JUS 515 Topic 4 DQ 2 4

De-escalation and use of force Summarize lessons learned from the administrative practices used in de-escalation and use of force. Analyze the administrative strategies, practices, and policies within de-escalation and use of force, as well as any issues you observe (e.g., information gaps, procedural issues). Describe any issues that the teams working in de-escalation and use of force cases might have encountered and the impacts of those issues.

Create a diagram/picture modelling and explaining your version of the styles of conflict management.  Also discuss the (dis)advantages of your model and its approach to conflict management.

Develop a plan of action that would include how you would identify the causes of the conflict and what remedies you would propose.  What do you think led to the conflict between the paid employees and the volunteers? How you would assess the success of your intervention?

Discuss the 2 types of sexual harassment.

What are the conflict prevention strategies (in management)?

Discuss the different approaches to conflict resolution in the workplace and how effective conflict management contributes to organizational success.

Describe how managers can create constructive conflict in the workplace. Provide specific examples.

What is the importance of conflict management training for organizations?

Discuss four reasons why public service managers should be concerned with with poor management of employee probation in public sector organizations.

Human Interactions often give rise to conflict. In discussing the statement, above identify : 3 causes of conflicts 3 ways in which conflicts can be avoid. Identify a situation in which conflict can be considered healthy and encouraged at the workplace

Discuss the process of conflict resolution in management and strategies for resolving conflicts in the workplace.

Have you seen conflicts resolved effectively in  workplace? If so, what strategies were used and how do you think they contributed to the resolution of the conflict?

The No-Show Consultant Jeffrey Moses was facing one of the toughest decisions of his short career as a manager with International Consulting. the first time. In calling around to other customers on the East Coast in an effort to locate the missing consultant, Moses heard other stories. Carpenter had also missed a few arher annnintmente-all an Mondav morninoe-hnt no

Discuss and define the difference between the terms “RATIONALITY” and “IRRATIONALITY” as it refers to negotiation.

discussing the best way to address conflict in the workplace. Students should include ethical decision making, communication, and leadership in their response.

Based on your readings and experiences define the term conflict in the workplace and discuss with examples two strategies for managing conflict.

Make a script n how to respond effectively and appropriately in this scenario.   2) A guest calls you at the front desk. She is very annoyed. She tells you that she has been sick and can't have the air conditioning on. She always turns it off. but the room attendant turns it back on when she cleans the room. The guest says that she left a note for the room attendant asking her to leave the air condition off, but when the guest got back to her room tonight, the air conditioning was on again.

What are some of the limits and challenges for employees to prevent destructive conflict at the workplace? Give example where you have faced destructive conflict and how did you overcome it?

3.4) Outline the competencies needed for individuals to effectively manage conflict within the organisation.

Human Interactions often give rise to conflict. In discussing the statement, above identify: 3 causes of conflicts 3 ways in which conflicts can be avoided. Identify a situation in which conflict can be considered healthy and encouraged at the workplace.

Recall a conflict in which you were involved. Was it resolved? If so, what conflict resolution methods, if any were used?

Create a list of typical job roles and determine how the separation of job roles reduces risk. Discuss how separating job roles can reduce risk to an organization and why it can add to the overall security of the organization. Create a list of possible job roles in three of the seven domains, and describe what each role will be responsible for and why it will be separated. write a summary of your findings.

Mangement  Discuss the role of management in managing conflicts within the organization, including strategies for resolving conflicts and fostering a collaborative and harmonious work environment.

Analyze the use of lockouts during labor negotiations. Do there seem to be a variety of reasons lockouts are used? What advice would you offer: union leaders on how to cope with management lockouts and managers on when and how to use the lockout as a strategic weapon in negotiations

Rena is an employee at Bayshore Ltd a private sector company for some five years now. When Rena was interviewed, she was told that her probationary period would be six months. However, she ended up doing two years of probation. Her organization seems to operate without a proper structure for employees. Her friend Zena has been in the public sector for the past three years and called Rena to tell her that she just received feedback from her annual performance evaluation, and she will now be in a senior post. Rena was confused about this performance evaluation, as she has never experienced one, she was fearful that this could result in her losing her job as she was not sure how this could assist her. Respond to these concerns by answering the following questions below: Questions A. Define performance evaluation. B. Identify FOUR (4) types of evaluation.    C. Discuss THREE (3) benefits of performance evaluation.