Handling Conflict

Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the workplace where a co-worker, no matter what you said was always in disagreement with you. Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an uneasy situation at home or in the workplace and could result in people being hurt, work not be accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict within an organization or team which I am familiar with, identify and describe the source(s) and level of the conflict and supporting evidence, describe the steps taken to resolve the conflict, describe a minimum of three conflict outcomes that could reasonably occur as a result of the resolution and the support for my reasoning for each possible outcome. First I will begin with a basic description of conflict.

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

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.

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.

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.

Conflicts can happen in everyday life with people and in organizations. Conflicts need to be handled so that the situation does not escalate further. Most people look at conflicts as a bad situation, but not all conflicts are bad, some are good, especially when discussing an idea within a group. In an organization there are times when a conflict may need to happen for an issue to be resolved, but when this happens the people involved need to look at if this conflict is really necessary to resolve the issue. How to address conflicts in a group and how a manager can bring up the conflict without making them worse is what will be discussed next.

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.

Some of the conflicts that are occurring frequently in this organization are lack of proper communication and coordination. Conflict can occur in many areas such as there could be a conflict within an organization, personal conflict involving the personal identity, moral context, Intrapersonal conflict, goal conflict, value conflict, relational conflict and community conflict. When considering conflict within an organization there are many factors that attribute to such conflicts. There can be many reasons for a conflict to arise in an organization. For example if an organization hires a new resource at a higher position and

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.

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 conflict presented in this case study is between two employees that perceive tension in the

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 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 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

The reason of writing this paper is to talk about the Intra Organizational Conflicts. Organization