Conflict Management Styles Among Corporate Executives

Choosing a topic and problem for a signature assignment which is very close to a research topic could be a hurdle. It requires good literature review which is derived by tapping and evaluating previous researchers’ efforts and expertise. A potential research study on “Conflict Management Styles among Corporate Executives in Developing Countries – Nigeria a Case Study” is considered for a signature assignment. Conflict is inevitable and exists everywhere. In organizational system, conflict and methods of conflict management influences different groups (employees, management team and executives).

3.7 - Explain 3.8 - Explain techniques to manage conflict within a team. Conflict Management is essential to the work place, which needs to be managed appropriately and effectively this can make a difference between a positive and negative outcome.

Conflict is an offensive obstruction of contrasts from two distinct parties on a perceive contradiction on the desires and concerns of others carrying out their goals. According to Cooper, Conflict develops when something is propelled into the space already occupied by something else that cannot readily accommodate this new presence (2003). The destructive potential experience of conflict exists as a major aspect of organization life which offer access for advancement, change and development. These conflict results are vital to theory conflict management method in achieving a conclusion. Management assumes a willingness to desist or disengage so that the energy produced by the conflict can be appropriately dissipated (Cooper, 2003).

Conflict is when two or more people do not agree (Schermerhorn, 2014, p. 384). There are five conflict management styles, including avoidance, accommodation, competition, compromise, and collaboration. Avoidance denies that there is a conflict problem. They do not chose a side to agree with, as they stay neutral between both parties (Schermerhorn, 2014, p. 386). The conflict management style, accommodation, lowers the problem and seeks an agreement for the people involved (Schermerhorn, 2014, p. 387). The competition style only takes into consideration one side of the disagreement and disregards the other people involved (Schermerhorn, 2014, p. 386). The compromise management style, understands both sides of the situation, and comes to an agreement that all people approve on. Although, everyone involved will lose something to gain another (Schermerhorn, 2014, pp. 386-387). During the collaborative approach one party gives the other party their understanding of the situation and some possible solutions (Collaborative approach to problem solving, 2017). Each party should listen and ask questions throughout the presentation until every person has spoken. (Collaborative approach to problem solving, 2017). One person should not be singled out and solely blamed for the problem. Finally, everyone comes to an agreement of a solution that will work the best to fix their conflict (Collaborative approach to problem solving, 2017).

Conflict management is different with every company. Situations differ between companies, individual departments, or individual employees. Companies should always keep in mind the styles of conflict when determining how to manage conflict. The styles only play a partial role in conflict management. Other considerations are to determine the type of culture an organization has and how previous conflict has been managed and learn from those actions. Conflict cultures are the ways that individuals are familiar with doing things. Companies would benefit by managing conflict with a small group or department first and work up. A small group or department are familiar with the way one does things and the attitudes and behaviors are normal and familiar to everyone, making conflict management easier (Gelfand, Leslie, Keller & De Dreu,

Conflict Management Styles Conflict management in general sounds so easy, but that is not true. Conflict management has to do with everything that we do in our everyday life. It is so important that everyone should learn about it. We learned in class that there are five conflict styles, according to Kilmann conflict mode instrument, the styles depends on assertiveness and cooperativeness. There’s no wrong or right style, and it always depends on the person and on the situation. So in this paper I’m going to explain the 5 conflict styles and what I think about them.

Five major styles of managing the conflict have been described below; a) Integrating; this style of conflict management is concerned with identification of joint problem, confrontation of attitude and proposing the possible solution for the conflict. This style of conflict management is more effective for solving complex issues. Additionally, this style of conflict management tends to be more effective in long run. However, this style of conflict management may not be effective in managing the conflicts that surface out of differing values of employees.

This paper will discuss how to diagnose a conflict using various conflict models using a case study that involves a workplace conflict between two individuals. Included will be detailed characteristics and attributes of the parties involved and how they may affect the conflict. Confidentiality is important in the workplace and will be discussed in regards to the case study. Resolution solutions that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution can be a difficult task but if a practitioner implements tools like conflict models than conflict can be undoubtedly resolved.

Conflict is an occurrence in virtually any organization, regardless of how large or small it may be. It is exceedingly difficult to get people to agree with one another about everything all the time, especially when they are competing for the same resources (Tsang, 2012, p. 84). This difficult is

As the expression of employees' dissatisfaction and differences with employers, conflict is regarded as bad and irrational for the organization and should be kept down through some forcible ways. Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor communication between the staff and the management, enabling employees to substitute alternative agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover, conflicts can arise from the poor management that caused by the management's failure to identify and meet employees' basic needs.

Choosing a topic and problem for a signature assignment which is very close to a research topic could be a hurdle. It requires good literature review which is derived by tapping and evaluating previous researchers’ efforts and expertise. A potential research study on “Conflict Management Styles among Corporate Executives in Developing Countries – Nigeria a Case Study” is considered for a signature assignment. Conflict is inevitable and exists everywhere. In organizational system, conflict and methods of conflict management influences different groups (employees, management team and executives).

Conflict Resolution is important even if you’re running you own company or working for someone else. Handling conflict in the right way will determine rather your company is successful or not. You should bring a reality check to the table. In situations people tend to get caught up in their emotions and lose focus on the big picture and implications. As employer you be able to bring your employees back to reality and get them back on track. In every conflict ask yourself; what is the true motivating factor here? What is keeping this person from agreeing to a solution? Your approach should be to resolve the conflict without offending anyone and as a employer keep it professional.In this paper I will be talking about ways to better your company from conflict. I will be explaining what is the best way to deal with an employee who is not performing their duties, resolving customer conflict the right way, and how to avoid heated debates with your business partner. These key topics will help you run your company smoothly and help your company grow.

Conflict Resolution Case Study Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

Organisational conflict is an emerging lifestyle that is inevitable and a common sight attributable to the matrix structure adopted by many organisation as well as the present era of globalisation. Mary Parker Follett (1925) interprets conflict as a mere contradiction in interest and opinions between personnel inclusive of employees, employers and managers. However, Bisno (1988) and Coser (1968) elucidate conflict as “A process of social interaction involving a struggle over claims to resources, power and status, beliefs, and other preferences and desires. The aims of the parties in conflict may extend from simply attempting to gain acceptance of a preference, or securing a resource advantage, to the extremes of injuring or eliminating opponents”.

Causes of organizational conflict Organizational conflict occasionally occurs. In both our personal and work lives, conflict is unavoidable. So as to maintain your employees focused on being productive and improving the competition, it is essential to understand the causes of organizational conflict.