Since Diversity Plays A Critical Role In Today’S Business

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

The second form of conflict management is Compromising. This form brings along the idea that losing something is adequate when an individual gains a little. Both sides come to the middle to help serve the team and project on hand while making it possible for each person to maintain a portion of his or her original idea. The drawbacks of using this method are values and objectives can be lost in the process if they are compromised. Some of the demands from the other side may be too severe to come to a middle ground on. This method can also create other conflict if no respect for the compromise or the other team members exists. When this method is used to its full potential people of equal roles are equally committed to the team. “When the issue is to complex to just abandon the others ideas or perspectives and when the specific task that is being dealt with is only moderately important.” (Improving group, organizational or team dynamics when conflict occurs, 2008)

Diversity and inclusion are critical strategies for any organization that wants to be successful in business. Organizations cannot expect for diversity and inclusion to appear and work smoothly within the workplace automatically. Diversity and inclusion is a journey that companies must take to reap the rewards of being a truly global business. There are eight steps that organizations can apply to their workplace that will make diversity and inclusion a smooth and fun journey. Organizations can start the inclusion process by first learning the eight steps to inclusion in the workplace.

Richard L. Zweigenhaft and G. William Domhoff continue their study of what once was a white male power structure of business world in their 2011 book, The New CEOs: Women, African American, Latino, and Asian American Leaders of Fortune 500 Companies. In this recent study, the authors explore the broad theme of diversity by studying the seventy-four women and people of color in the chief corporate officer position of Fortune 500 Companies. Zweigenhaft and Domhoff (2011) conclude that small diversity within the top of the corporate body does not signify or translate into an open society oriented on equality of opportunity, education, and income. American society is still greatly circumscribed by class, color, and gender, if have not become even more divided economically than it was before because of diversity as it was implemented by the top corporations (Zweigenhaft & Domhoff, 2011).

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

Why organizations should pay attention to equality and diversity, it is also required by legislation. The new Equality Act’s effective date is 1 October of 2010, this act is aim to protect individual’s rights and provide same opportunities to each one (The University of Edinburgh, 2015). Owing to the discrimination is become serious, so it involved in this act to protect individuals who treated unfairly. There are nine kinds of legislation list as follow: (The University of Edinburgh,

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 many types of conflict; some are beneficial while others are detrimental. All types of conflict fall into three major categories (Engleberg, Wynn, and Schuttler, 2003; Stewart, Manz, and Sims, 1999). Relationship-oriented conflict, also known as affective conflict, is brought about when team members experience interpersonal incompatibilities. Relationship conflict is usually detrimental as team members have different perceptions of communication and social skills. Whereas Task-oriented conflict, also referred to as cognitive conflict or procedural conflict, occurs when team members disagree about

Diversity can be defined as “an instance of being composed of differing elements or qualities” (Merriam-Webster, 2014). In this paper, I will be discussing about how the five members with difference talents manage to work together to solve problems. In the first part, I will be providing team and personal cognitive styles and describe relationship of each member behavior. This will also helps understand strengths and weaknesses of the team. In the second part, I will be discussion how we work as a team in an egalitarian structure, communicate, brainstorm, and executes projects while maintaining good relationship in a team dynamic. The third part will be about conflict management styles. How my team resolves conflicts.

It is hard and impossible to eliminate conflicts when processing a team project. In the discussion problem 2, it tells us to solve a problem of developing experts from different places to into a real and complete team. People from different backgrounds and diverse places always have different values, perceptions, expectations, needs and resources. Also, different people must have various personalities. Therefore, a good manager should know and tolerant everything happened in the project and keep seeking probable methods to deal with every detailed conflicts.

In an effort to address types of conflict resolution strategies, we must first know a little about the teams themselves. In today’s business world, there are four basic team types; cross-functional teams, self-managed

Workplace diversity is when there is diverse culture of individuals in the workplace. It is when there is a value placed on the variety of ideas, race, ethnicities, religion, gender, sexuality and orientation, which is flourishing in an environment. Depending on your employer and workplace, workplace diversity can vary based off several different factors. Usually, there is a preferential standpoint taken on the matter and it can be either display a high or a low context culture of diversity. According to Mason (2013) Workforce diversity has been described as “a double-edged sword; it has the potential for positive and negative outcomes” (p.659). Workplace diversity is important in a business setting because it carries forward a combination of different types of people to work together in unity, encourages uniqueness, innovative, creative approaches, and supports interesting divergent ideas to accomplish tasks or goals.

The important issue, however, is not whether or not a conflict exists, but how it is handled once it is identified. Conflict can be detrimental to the team effort when it is not addressed quickly, but allowed to grow and widen the gap between those team members whose opinions differ from each other. This tension can lead to decreased productivity and low team spirits, which can negatively affect the entire organization. On the other hand, if conflict is identified and addressed by following a structured process and by involving everyone affected by the conflict, it can result in personal progress for all team members. Another benefit of this progress is the discovery of an actual solution to the initial problem is derived from the conflict.

The difference between functional and dysfunctional conflict is that functional serves a purpose in the organization such as the interest and dysfunctional serves no purpose but to threaten the organization ((Kinicki A. Kreitner R.2008 p. 277).