Conflict In The Workplace Essay

Conflict management is identifying and handling the situation in a fair sensible manner. Skills required are effective communication, problem solving and negotiating with a focus of interest.

Obvious communication, listening, and understanding the focus of the dispute are the factors for being effective. Nursing managers may often be involved in a conflict as an individual, an administrator, or a unit representative. A manager is expected to confront staff when a discord develops (Sullivan, 2018). It is also imperative a nurse manager abides by her professional responsibilities and executes practical conflict resolution techniques to diminish low morale and stress among her staff (McKibben, 2017). She must modify her conflict management skills to a likely situation (Saeed et al., 2014). In order for the nurse manager to handle the conflict, it is helpful to understand the people involved. Positive management promotes mutual respect, refines working relationship, and restores staff retention (McKibben,

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.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

Being in management myself I know that proper communication and effectively dealing with conflict are very important. The way that we resolve conflict is through proper

The Golden Rule states: “do to others what you would want them to do to you.” According to the Merriam- Webster dictionary, the definition of civility is polite, reasonable, and respectful behavior. Incivility is an issue for many. Researcher Jeannie Trudel of Indiana Wesleyan University Marion says that “Seventy five percent to eighty percent of people have experienced incivility” (Mattice).

The five strategies for managing conflict management are competing, avoiding, compromising, collaborating, and accommodating. Competing is a method that acts only in favor of your point in the argument. This style does not seek any cooperation with the other individual involved and the only focus is for your side of the argument to be the winning side. This approach can be selfish as it does not take the other individuals intentions, views, or feelings on the conflict into consideration.

Old Navy is a corporation that exhibits all of the characteristics of a business in an industry where good tactical management is the key to long-term success and survival. There can be little doubt that the backbone of every successful business or company is its staff of employees. Employees are the vital parts of the business machine that can aid in its success or contribute to its failure. It is, for this reason that it is imperative to possess the ability to acquire and maintain effective employees. The chief method by which a business or company can accomplish this task is through employee-centered motivational programs. While being an assistant manager at Old Navy I was able to look into how the business motivated its employees,

Conflict between team members will happen in the workplace because the fact that there will have an environment where decisions are made and personality clashes will occur. This doesn’t mean you have an unproductive workforce, it means you will have to be able to catch the problem early and know what to do with each individual case. People are going to disagree because they have different view points, different backgrounds and a different thought process, maybe even a different agenda for that project. People disagree for a number of reasons (De Bono, 1985). College graduates will be put into positions of uncertainty due to the lack of work history. This will in turn cause conflict, not knowing

Integrating; this style of conflict management is concerned with identification of joint problem, confrontation of attitude and proposing the possible solution for the conflict. This style of conflict management is more effective for solving complex issues. Additionally, this style of conflict management tends to be more effective in long run. However, this style of conflict management may not be effective in managing the conflicts that surface out of differing values of employees.

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

In a dental practice the most valuable employee aside from the dentist is the office manager. An effective office manager has the same level of importance and equivalence as a CEO or President does to any major corporation. The office manager implements and monitors the daily operations of the dental practice by overseeing the duties and tasks performed by the employees from the opening to the closing of each day. They are the ones who relay the vision of the practice through hiring, training, and managing all the team members (Dykstra, 2013). In many small dental practice where there is no clear leadership and the doctor who performs dentistry and tries to manage the practice simultaneously, usually is ineffective in the area of management because it can be overwhelming. The manager’s role to their team is to find the solutions to difficult problems that affect the team and the

This paper will discuss how to diagnose a conflict using various conflict models using a case study that involves a workplace conflict between two individuals. Included will be detailed characteristics and attributes of the parties involved and how they may affect the conflict. Confidentiality is important in the workplace and will be discussed in regards to the case study. Resolution solutions that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution can be a difficult task but if a practitioner implements tools like conflict models than conflict can be undoubtedly resolved.

Traditionally, conflict was ignored, avoided or overlooked by management. However, over the past few years, it has come about that some conflict can help the production of the organization if that conflict is cultivated properly. It is important to remember that “managers must be able to handle conflict in a functional manner.” (Satterlee, 2013, p. 173).

As a manager, you must approach every conflict as an opportunity to improve employee relationships, to lessen tension in the