Eva's Phoenix Case Study

There are two different types of conflicts that could happen in a work place which would be functional and dysfunctional. A functional conflicts is a healthy, constructive disagreement between a groups or individual. A dysfunctional conflict is an unhealthy disagreement that occurs among an individual or groups of employees. A functional conflict will leave employees on a positive note it would only bring awareness to both sides of the issue, improvement of working conditions due to accomplishing solution together, solving issues together to improve overall morale, and making innovation and improvements with an organization. A functional conflict is something everyone is known as a win-win conflict. A dysfunctional conflict stem from emotions and behavioral origins, will have a negative impact for both parties that are having the conflict and the company. Dysfunctional conflicts are commonly known as win-lose conflict (Lombardo, 2003). It is not good for you to try and avoid a work conflict, it only making problems bigger. Work conflicts often happens from communications errors such as poor information, no information and misinformation. Another reason why a work conflict could happen because of emotions. Work place conflicts could emerge in any number of forms but there are some general variety types of conflicts that are repeated on the basis such as conflicts with the boss, conflicts with peers, and

1.4 Explain common barriers to integrated working and multi agency working and how these can be overcome

Within every organization, each department or team is working with each other to get things done and against each other in regards to personal and resources. Managers need to have an understanding of how their decisions they make affect not only the company but also other areas within the organization itself. It is important for managers to develop alliances with other mangers within their organization and develop negotiation skills for dealing with other challenges as they occur. Conflict between departments within an organization can be beneficial. Conflict has a unique ability within an organization of encouraging new ideas and establishes new approaches to problems, stimulating innovation (Bolman & Deal, 2008). I have seen many times while working in manufacturing a dispute between two manager’s end in a more defined division of work and the opportunity to hire new employees. I have also seen conflict between managers go poorly and instead of two managers, one has all the area and the other one reassigned to another location. True conflict occurs within the Political frame when power is concentrated in the wrong place or it is broadly

In today’s organizations conflict and power are important elements to the success of any company but can also create negative long term impacts if not addressed. Organizations require enough power within the leaders to get through conflict and enough conflict within individuals to create new innovations. Not all conflict is bad but when there is conflict individuals with power must assist in aligning conflict resolution to assist in understanding for everyone involved in the conflict. The need for successful conflict resolution is vital for employees so that they are capable of moving on and understanding why the conflict was overcome.

This is the condition while the interests, requirements, ideas or assessments regarding the collections interfere with one another. This is observed like a traditional prodigy under the organizational context. Several shareholders could consist of various requirements; issue consists of generations, workplaces, actions, relationship and consumer, director and subsidiary, the requirement of the relationship versus the requirements of the person. Usually, the clash has been observed as a result of identification. Mostly it displays the chances for growth. Additionally, this is necessary towards understanding and implementing various resolutions of issues techniques. Issues related to recruiting the highly able worker, which consist of various diverse states that gets wasting time while hiring workers and also various software’s wastes so much time when they are assessing the abilities of the workers(Curvin, 2013). The major issue is that making the career under the sector of the airline does not consist of greater value if Arab states. Though, it is developing consensus with the global academic and form for training in order to solve the problem quickly. Anytime when the decision making takes place the comparison could provide with issues and changes also. The key issue the similarity about the dissimilarities would create the highest level of the issue. Top persons require

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

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

Once the conflict reaches a certain level it will begin to have adverse effects and can result in increased turnover and absenteeism, reduced coordination and collaboration, and lower efficiency” (Spector & Jex, De Dreu et al. as cited by Almost, 2006, pg. 444).

According to Kristin Behfar, the more efficient and productive teams work through conflict and can consider themselves successful based upon three attributes: meeting performance goals, members being satisfied with the learning and benefiting, in addition to setting the team up for future success (Behfar, 2015). For teams not set up for conflict, it can decrease member satisfaction and productivity in addition to leading to non-effective problem solving. It is imperative to consider the manner in which conflict is managed as it greatly affects the team. Less effective teams will view a trade off between the satisfaction of team members and performance then behave in a reactive manner escalating the issue, leading the team into constant firefighting mode. Effective teams are proactive when it comes to the management of conflict, anticipate it and develop a manner in which to deal with it leading to a resolution or prevention from the offset.

The constellation I have chosen for this assignment is the minor constellation, Phoenix. This constellation is known for its location in the southern sky and, along with Grus, Pavo, and Tucana, it is a Southern Bird (named for its location as seen from Earth). It is named after the phoenix, a powerful creature with many magical abilities, and that is what drew me to using it for this assignment.

An overlapping relationship is the result of this system. The corporation cannot thrive without workers and workers cannot thrive without delivering excellent customer

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.

A positive conflicts have a positive consequence, it helps in making better decision and to be aware of the external environment. Most of the time, the employees are affected by the magnitude of negative results. Leaders need to recognize the main six conditions that cause conflict in an organization which are interdependency, differentiation, scarce resources, incompatible goals, ambiguous rules and communication problem. Once the cause of the conflict is known leaders or employees could apply the five category model which are problem solving, forcing, yielding, avoidance and compromising tactics to resolve conflicts. In some situation, a third party might be involved to resolve a conflict as a mediation, arbitration or inquisition and use the conflict management approaches.

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

The “three desired outcomes to conflict are agreement, stronger relationship, and learning” (Kinicki A. Kreitner R.2008 p. 278). If employee can be in agreement in certain job situations, for instance when one employee is