Conflict Resolution Analysis: The Case of Linda Sims and Jose Martinez

Reflecting on each of the PGEs presented, discuss any changes, additions, and/or next steps that would

Working in an establishment where more than one person is present will greatly increase the likelihood that a conflict will happen. Different personalities, as seen in this analysis can cause dissention to last much longer than ever expected. Resolution can be found in these situations, but what is left is the emotional effects that individuals have to navigate through in moving forward. In the case of Dora she finally got the job, however, other issues were left as a residue. Everyone in opposition has a role to play even if it is as small as the mediator which was the case for Rebecca. As a manager it is important to be able to gauge your staff and know or at the very least be able to spot out a change. Had this been the case Yolanda may have been in a better position to support Dora in other ways. One positive aspect in this story was that the opposition did not get to the point of not being able to reach a resolution. Although, a consensus was not reached in the beginning this was the goal and the goal was met. Moving forward, if this circumstance is seen as a learning experience, the situation should not occur again. If for some reason that is not the case it is hopefully to say that the process to resolution will not take as much time as this

Conflict is a stubborn fact of organizational life. Regrettably, it is an inevitable when organizations incorporate individuals with such diverse scopes of life. As conflict is identified in organizational work teams, an analytical approach to conceptualizing conflict is the first step. Further development will then focus on the different sources of conflict and how it can compromise the common goal of the team if it is not handled correctly. Searching for ways in which to manage conflict and avoid conflicts in work teams will bring together the underlying focus of this paper.

In this paper I will discuss the conflict that is occurring at General Hospital, the conflict management styles that are evident in the case, and how General Hospital could have used teams to address the cost reductions needed to stay competitive. I will also describe how the CEO of General Hospital, Mike Hammer can us negotiation skills to get buy-in for the cost reductions and finally I will recommend a strategy for Hammer to resolve the problem.

You are in your third year as an accountant with McCarver-Lynn Industries, a multidivisional company involved manufacturing, marketing, and sales of surgical prosthetic devices. After the fiscal year-end, you are working with the controller of the firm to prepare supplemental business segment disclosures. Yesterday you presented her with the following summary information:

The primary problem in this case deals with a source of tension between two employees that have recently received promotions. There are various individual factors that may be a source of conflict that the case points to; however both parties need to look beyond their own personal perspectives in order to move towards the organizational goals. In the case of Thomas Green, he certainly has a lot of maturing to do before he is able to perform well as the next stage in his career development. In the case of his supervisor, Mr. Davis, he must also learn how to help disgruntled employees fill into their position in their new roles without any personal feelings get in the way. Several observations were made as to how both employees could address the problems. However, given the fact that both employees are new to their roles, the best case solution may involve a more senior management professional getting involved and setting a good example for both employees by resolving the sources of conflict and aligning them towards organizational goals.

1a. Who was involved in the conflict? What was the relationship between the participants prior to the conflict? Did it appear as if the relationship between the participants had any impact on how either person responded to the conflict?

This memo describes the informative interview conducted on February 28, 2017, with Mrs. Delores Fulton, who is a manager of the Internal Revenue Service. This interview took place at a restaurant and approximately lasted for 30 minutes. My memo gives information on Mrs. Fulton’s professional background, how she obtained her position at the Internal Revenue Service, and shares what skills and qualities an accountant must have.

If the manager addresses conflict directly & head on, any disconnection or dispute that has occurred can be turned into an opportunity for the team to understand each other a little better, as well as an increase personal & professional connection & trust.

Conflicts are inevitable. It is necessary for the advanced practice nurse to have skills in approaching conflicts, negotiations, and resolutions (Hamric, Hanson, Tracy, & Grady, 2014). According to Hamric et al. (2014), you do not have to feel pressured to instantly agree with other teammates; however, be respectful and listen intently and identify what you are able to offer to the team.

Scenario 2: You direct a small organization where "not for profit" is the order of the day! Joanna New Girl joins the staff, thinking she is the star of the show. She is quite talented and engaging. You have, for the sake of your organization, given her work that is the passion of another staff member. A spirit of resentment builds among your once loyal team. You struggle to maintain a spirit of cooperation—rather than a spirit of competition—among the staff.

Moving forward, as a mediator, there would be a need to illustrate the effects of the situation in question had on company morale in addition to the core facilities performance goals. The parties would need to purge the idea that polite behavior needs to be maintained at the expense of conflict. In addition,

To address these objectives, I have been working very closely with the ADR team and getting significant amount of support. As a conflict resolution scholar, organizational conflict facilitation, and mediation techniques are extremely important and helpful to support may future job as well as academic knowledge. I have found that the Fairfax County has huge number of employee dispute and conflict because of poor relationship, lack of training, personality differences, and different values. Policy review and evaluation is important

The professional I interview acquire a Ph.D. in Human Services/Public Health, with a concentration in: Healthcare Administration. In addition; to obtaining a RN license, as well as a University Professor; also owner of a Healthcare agency.

Though the issue looked like personal conflicts on the face, it actually stems from the friction between two departments fundamentally different in their working methods and thought processes. The fact that the two managers, Ellen and Ronnie, with different working styles leading these two departments has only compounded the problem. Ellen’s complaint was that Ronnie’s team is not sending their timesheets in time, which is leading to late payments from the insurer and shortage in cash flow. Even Ronnie acknowledges this but the solution appears to be different in each other’s minds. Ronnie is adamant that they just need more time, while Ellen is saying that genuine effort is required, not just time extensions. As much as