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).

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.

This paper will explain and critique conflict management style. It will describe at least three conflict management styles, which conflict management style do I personally use most frequently and why I do. It will also describe the difficulties I have dealt with others who use different conflict management styles then me. I will discuss the advantages and disadvantages of each conflict management style. Finally I will describe conflict avoidance and its interrelationship with conflict management.

I defiantly have a high concern for others and their feelings. That’s not to say I don’t have the same high concern for myself but I’m more selfless than selfish in term of someone’s feelings or desires within a relationship. I’m a people pleaser and the person I’m linked to in an interpersonal relationship will most likely come first. Of Thomas & Kilmann’s conflict management styles I’m in the middle of accommodating and compromise because although I’d like to please others in my relationships, I also realize that my needs, idea, and desires are just as important. My conflict management style in my interpersonal relationship is consistent and I remain the same with each partner (which could be my downfall in relationships). I would like to

Conflict occurs in organizations whenever a difference of opinions exists. People disagree over many things including but not limited to, policies and procedures, the overall direction of the company, and distribution of rewards. This type of conflict is substantive conflict, as described in our reading text organizational behavior as a, "fundamental disagreement over ends or goals to be pursued". The second type of conflict is emotional conflict; which involves, "interpersonal difficulties that arise over feelings of anger, mistrust, dislike, fear, resentment, and the like." This type of conflict occurs when two or more persons do not see eye to eye or simply do not get along for whatever reason.

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).

In this paper, the writer will explain what power and influences are, types of power, influence tactics, types of influence, emotional intelligence, and styles of conflict. The writer will explain the case study Who’s in Charge, and how each of the factors, listed above, intertwines with it. The writer will provide textbook definitions so the reader can fully understand the material and be able to identify its importance in the case study.

Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of

The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting. The outcome of the conflict will depend on how it’s dealt with.

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.

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 in the workplace is something that’s been going on for centuries. Although we think of conflict as negative, it can also have a positive impact. In this paper we will look at both the negative and positive impact of conflict in the workplace.

Conflict is a process in which one party perceives that its interests are negatively affected by another party (Kinicki 2009). This is a normal and natural part of any work place. When it occurs, there is a tendency for morale to be lowered and decreased productivity. However, conflict can be useful, it can push conflicting parties to grow, communicate and urge the flow of new ideas. For this to happen, leaders need to understand why conflict occurs and take the correct steps to resolve it. According to psychologists Art Bell and Brett Hart, there are eight common causes of conflict within the workplace; conflicting resources, conflicting styles, confliction perceptions, conflicting goals, conflicting pressures

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

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 naturally exacerbated when there are stratifications between people, which frequently occurs in organizations. Organizations may have different categories of employers such as those in sale, marketing, finance, human resources, etc. The three main views of conflict which also play a significant part in the resolving of conflict are the traditional, the human relations, and interactionist views. There are points of similarities and differences between all of these views.