Choosing Your Battes

Conflict does not always come from bad decisions, but it can also arise from disagreements over a wrong decision. De Clercq, Thongpapanl, and Dimov, 2008). Academy of Marketing Science report shows that companies who works toward goals and growth often encourage conflict to make the best decision. A conflict also brings the best out of employees as it allows them to be free and individuals bring their own unique ideas and experience. (Stravato and 12, 2014, p. 18). Also, it gives the individual team member the ability to act independently. Nevertheless, in order, this to work team members must maintain the strong relationship that allows them to work together effectively. This link with destructive conflict because destructive conflict tends to create inequality and unevenness of power. Often employees feel they are judged negatively, which leads them to lose focus and confidence. Also, employees experience frustration during the conflict as their voice doesn’t have value towards decision making therefore, they tend to avoid communication with co-workers which might create additional

Conflict management involves acquiring skills related to conflict resolution, self awareness about conflict modes, conflict communication skills, and establishing a structure for management of conflict ( “Understading”, n.d.). According to K. Thomas (1992) there are five conflict-handling modes : competing, collaborating, compromising, avoiding, and accommodating. They are classified based on assertiveness and cooperativeness (Thomas, K., 1992). After taking the Conflict Handling Assessment, my preferred conflict-handling mode is compromising which has a moderate assertiveness and moderate cooperation. I want to find a middle ground for the group to agree of the strategies and formulas that are suggested, negotiate to the members of the team to find solution to the problem so that both parties can agree . The value of engaging in conflict with others are important. Understanding conflict and how to handle it will give us choices on how and when to engage in conflict. We learn from our experiences be it personal or professional on how to handle conflict it can either be positive that we can worked with or negative that we avoided and ignored

Conflict can and will arise in all business settings. Conflict may not always be a negative aspect, if the conflict can be mediated and constructive, new ideas and projects and can result conversations that start out as conflicts. I personally experience a low amount of conflict, usually because I do my best to avoid it if at all possible. When exposed to conflict, I handle it with an integrating style (McGraw-Hill Connect, 2017). By handling conflict with this style, I have a high concern for others as well as a high concern for myself (Dijkstra, Barelds, Ronner, & Nauta, 2017). I am able work with others towards a solution that will benefit everyone and will include positive aspects of everyone’s

Part of what you 'll learn this week is how to deal with conflict and negotiation. As you know, there is conflict in any organization.

As organizations continuously diversify, workplace challenges and problems intensify simultaneously. The organizational leaders and managers typically face different levels of conflict - employee, team or organization-wide issues and these include: goal, cognitive, affective and procedural conflicts.

Conflict is not an uncommon issue that happens in various placements, including company, government office, nonprofit organization, or even military. It affects the organization by reducing productivity, decreasing communication, poorer decision-making, decreasing cooperation, and political backstabbing (Runde & Flanagan, 2008). However, if the conflict is addressed effectively, it can stimulate creativity and produce more opportunities for enhance communication, better understanding each other, and ultimately achieve higher working efficiency (Runde & Flanagan, 2008). So, how to deal with the conflict is an opportunity to test a leader about his/her leadership skill in an organization. Naturally, leaders would

Jones (2013) states that organizational conflict is the clash that occurs when the goal-directed behavior of one group blocks or thwarts the goals of another (p. 391). In the case study Politics at Walt Disney the CEO Eisner began losing favor with the company when the firm’s performance began to fall. Despite having handpicked a majority of the board members Eisner could not deny the company’s loss of performance. Pondy (as cited by Jones, 2013) developed a model of organizational conflict which lists five sources of conflict in stages. In stage one latent conflict is described as not having any direct obvious conflicts; however disparities and divisional differences are apparent. Stage two perceived conflict occurs when another division believes their goals are being restrained by another section. Stage three felt conflict each section begin harboring direct resentment against each other. Stage four manifest conflict happen when each section exhibits some form of retaliation against the other department. Finally, stage five conflict aftermath happens when the conflict has been resolved, but more often than not the conflict arises again.

Conflict can be defined as “a process that begins when one party perceives that another party has negatively affected, or it is about to negatively affect, something the first party cares about”,(Huczynski and Buchanan, 2007). Huczynski and Buchanan (2007) also perceive conflict as a mental state which has to be acknowledged by the two parties involved to comply with its definition. In an organizational environment, conflict is strongly connected to managerial skills. There are different situations where conflict can occur but it is often a consequence of lack of communication, misunderstandings, disagreements which mean basic human

Conflicts are of two main difference or perception within an organization. Conflicts can be hugely powerful and

In my opinion therefore, and from the forgone discussion of the different conflict handling styles, collaboration and compromise are the best styles of handling conflicts. The best way to handling a conflict is to better and properly analyze the conflict to examine the causes of the conflict, the actors involved, their interests and positions in the conflict. All of these options are provided for when using the compromise and collaboration styles in handling a conflict. But this is greatly aided by the willingness of the parties to resolve their differences in a proper and sustainable way. When the parties to a conflict are willing to cooperate with each other through compromise or collaboration devise a solution that each finds acceptable, an organization is more likely to achieve its goals. Conflict management strategies that managers can use to ensure the conflicts are resolved in a functional manner focus on individuals and on the organization as a whole. Following, I will describe four strategies that focus on individuals: increasing awareness of the sources of the conflict, increasing diversity awareness and skills, practicing job rotation or temporary assignment, and using permanent transfers or dismissal when necessary. There are also two strategies that focus on the organization as a whole: changing and organization’s structure or culture and

The article “Managing conflict: Third-party interventions for managers” delineates the essential steps followed by a manager in effectively and efficiently managing organizational conflict and the various approaches adopted for its resolution. It identifies certain key variables to consider for each step of the decision process concerning intervention and presents guidelines for making appropriate choices. It also describes a variety of pitfalls that a manager must beware of when intervening as third party in managing conflict. Third-party intervention by the manager assumes greater significance in the light of increasing use of teams and participatory management approaches used by organizations wherein timely

Most conflicts that arise among employees in any organization are due to managerial actions. They vary from employing new people to leadership in the organization. This section describes some key issues that cause conflict.

Conflict is innate to human nature. It can sometimes be beneficial to organizations, as it can increase healthy competition and make employees work more efficiently to overcome their conflicting competitors. Yet, at the same time, it can also be detrimental to overall productivity of organizations if the conflict is left unchecked or is not handled in an appropriate manner. Many organizations take the route of a strict approach to conflict management. But this often leaves employees feeling as if they have little say in conflicts. This leads to disengagement in the workplace. Employees are not as committed and personally devoted to

Several characteristics, or key elements, compose the process of negotiations. Initially, negotiations begin when there are two or more individuals, groups, or organizations. Secondly, there must be a conflict in which these parties must find a way to resolve. Thirdly, “the parties negotiate by choice!” (Lewicki et al., 2015). We simply negotiate due to the fact we believe we can better, or sweeten, the outcome

Organizational conflicts can be termed as a disparity by individuals or groups within the workplace, ranging from allocation of resources and separation of responsibility to the general direction of the organization. Interpersonal conflict entails conflict between two or more persons and is possibly the most familiar and most known conflict. Two managers competing for scarce capital and labor resources is a perfect example of interpersonal conflict. Since resources of an organization are limited due to budgets and position restraint, only one of them can get resources. Interpersonal conflict may also arise from disagreement over the objectives and goals to be adopted by the organization (Chand, 2013). In order to curb the interpersonal conflict, certain approaches can assist in help resolve an