Managing Conflict and Negotiating

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

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.

The rise of multinational companies and increased global diversification by even small companies has resulted in people of diverse backgrounds and cultures working together in the same office or for the same organization. Conflict in such situations is predictable, but understanding the diversity issues can help companies implement programs designed to keep conflict at a minimum and to take full advantage of the many benefits which such diversity brings to an organization. Key to understanding how diversity is managed in multinational organizations is understanding the concept of corporate culture (which defines organizations), diversity programs and their use to minimize conflict among employees, and the unique problems that employees

Conflict is a clash of interests, values, actions, views or directions. Conflict refers to the existence of that clash. Conflict is initiated the instant clash occurs. Generally, there are diverse interests and contrary views behind a conflict, which are revealed when people look at a problem from their viewpoint alone. Conflict is an outcome of organizational intricacies, interactions and disagreements. It can be settled by identifying and neutralizing the etiological factors. Once conflict is concluded it can provoke a positive change in the organization.

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

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.

After we had gone over Chapter 10: Handling Difficult Conversations, Conflict and Negotiation, I decided to discuss about the two conflicts that I have been involved in within the past couple weeks. The two conflicts were evidently different and therefore I had to resolve in a different way. The types of conflict resolution I compared were bargaining, dominating, collaborating, avoiding and accommodating.

In companies or corporations the global landscape now reflects diversity in the employees found in the workplace. Employees come from different backgrounds, geographic or global areas, ethnic and cultural origins, and have unique skills and talents. Individuals must work together and merge skills and manage diversity effectively in the workplace. Our thoughts, actions, and very beliefs are shaped by our culture. These things are ingrained and remain unshakeable until, faced with someone who is of another faith or belief system with a different way of doing things than individuals are familiar with.

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

Parties to a conflict often claim to have issues with the behaviour of co-workers or the outcome of company policies and work procedures, but these issues are likely being caused by something deeper.

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

People will have disagreements everyday. Commonly, people cannot find ways to agree because we are all different in many ways. Our family upbringing, religious beliefs, cultural background, traditions, ethnicity, and gender are some of the factors that allow us to form our perceptions about life. These characteristics cause us to have diverse opinions on the way we handle various situations. Whenever a group people try to apply their viewpoints to certain circumstances, the outcome is usually conflict. "Conflict is defined as two or more individuals who fail to agree or have

There can be many factors that play a role, when conflict arises within a team. Often there can be

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).

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