutions to a problem, the reality is that choosing one solution often makes some team members feel as if…
Bluestein, J. (2008). Conflict prevention & conflict resolution: strategies. Retrieved February
11, 2009, from Conflict911.com
Web site: http://conflict911.com/cgi-bin/links/jump.cgi?ID=11727
ConflictResolution.com. (2009). Authentic listening is the first step to communicating with integrity. Retrieved February 11, 2009, from ConflictResolution.com
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…
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.
The three parties met at a round table with the mediator at the head of the table. Each party was allowed to speak without interruption for five full minutes, explaining the signature style they wanted for the firm and why. Then each party was encouraged to make a proposal to the other side in search of a potential compromise. For example, one side suggested that if they were allowed to the keep the signature style classic, they would allow the office and headquarter to be decorated in a minimalist style. All in all, the proposals made by all sides were not balanced enough and the mediator had to suggest several potential proposals before one was eventually agreed upon.
Had I been the mediator of this case, I would have used some of the techniques taken by the mediator and thrown out others. For example, I like the way…
Conflict resolution, conflict management, and mediation are essential components for the success of an organization. Given the diversity of the workplace and the varying needs of individual organizations, developing an approach to conflict management can be tricky. The three articles: Work 911's "Organizational Conflict: The Good, the Bad, and the Ugly," and Tim Hicks' "What Is Mediation And How Does It Fit Into The Workplace?" And "Steps for Setting Up an Effective Conflict Management System" examine the ways organizations can manage conflict effectively. Each article offers something new for the reader to ponder when designing and implementing a conflict management system.
"Organizational Conflict: The Good, the Bad, and the Ugly" offers a unique perspective to conflict management. According to the author, there are two ways of looking at conflict. The traditional way is to see it as something to be avoided, as something inherently negative. This view of…
Hicks, Tim (2000). Steps for Setting Up an Effective Conflict Management System. Retrieved October 3, 2005 from http://mediate.com/articles/hickst4.cfm
Hicks, Tim (2000). What Is Mediation And How Does It Fit Into The Workplace? Retrieved October 3, 2005 from http://mediate.com/articles/hickst5.cfm
Organizational Conflict: The Good, the Bad, and the Ugly. (n.d.) Retrieved October 3, 2005 from http://www.work911.com/articles/orgconflict.htm
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).
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
conflict resolution is a difficult one because of its many components; for those entering the business world, a mastery of conflict resolution is absolutely essential. In this article, Catherine Morris (2002) discusses the different forms of conflict resolution, specifically identifying the differing roles people need to play in attempting to resolve conflicts. In determining the correct type of conflict resolution to apply to a given situation, the type of situation must be considered as well as the severity of the problem and the potential resolutions that can be achieved. Of the different types of conflict resolution, most businesses employ mediation, negotiation, and facilitation among others while also utilizing people who can help smooth out emotional or personality differences. It is hoped that the issue can end in reconciliation, but sometimes that is not possible.
Morris argues that the traditional techniques utilized before the turn of the twenty-first century in conflict…
Morris, C. (2002, May). Definitions in the field of conflict transformation. What is Alternative
Dispute Resolution (ADR)?
Conflict Resolution Mean to Me?
Broadly defined conflict resolution is when a plan is placed into action in order to resolve and settle issues within an organization or a team. As such the implementing person assumes a neutral or impartial stance in attempting to resolve an issue or issues. In today's business world a great amount of focus is being placed on having employees work as a team to produce new ideas, equitably distribute job responsibilities among the larger group, and most importantly create a unified front and camaraderie. Unfortunately, however, along with advantages there are always accompanying disadvantages. Wherever there are teams, there is a chance for conflict and conflict is almost guaranteed. As long as individual team members possess the ability to think independently, there will always be a difference of opinion and as such conflict can be difficult to resolve. However, there are many resolutions that can…
The primary theoretical models of conflict include the cooperative model, principled negotiation, human needs model, conflict transformation, and conflict transmutation (Dixit, 2004). Theoretical bases for conflict resolution include both macro-level and micro-level frameworks that guide understanding of human behavior and decision-making (Cunningham, 1998). Many theories of conflict resolution at some point refer to human needs theory, which helps clarify sources of conflict as being traceable to unmet needs. Conflict arises when fundamental needs are not being met, and resolutions are more likely to arise when parties recognize what their needs are as well as those of their opponents. Conflict resolution theories based on needs theory focus on how multiple parties with differential needs can reach peaceable and mutually beneficial solutions (Burton, 1990). The goal of conflict resolution will be to attain win-win outcomes, which may ironically require both personal humility and the offering of concessions.
Although human needs…
If we are dealing with a person who does not have the ability to negotiate, conflict resolution will simply not occur. Before setting up the processes for conflict resolution, we must make sure the right parties are involved or all the effort will be for naught.
The third premise of conflict resolution is interpersonal interaction. This area in the Manchester school builds upon the second premise: Not only do the levels of the conflict resolvers matter, but their personal interactions matter too. For instance, we may choose the right people at the right levels of their respective organizations to negotiate and resolve a conflict, but if their personalities subjectively don't jive - for instance, if they simply cannot work together because of issues of race, gender or sexual orientation - the conflict simply will not get resolved.
The fourth premise deals with semantics and rhetorics. This premise hinges directly on…
e. Lindle 1996). Also, the conflict management design under the SBM structure does not work well under dictatorship; in fact when the principal becomes too domineering, the researches showed obvious instances of dissatisfaction amongst the staff and decreased incentive from the students to work and engage in the learning process. The conflict management design under the SBM structure is heavily dependent upon the contribution of the committees and cannot succeed without it. Numerous studies have shown that the most ineffective principals have been the ones who have appointed committees but haven't given them enough authority over the real executive tasks or enough room to perform and contribute to the overall managerial structure. The problem, as highlighted in numerous studies, with this approach is that there is an obvious tussle for authority between the principal, the teachers and the peripheral agencies like the investors. This tussle has a negative effect on…
Arnott, M.A. And Raab, C.D. (2000). The Governance of Schooling: Comparative Studies of Devolved Management. Routledge. London.
Bryk, A., Sebring, P., Easton, J., Luppescu, S., Thum, Y., Nagaoka, J. And Bilcer, D. (1998a). 'Chicago School Reform: Linkages Between Local Control, Organizational Change, and Student Achievement. The American Educational Research Association. San Diego.
Bryk, A., Sebring, P., Kerbow, D., Rollow, S. And Easton, J. (1998b). Charting Chicago School Reform: Democratic Localism as Lever for Change, Boulder, CO: Westview Press.
David, J. (1996). The Who, What, and Why of Site-based Management. Educational Leadership, 53-4:4-9.
Working with and managing diverse teams can be rewarding, stimulating creativity and even leading to greater satisfaction for some employees (Stahl, Maznevski, Voigt & Jonsen, 2010, p. 690). As Cox & Blake (1991) also point out, cultural diversity in a work group imparts a competitive advantage for the organization. However, the research on cultural diversity in workgroups yields some troubling and contradictory results. Recent research shows that diversity does not necessarily lead to social integration, and can even adversely impact team performance (Horwitz & Horwitz, 2007). Stahl, Maznevski, Voigt & Jonsen (2010) also found “cultural diversity leads to process losses through task conflict and decreased social integration,” (p. 690). Thomas & Peterson (2018) agree that cultural diversity in a work group has “positive and negative elements,” (p. 166). The conflict between Darius and Harpreet has been festering for months, causing what is most likely a “high level of stress for…
If I had utilized a more appropriate conflict management solution, I could have used this opportunity to consider alternate, and perhaps better, solutions to the product design. "Employees need conflict management skills to manage themselves, make decisions, and work effectively in the ever-increasing team environment of today's organizations" (Lang 241). ithout these skills, I was unable to work effectively. In addition, my poor conflict management skills resulted in a negative working environment for the entire team, which likely decreased their effectiveness and productivity. Not only did I negatively affect the current team efforts, but I likely negatively affected future projects with these team members, as well as any other interactions we may have outside of a team setting.
I did not complete any of the steps required in effective conflict management. I did not seek to understand the conflict at hand or where it was stemming from. ithout understanding where…
Bradlow, Eric. "Regain Your Counterpart's Trust with an Apology." Negotiation Feb 2009: 6.
Lang, Matthew. "Conflict Management: A Gap in Business Education Curricula." Journal of Education for Business Mar/Apr 2009: 240-245.
Rothman, Jay. Conflict and Creativity: Opening the Window to New Ideas. 2006.The ARIA Group. 9 Apr 2009 .
esolving conflicts within Internet schoolwork teams can often be a challenging task. At the University of Phoenix, as well as elsewhere, such conflict must be successfully managed in order to achieve peak team performance. While Internet-based team situations often face special challenges, the fundamentals of conflict resolution remain applicable. Successful conflict resolution involves a number of aspects, including exploring the reasons for the conflict, determining solutions, agreement on the solution, implementation and evaluation of the solution, and practicing the conflict resolution process.
Conflict is often a natural result of teamwork. However, the fact that conflict is natural does not mean that it cannot be managed in order to get the best team result.
It is important that team members understand that individual members have strong, and often different emotions and feelings, and that different opinions can be one of the most important benefits of teamwork (Penn State University).
Heathfield, Susan M. (2004). Workplace Conflict Resolution: People Management Tips. 20 October 2004. http://humanresources.about.com/od/managementtips/a/conflict_solue.htm
King, Kathleen. (1999). Group Dynamics for the Online Professor. 20 October 2004. http://ausweb.scu.edu.au/aw99/papers/king/paper.html
Penn State University. (2004). Building Blocks for Teams. 20 October 2004. http://tlt.its.psu.edu/suggestions/teams/student/conflicts.html
Townsley, Carole A. (1995). Resolving Conflict in Work Teams. Center for the Study of Work Teams, University of North Texas. 20 October 2004. http://www.workteams.unt.edu/reports/Townsley.html
stakeholders in the project have had friction throughout the program which you -- as the manager -- have been able to resolve. The latest conflict seems to be very destructive to the completion of the project. The project is on a very tight time line, and the resolution must be determined quickly.
Conflict resolution is a critical component within managements overall skillset. Due primarily to changes in culture and organizational structures, conflicts occur. It is up to management to effectively handle these conflicts for the benefit of the entire organization. Two articles that provide valuable insight into conflict resolution are entitled. "Bargaining: Power, Tactics and Outcomes," and "Strategic Management of the Family Business: Past esearch and Future Challenges."
The first article provides insights into bargaining situations with an emphasis placed on conflict resolution. The proposed framework in bargaining power is based on the notion of dependence. It also emphasizes the…
1) Augsburger, D. (1992). Conflict mediation across cultures. Louisville, Kentucky: Westminster / John Knox Press.
2) Bannon, I. & Paul Collier (Eds.). (2003). Natural resources and violent conflict: Options and actions. Washington, D.C: The World Bank.
3) Family Business Review March 1997 vol. 10 no. 1 1-35
Contrasting this from a personal standpoint, only in the most emotionally charged and toxic personal situations are there feelings of this level, rejoicing in the failure of others. In personal relationships this is especially troublesome as the medium of exchange, unlike business using money, is emotion and what is left of trust in a relationship. That makes the wishing of failure in addition to winning the conflict especially toxic and even potentially dangerous. As one divorcee had on her license plate holder "Happiness is seeing your Ex-on a milk carton," the damaging aspects of this dynamic is dangerous in interpersonal relationships.
It is far more common in business where salaries, sales, and bonuses are seen as a direct reflection of the value of the managers involved, and the loss of these is seen as even greater victory for the person in the conflict.
Case: The Great Wall and the Firewall…
Financial Times (2007) - Chinese Military hacked into Pentagon. Demetri Sevastopulo. Washington D.C. Published: September 3, 2007. Accessed from the Internet on September 19, 2007 from location:
Transformative mediation seeks to empower parties during a dispute, rather than narrowly focusing only on the issues at stake. Empowering the parties enables each stakeholder to develop the means by which to seek solutions, change, and resolve the issues independently (Burgess, 1997). The benefit of transformative mediation is to change the nature of the discourse, to encourage empathy, understanding, and mutual respect. Because primary stakeholders reach the solution independently and with mutual respect, they are also more likely to perceive the results as being valid. Other core benefits to using transformative mediation include the willingness to patiently reach win-win conclusions rather than resort to unsatisfying compromises that leave resentment, misunderstanding, and other lingering issues.
Naturally, the limitations of transformative mediation is that it has a long-range focus, requires a lot of time and willingness on the part of both parties to cultivate the emotional or psychological mindset for transformation. Transformative…
Conflict occurs in our everyday lives. When we go to work, school or market place there are always two people of a different opinion. Human being live in conflict since on our day to day lives we encounter experiences that do not satisfy us. Logically, there is always a concern as to whether we can live in peace given that we are so diverse. It might not be easy but we go out of our way to be good to people and avoid conflict.
The cause of a conflict is difficult to identify. There is sometimes a buildup of events that sparks up a massive one. Negativity though is the main cause of a conflict since naturally, if someone disagrees with you, you are bound to be at loggerheads. This is a natural phenomenon as earlier stated so the only way to handle is to identify sources of conflicts…
Organizational Behaviour in Action
esolving Conflict in a Carpool
Carpooling involves two or more commuters who share the driving and expenses of commuting to work or other mutually desirable destinations on a regular basis with the overarching goal of saving money as well as helping the environment by reducing greenhouse gas emissions. These goals has become more important in recent years as gas prices continue to drain the pocketbooks of many working Americans who lack personal conveyances or access to reliable public transportation alternatives and growing concerns over global warming. Despite the savings and the reduced carbon imprint that can be achieved by participating in a carpool, though, traveling for lengthy periods of time with others in close physical proximity inevitably introduces some type of conflict which, left unresolved, can result in the dissolution of the carpool. Thoughtfully resolved, though, even major conflicts can be addressed as needed in ways…
Askari, M. & Noah, S. B. (2012, March). Comparison the effects of communication and conflict resolution skills training on marital satisfaction. International Journal of Psychological Studies, 4(1), 182-185.
Benkler, Y. (2004, November). Sharing nicely: On shareable goods and the emergence of sharing as a modality of economic production. The Yale Law Journal, 114(2), 273-277.
Langton, N., Robbins, S. P. & Judge, T. A. (2015). Organizational behaviour (7th Canadian ed.). Pearson Canada.
Pisarki, A. E. (2007, Winter). Commuting in America. Issues in Science and Technology, 23(2), 76-79.
Conflict Resolution -- Non-Violent Approaches
Today Dr. Joby Taylor was the guest speaker at a well-publicized seminar for human relations professionals; the topic for today was how to help solve conflicts in the workplace. Taylor was raised in Oklahoma in a town with eight Native American Nations, where conflict interfered with the normal workings of the community on many occasions. As a young man he set his sights on better ways to solve conflicts. Taylor has Peace Corps experience in Africa and he has worked for many years with the Shriver Center's "Shriver Peaceworker Program." Taylor's topic in today's seminar: "Peace is not just an absence of war."
Reaction to Taylor's Speech
In my life the topic of peace has always related to the conclusion of a war in some faraway place. There was the end of orld ar II that I studied in high school -- which ended in…
Taylor, Joby. (2009). Building a Culture of Peace in Baltimore. Audacious Ideas. Retrieved February 14, 2013, from http://www.audaciousideas.org.
gender on Conflict management styles and perceived effectiveness
There has been great concern on whether there are differences in gender in effective management, which has been caused by the increase in female organizational managers in the past decades. Skills in managing conflict are important in the effectiveness of leadership. In addition, the perception of females' inability to deal with conflict and crises are often seen as barriers to their promotion as executive members. Furthermore, the supervisors' popularity among their juniors has been regarded as greatly significant in the recent times, since researchers have found that the main reason for many people quitting is the fact that they are not on good terms with their supervisors. This study is meant to look at the differences in gender; in the way supervisors manage conflicts. This study also seeks to determine the relationship between them and the popularity and effectiveness of the supervisors…
Copley, R. D. (2008). Conflict management styles: A predictor of likablity and perceived effectiveness among subordinates (Doctoral dissertation, faculty of the University Graduate School in partial fulfillment of the requirements for the degree Master of Arts in the Department of Communication Studies, Indiana University).
Howard III, A. C. (2015). The Intertwining of Workplace Conflict and Home Life: An Interpretive Multicase Study.
ZHU, T. (2013). Conflict management between employees from different departments: contribution of organizational identification and controversy.
Collaboration and conflict resolution in education." It was written by James Melamed and John eiman. This particular article is primarily concerned with conflict resolution that occurs within an educational institution. Specifically, such conflict is defined within this article as that which occurs when either a parent of a student or an employee of the educational institution "views the current system or relationship as not working." Such conflicts between parents and educational institution employees are fairly common, and can arise from the slightest incident. The article describes such conflict from two different perspectives. The first is when both of the aforementioned parties communicate directly with one another. The second is when the aforementioned parties seek a mediator to help them reach a resolution. The majority of the article is based on the latter of these scenarios.
One of the most important things about this article is that it accentuates the fact…
Melamed, J., Reiman, J. (2006). "Collaboration and conflict resolution in education." www.mediate.com. Retrieved from http://www.mediate.com/articles/edu.cfm
Because unresolved conflict within teams can undermine the talents and efforts of even the most dedicated individuals, conflict resolution is an essential component of modern business management. Specific approaches to conflict resolution generally consist of strategies intended to prevent conflict preemptively and strategies intended to resolve conflicts after they arise. As a rule, eliminating conflict prospectively is more effective and more efficient than resolving conflict after it emerges. Generally, once conflicts erupt within a working group, more time must be dedicated to their resolution than would have been required to avoid the conflict prospectively. Likewise, conflicts that require resolution waste the time dedicated to the conflict, even before any efforts at resolution. However, the primary reason that conflict resolution strategy should emphasize prevention ahead of time is that the mechanisms for resolution are essentially the same, but preventing conflicts in advance spares the organization the lost productivity associated directly with…
Bass, B. (1985) Leadership and Performance Beyond Expectations.
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Furthermore, it is the balance between the needs and requirements for peace and the application of intervention methods and techniques that will be critical focal point of this evaluation.
This also refers to various studies that discuss the limitations of various conflict resolution attempts. A study by Saner and Yiu entitled External Stakeholder Impacts on Third-Party Interventions in Resolving Malignant Conflicts: The Case of a Failed Third-Party Intervention in Cyprus, serves as initial example. This study explores the potentially positive and negative impact of intervention in terms of the influence of the effect that multiple and competing external stakeholders, such as foreign powers, supranational institutions and NGOs, can have on third-party peace building initiatives. The article describes a Swiss NGO-initiated intercommunal project in Cyprus and evaluates the failure of this confidence-building project by looking at the role of external stakeholders in the intervention.
4. Conclusion: the importance of the research…
Dale C. ( 2009) CONFLICT TRANSFORMATION AS STRATEGY FOR NATION
BUILDING IN A PLURALISTIC SOCIETY: In Search for Alternative Solution for Iraq after U.S.-UK Occupation. Retrieved November 19, 2009, from http://myresponsability.wordpress.com/2009/10/27/conflict-transformation-as-strategy-for-nation-building-in-a-pluralistic-society/
Dudouet V. ( 2006) Transitions from Revisiting Analysis and Violence to Peace
Intervention in Conflict Transformation. Berghof Report Nr. 15. Retrieved
Suppression and Conflict Resolution
The issue of conflict resolution is a topic that is a predominant aspect of our contemporary world. Conflict has become endemic and there are numerous wars and other forms of conflict of varying degrees and intensities taking place throughout the world. The processes and techniques of conflict resolution are therefore becoming increasingly important in dealing with these conflicts.
Conflict resolution includes a wide range of techniques as well as theoretical and practical procedures. Suppression, recognized as one of these techniques, is sometimes applied in extreme forms of conflict. While some argue that suppression is a legitimate resolution technique, others point out that the very definition of suppression is counter and antithetical to the conflict and spirit of conflict resolution.
Suppression as a conflict resolution technique is not an adequate resolution procedure for the following reasons. Firstly, by definition, it suppresses or denies the causes of conflict…
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States like Bangladesh, Egypt, and Indonesia have severe challenges due to the risks of flooding, drought, and deforestation. Recently Bangladesh was hit by a powerful Typhoon (same as a hurricane), which caused thousands of deaths and was so severe it was beyond the capability of its weak government to deal with the disaster.
The U.S. Department of State (DOS) has been working for many years to try and help with a solution for the Israeli-Palestinian Conflict. The violence between these two states has been going on for many years, and numerous previous attempts to find a lasting peaceful solution have failed. In a document called "A Performance-Based roadmap to a Permanent Two-State Solution to the Israeli-Palestinian Conflict," the DOS plan includes three phases. The first is the most crucial and pivotal - an end to the "terror and violence" and an attempt to normalize Palestinian life - in conjunction with…
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Women and conflict resolution" was published in 2004 in The Palestine-Israel Journal of Politics, Economics and Culture. She puts forward women's role in political negotiations and societal decision-making, stating that, in a world where the absence of war does not necessarily imply the presence of peace, women can be important contributors to a reconciliation approach "through education and civil society -- the two areas where women are the most active and have the most experience." (Golan, 2012) Golan's article is an invitation to revise general attitudes in political circles toward women's presence at negotiating tables. It is an invitation to include women and accept their capability to negotiate and cooperate despite national identities and cultural differences that may sometimes prevent men who are in official positions to reach a beneficial, reconciliatory agreement between parties.
We live in a world that is apparently bound to be affected by violent conflict at…
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Negotiation Conflict Resolution Mergers Acquisitions You required obtain Gung Ho film, locate case articles mergers acquisitions literature, prepare a paper analyze typical leadership dilemmas conflicts occur organizations merge.
Gung Ho!: Communication complications in the wake of corporate mergers
It is an often-cited truism that if you want to seem to have great fortune-telling abilities, it is wise to predict that a corporate merger is bound to fail. The reasons for the failure of mergers to create promised added value for shareholders or employees are numerous, but one of the most common sources of conflict is a conflict of organizational cultures. As illustrated in the film Gung Ho!, cultural conflicts become even more acute when they involve a clash of national as well as corporate work cultures. According to the authors of the study "Assimilation of quality culture and its effect: An empirical study of a cross-border M&A" (Ito,…
Organizational culture is defined as "a pattern of basic assumptions -- invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration" (Ito, Toshihiko, & Fujimura 2009: 1). In the film, a powerful Japanese automotive company acquires a failing American facility. This acquisition is willing, given that representatives from the American plant go over to Japan to convince the company to come over to the U.S. However, the Americans have no idea how to relate to the Japanese executives. When Hunt Stevenson, played by Michael Keaton, travels over to Japan to speak to the board of directors, he makes loud and boisterous small talk and inappropriate sexual jokes, clumsily tries to create a connection between himself and the executives in a personal fashion, and asks if they speak English. All of this suggests a lack of 'homework' on the part of Hunt which the Japanese clearly expected him to do. Furthermore, his familiar attitude is not in keeping with the high-context culture of Japan, in which hierarchies and duties based upon status are expected to be obeyed. However, the Japanese executives are equally tone-deaf to the corporate culture of America. They try to force American workers to do calisthenics and place no value upon individualism and insight after the merger takes place.
Although Gung Ho! is a parody, the fanatical Japanese attention to symmetry and quality, in contrast to the more lackadaisical attitude of American workers is reflected in many real-life scenarios. "When two companies with different corporate cultures are merged into a new company, cultural friction inevitably arises, creating internal inconsistency in quality culture until the completion of assimilation. This cultural inconsistency may affect quality ratings and organizational decision-making" (Ito, Toshihiko, & Fujimura 2009: 2). For the Japanese, attention to product detail is a point of collective pride in the film. Workers are supposed to put aside their personal needs in deference to the needs of the organization. This creates friction between Japanese managers and American workers.
A clash of corporate cultures regarding quality standards does not merely make