Conflict Management Styles Among Corporate Executives

There are two implication of this perspective, first is that conflict is the result of employees dissatisfaction and difference with management

A worker at Tesco PLC may have conflicts with the owners due to not reinvesting profits in the wrong way such as reinvesting profits into the products such as food. So, then Tesco PLC can sell more higher quality products such as the food to their customers. While this is a conflict as the workers would want to have profits reinvested into their wages instead. Another conflict may be with the managers over their treatments. For example, not being fair to the workers on working times. This is a conflict because of the workers wanting different to what the managers want. Also, a conflict may be with the customers over the quality of service given. For example, workers or customers being

Whether you work for a manufacturing facility or the health care system, conflict is unavoidable. As a manager, you must learn to deal with conflict in the workplace. In this paper I will describe the different styles of conflict management. I will also discuss my preferred conflict management style with examples of its use. Lastly, I will describe a situation at work and how a conflict management strategy could have improved that situation.

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.

My highest management style score was set A, collaboration. For the most part, this result did not surprise me. I tend to be the type of person that is willing to work together and come to a resolution. I am not, however the type of person that will let my thoughts and judgements get left behind. I feel it is important to keep my principals while letting the other person respectfully know my opinion. I know this is true for me because I am willing to work out any issues positive or negative. I will say the only thing that is surprising about this result for me is I feel it is stating I think am always right. I am not the kind of person with the attitude that I am always right. I am the person that is willing to compromise to come to a common solution.

Whether it’s formed over a social status or through some form of trouble within individual lives, conflict exist in a form of supremacy and control over others. In today’s society, people are overpowered by unfair wages, unaffordable education fees, unjust systems for jobs, and corrupt procedures of social wealth within social classes. Along with a conflict of work, where careers are either offered for those who want to work or people

Conflict is defined as the behaviour due to which people differ in their feelings, thought and/or actions. Collins (1995) states that the conflict is a ‘serious disagreement and argument about something important’ and also as ‘a serious difference between two or more beliefs, ideas or interests’ (cf. Kumaraswamy, 1997, p. 96). In general it is believed that conflicts are the underlying cause of disputes. In other words, dispute is a manifestation of the deep rooted conflict. A dispute is defined as ‘a class or kind of conflict, which manifests itself in distinct, justifiable issues. It involves disagreement over issues capable of resolution by negotiation, mediation or third party adjudication’

Considering a potential research study on “Conflict Management Styles among Corporate Executives in Developing Countries – Nigeria a Case Study”, for a signature assignment as one prepares for dissertation topic requires good concentration. It requires a lot of time for proofreading to avoid errors and as well ethical issues. However, to achieve this, this paper will address: a problem statement, purpose statement, research method, describe potential study participants, research questions, the target group, gaining access and permission to the group, compensation to the participants, ensuring confidentiality to the group, and data collection methods.

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

Employers, unions and governments have mainly divergent concerns about the future directions and impacts of workplace conflict and the effect it has on their objectives. Employers are concerned about economic performance and viability in the face of an increasingly competitive local marketplace. Staff or wages cuts which may be necessary to stay economically viable will almost certainly cause conflict with employees. Unions are concerned that poor performance in the business economy will cause higher unemployment and put workers current terms of employment at jeopardy, a potential cause of great conflict. Unions also fear that continuing measures by the state to reduce their powers will cause further falls in membership levels, mean reduced influence onto employers.

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working

There is a conflict in the workplace due to both the internal and external factors. With a stressed economy and ever snowballing prices of basic amenities like food, gas and other numerous commodities, these peripheral strains cause problems on employee’s home life. These external conflicts are seen on their work and internal conflict arises. These peripheral stresses put hard-hitting on the economic conditions employers. Often the employees feel their work area as burden and consequently lack of interest in the work arises. Instability in an organization can be due to the following reasons:

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.

2. Conflict: The second aspect of the system of industrial relations obtaining today is the existence of conflict.17 Conflict, like cooperation, is inherent in the industrial relations set up today.18 It becomes apparent when industrial disputes resulting in strikes and lock outs become frequent. The prevailing industrial unrest, the frequency of work-stoppages resulting either from strikes or lock outs, and the slowing down of production, are the occasional expressions of the ever present and latent conflict between workers and the management.19