Organizational Program Design Project Design

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

Wherever choices exist, there is potential for disagreement. No matter what we major in, no matter where our career path takes us, inevitably, we all encounter conflict in some form. In today's highly competitive society, for an organization to be truly successful, it is imperative that the organization's leadership understands conflict and deals with it in the best way possible. Management's ability to recognize and accept divergence and their ability to employ various methods to resolve conflicts to produce positive results can make or break an organization. The more management understands and accepts this fact and manages conflict to benefit the company as a whole, the greater the chance of the

All organizations will encounter strategic challenges over their duration of years in business. These challenges will come at all different levels across the company. Knowing that these challenges have happened in the past and will happen in the future, it is important to see how an organization will react to overcome the challenges.

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

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

Conflict is part of our human disposition; consequently, it is customary within organizations. “Left unanalyzed and unchecked, it can be a destructive force that consumes time, money and human resources. Learning the various ways that people resolve conflict and expanding their conflict resolution styles can lead to better results” (Sadri, 2012). Within organizations employees have personal beliefs, styles and attitudes, and backgrounds that at times can cause disagreements, inconsistencies and ultimately, conflict. It is the intent of this paper to examine the archetype of conflict as an

Due to the rapidly changing technology and approach as well as difficulty of satisfying the more aware and demanding clients, healthcare organizations are faced with more challenges than ever before. However, to ensure that client needs are met, it is important for the organizations to obtain the best outcomes at the lowest cost to ensure optimal value to patients, and emphasize on organization-centered care process. Healthcare practitioners should overcome the challenges in their organizations by enacting strategies that transform the systems’ performance.

Many of the difficulties confronted by organizations stem from the refusal of its leaders to address issues in a timely basis. If instead of procrastinating, these leaders developed strategies for the future of the organization, many obstacles and challenges could be avoided, yet in my over thirty years of working closely with organizations and their leaders, I have found very few leaders who are strategic thinkers. Strategic leadership involves numerous activities, but begins with a leader who realizes the need to be proactive instead of reactive.

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 five antecedents of conflict are the “overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for limited resources” (Kinicki A. Kreitner R.2008 p. 277).

Conflict between groups involving teams or large group of employees and management. Conflict between individuals, colleagues can happen due to clash of personalities or strong differences of opinion over work. It can also be due to an “ overspill” from personal issues outside work. Such conflicts, between people of the same rank can often lead to accusations of bullying and harassment. Good managers in such a scenario will always keep the lines of communication open. To create a climate of open and positive dialogue, would best deal with the situation. If an employee feels free to approach the manager, problems can be nipped in the bud before they escalate into formal grievances. If conflict involves an employee and the manager, then it may not be easy to identify the cause. The management style may be too authoritarian or too weak . The manager may be indulging in favoritism while assigning tasks. An employee may talk to the manager about how he feels or he may suddenly confront the manager with a list of grievances. It can be hard for employees to express their concerns with senior colleagues. If they don’t feel free to talk to their immediate boss, they may even approach another manager or employee representative, which can create still more conflicting

On the morning of November 14, Sharon Taylor, Space Warning Network (SPAWN) Program Manager, was getting ready for a private meeting with Paul Shaifer, President of the Federal Rader Corporation (FedRad). Mr. Shaifer had scheduled the meeting to discuss the problems that had plagued the company’s important SPAWN Program during its first year and a half. These problems, which included unauthorized design changes and Taylor’s inability to control the program’s cost, schedule, and technical performance, had contributed to a cost overrun and schedule delay, estimated at 30% and four months respectively, and a general loss of customer confidence.

Today, many organizations struggle with implementing realistic strategies for growth. More than ever leaders are faced with developing and implementing strategic plans that promote organizational effectiveness while addressing potential threats. Through research I have discovered that there are several approaches or perspectives that leaders can take when developing organizational strategies for growth. According to Porter, (1996) in regard to strategy organizations “Must be flexible to respond rapidly to competitive

One thing you can count on in corporate amerce is workplace conflict. I’ve recently been involved in workplace conflict between an employee and multiple layers of management. Unfortunately, I was one of those layers of management so I have a detailed description of all efforts and attempts to resolve the conflict. In this critical thinking, we’re going to examine the conflict, the attempts at resolution, and what we could have done differently to help the situation.

They might not have the abilities to complete the full range of the new work.