How Workplace Can Affect Relationships At Work And At Home

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.

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.

Workplace conflict is a specific type of conflict that occurs in the workplace. According to Cloke and Goldsmith, “Most executives, managers, and employees face conflicts on a daily or weekly basis, spending from 20 percent to as much as 80 percent of their working hours trying to resolve or contain them” (Cloke & Goldsmith, 2011). It is an inevitable part of our workday life that can be caused by many factors, such as different values, beliefs, opinions, and points of view. It can create a great deal of tension for all those involved. Our workplace are already stressful enough before conflict contributes to its share of stress. Ineffective management’s styles, hierarchical structures, misunderstandings, and unrealistic expectations are just a few factors that help shape the conflicts that may arise at the workplace. We all come across at least one incident in our lives that is challenging and we are baffled on what decision is to be made. This paper will then report an incident in my life involving a conflict at my workplace by probing my thoughts and feelings. First, I will describe the conflict situation and issues of contention. Second, I will discuss how the conflict was dealt with. Third, I will explain what could have been done differently to effectively resolve the dispute.

Many people do their best to avoid conflict at all costs, but it is an occurrence that everyone must deal with from time to time. Understandable, the avoidance of conflict is glamorous, however learning how to handle the conflicts can make them seem less bothersome. Learning how to manage conflict is a key factor in becoming a manager and the execution of that learning can be very different from manager to manager. Shanker (2013) describes conflict management styles as an equation involving the disposition of the manager, range of situations the manager finds themselves in, specific strategies, and individual intentions. Every manager is different in their conflict management style, but the act of confrontation is present in most conflicts.

It is believed that all conflict is bad, it creates tension, destruction of working relationships and reduces productivity. Therefore, it should be eliminated by all means. This understanding is not correct. Some conflicts are unavoidable in all organizations, because it is associated with the struggle for existence and development of the organization.

Our team has decided to write our research paper on conflict management. We felt that this topic would be a good choice because we feel that many of today's companies have problems dealing with conflict. If managers are trained and aware of conflict management, conflict can bring out creativity and different points of view. The positive outcomes from conflict management can greatly assist the success of today's organizations.

There are various approaches and ways in which the term conflict is defined. Almost all organizations have relationships, which are possible agents of conflicts. Conflict refers to human confrontations, which create disagreements between two or more parties. Within a normal human interaction, it is obvious to find conflicting opinions, ideologies, principles, and structures of believe. Some instances of disagreements and difference in pathways of executing difficult and minor activities within an organization or company create conflicts. Ways of thinking cannot be similar among two and more people. Approaches of work, desires, and needs among people are of diverse magnitudes.

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

Generally speaking, conflicts are relevant to any human existence. What is worthy of note is how these conflicts, when they occur, are managed or handled, because they would mean so much for the success or failure of the organization. For example, if an organization is to achieve its objective, it must be willing and able to handle conflicts in a functional manner. Organizational conflicts are the discords that arise when the goals, interest or values of different individuals or groups are incompatible and those individuals or groups block or thwart one another’s attempts to achieve their objectives. Conflict is an inevitable part of an organizational life because of different

Conflict can arise from any one or more general sources in the workplace (McShane & Von Glinow, 2003). Conflict as it arises should be addressed immediately, as if left unattended can create

Sometimes organizations find themselves stuck in a conflict for various reasons; opponents character, their perception of the conflict, the way we respond to the conflict, peoples nature, whose fault is it, what ought to be done about it and people's expectations and assumptions in the workplace. Almost every aspect of life creates conflicts and disagreement at some point, but a set of ideas, attitudes values expectations and assumptions, influence the way people respond to the conflict. Conflicts from previous experiences should be used to settle on how to curb unanticipated conflicts (Wagner 2009).

In the world today there are many pressed ideals on how to solve conflict. Conflict is part of human existence. The world is filled with conflicts in all realms of life. Evidence of unresolved conflicts in greater scale are the chaos around the world that we hear and see from the daily world news. Every day we experience some sort of conflict that are either insignificant or relatively important whether we are at home, at school, at a coffee shop, or at work. The workplace usually has a diverse group of employees from all walks of life, culture, and family background. Differences that arise from a diverse group could result to a conflict. Therefore, it is imperative to better understand the influences and styles of conflict and implement a conflict resolution process as part of an organizations culture that is on a neutral standard. Resolutions to conflicts should be taken from a mediating standpoint when possible with Human Rights always intact.

In the process of managing a conflict, it is first critical to determine and understand the cause of the conflict. Hunsaker and Alessander (2008), recognise the main sources of conflict as – communication problems, structural design, and personal differences. Whilst in a managerial role, if I recognise the cause of conflict as a communication problem, I would take measures to once again clearly communicate with the employees to negate any apprehensions they might have. Also, I’d take it up as an immediate requirement to enhance the communication channels in the organisation, to avoid such issues in the future. On the other hand, conflicts due to structural design and personal differences would need an in-depth analysis. In modern day organisations,

In this world every working organization is having its own conflicts and the way of managing that conflicts are also differ from others. Conflicts can become cause of stress for organization and for individual. There are different types of conflicts and several ways of resolving the conflicts. In this report, the conflicts of one working organization can be shown and the recommendations according to the “Blake and Mouton’s model of handling conflicts” to solve the conflicts of the organization.

This essay seeks to illustrate how organizational conflict cannot be avoided. It will demonstrate the various ways in which conflict may arise within organizations and classify them into a range of groups. There will be a thorough analysis to show if conflict is positive or negative towards the growth of an organization. Findings of the previous will then lead to different mechanisms that can be used when managing conflict to ensure positive outcomes in an organization.