Mba 555 - Case Study Essay

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.

Conflict is human nature; it practically unavoidable. Whether it is at home or in the professional world, we as individuals must communicate or interact on a daily basis by some shape or form with other individuals in order to get anything accomplished. One employee alone does not or could not make an organization successful. In reality, these constant interactions are more than likely going to lead to some type of conflict at one point or another in our lives. Griffin and Moorhead define conflict as “a process resulting in the perceptions of two parties that they are working in opposition to each other in ways that result in feelings of discomfort and/or animosity” (Griffin & Moorhead, 2014). It has been determined that conflict can

The source of these problems seems to be coming from two areas in Interwest Healthcare. The first area is the miscommunication that the hospital administrators are having with upper management. The hospital administrators and upper management are not only having miscommunication issues but they also do not share the same role expectations with each other which is creating tension. “The hospital people accused Singh of being a bureaucrat who did not care about patient services. Singh accused the hospital staffs of not understanding the importance of accurate reporting” (Brickley, Smith & Zimmerman 2009 p. 38). The

For our project, Marilyn Martinez, Elexis Padilla and I presented on Chapter 8, titled “Conflict and Cohesion in Groups.” Each group member presented on two sections of each chapter – 8.1 to 8.2 for Elexis (“Conflict in Groups” and “Constructive and Destructive Conflict”), 8.3 to 8.4 for myself (“Conflict Styles” and “Conflict Management Strategies”), and 8.5 to 8.6 for Marilyn (“Conflict and Member Diversity” and "Group Cohesion") The chapter objectives of my sections were to identify the appropriateness of conflict styles and informing the audience or methods which can effectively resolve conflict. Each objective connected to the overall objective of effectively managing either constructive or destructive conflict within groups while also promoting group cohesion.

Conflict is a contest or struggle between individuals with opposing values, beliefs, needs, goals, and ideas. On teams, conflict is inevitable; on the other hand, the conflict’s outcomes are not predetermined. Conflict may escalate and result in nonproductive outcomes, or it may be beneficially resolved and lead to quality outcomes (Cahn & Abigail, 2014). Hence, learning to handle conflict is essential to a team to guarantee high-performance. Even though few individuals search for conflict more frequently than not, conflict comes up due to miscommunication. It occurs between individuals in reference to their values, goals, beliefs, ideas, and needs.

Conflict happens when people do not agree in a public situation which developed resentments creating a negative atmosphere among people or group (Schermerhorn, 2011). A person might develop emotional conflict caused by anger, trusting issues and resentment which caused a negative energy that affects other and becomes distracting (Schermerhorn, 2011). For instance, when an employee that is having relationship problems outside work, affects their performance. Also, seeking comfort with other employees can become a stressing situation. In contrast, substantive conflict is related to achieving goals in the workplace (Schermerhorn, 2011). Dealing with coworkers can be challenging because of their cultures. For instance, employees might disagree on task assignments, policies, and rules because of their beliefs (Schermerhorn, 2011).

“The Nature of Conflict: When team members have a common goal and feel accountable to each other, conflict can safely be used to see and understand varying points of view”.

This case is about the task and emotional team conflicts. Conflict is referred to as disagreements and resistances between team members generated by perceived incompatibilities or divergence in perceptions, expectations, and opinions and it shatters trust and has negative impacts on team effectiveness.

Lack of agreement about "who's in charge" or "how we are going to get things done" in any situation can be a source of conflict. For example, if one parent in a family expects democratic decision-making (all members have input) and the other wants to be the boss (do it my way), they may not be able to resolve honest differences of opinion. Then when differences exist, they become sidetracked into a hassle over who will decide or whose opinion is going to be accepted as the "right" one. The resulting conflict becomes a "win-lose" struggle.

As conflict is created under disagreement and often disputation, it is natural to have negative impact. When people engage in misplaced competitive behavior, then the conflict comes and both the organization and individuals suffer. The difficulty of facing a conflict is that it can often be destructive and feels acutely uncomfortable to the

Conflict can be an issue but it can also help a group come to a decision. According to the

There are two important things to remember about problems and conflicts: they happen all the time and they are opportunities to improve the system and the relationships. They are actually providing us with information that we can use to fix what needs fixing and do a better job. Looked at in this way, we can almost begin to welcome problems! (Well, almost.)

In business and within life most people usually possess a set of standards, or normalcies that determine how they choose to behave as a member of a group within our society. Most groups establish an acquired relationship between them in order to complete a task in the business world. This form of collaboration is the very reason people are interrelating and trying to accomplish a goal. When this process happens it can sometimes create conflict. In the business world conflict can be perceived as a form of enhancement that is considered constructive, and can often identify a weakness. Many times we can create conflict that is confrontational or that creates negative communication between individuals. This conflict at times can cause injury to the organization and

In business and or in life most people usually possess a set of standards, or normalcies that determine how they choose to behave as a member of a group within our society. Most groups establish an acquired relationship between them in order to complete a task in the business world. This form of collaboration is the very reason people are interrelating and trying to accomplish a goal. When this process happens it can sometimes create conflict. In the business world conflict can be perceived as a form of enhancement that is considered constructive, and can often identify a weakness. Many times we can create conflict that is confrontational or that creates negative communication between individuals. This conflict at times can cause injury to the organization and deter the chances of reaching the business goal.

Conflict Management is a relational approach to resolve conflict matters. It is a method whereby interactive communication is used to settle differences or disagreement between two or more parties (Albert, 2005), which may be at the individual or group level. Meyer (2004) posits that the five conflict management strategies: competing, collaborating, compromising, avoiding and accommodating which is used by conflicting parties in the process of managing conflict are identified based on the degree of the win/loss position of both parties involved.