Testing the Impact on Productivity: Compromising Conflict Management Styles

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

10. 3/3 I try to integrate my ideas with the other’s to come up with a decision

In today’s organizations conflict and power are important elements to the success of any company but can also create negative long term impacts if not addressed. Organizations require enough power within the leaders to get through conflict and enough conflict within individuals to create new innovations. Not all conflict is bad but when there is conflict individuals with power must assist in aligning conflict resolution to assist in understanding for everyone involved in the conflict. The need for successful conflict resolution is vital for employees so that they are capable of moving on and understanding why the conflict was overcome.

Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the workplace where a co-worker, no matter what you said was always in disagreement with you. Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an uneasy situation at home or in the workplace and could result in people being hurt, work not be accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict within an organization or team which I am familiar with, identify and describe the source(s) and level of the conflict and supporting evidence, describe the steps taken to resolve the conflict, describe a minimum of three conflict outcomes that could reasonably occur as a result of the resolution and the support for my reasoning for each possible outcome. First I will begin with a basic description of conflict.

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.

Choosing a topic and problem for a signature assignment which is very close to a research topic could be a hurdle. It requires good literature review which is derived by tapping and evaluating previous researchers’ efforts and expertise. A potential research study on “Conflict Management Styles among Corporate Executives in Developing Countries – Nigeria a Case Study” is considered for a signature assignment. Conflict is inevitable and exists everywhere. In organizational system, conflict and methods of conflict management influences different groups (employees, management team and executives).

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.

Conflict does not always come from bad decisions, but it can also arise from disagreements over a wrong decision. De Clercq, Thongpapanl, and Dimov, 2008). Academy of Marketing Science report shows that companies who works toward goals and growth often encourage conflict to make the best decision. A conflict also brings the best out of employees as it allows them to be free and individuals bring their own unique ideas and experience. (Stravato and 12, 2014, p. 18). Also, it gives the individual team member the ability to act independently. Nevertheless, in order, this to work team members must maintain the strong relationship that allows them to work together effectively. This link with destructive conflict because destructive conflict tends to create inequality and unevenness of power. Often employees feel they are judged negatively, which leads them to lose focus and confidence. Also, employees experience frustration during the conflict as their voice doesn’t have value towards decision making therefore, they tend to avoid communication with co-workers which might create additional

Conflict is generally considered a typical part of human interactions and is not in itself essentially damaging. Rather, it is how conflict is managed that determines whether or not the outcomes are going to be constructive or damaging (Deutsch, 2006). Thus, conflict management, the method of managing a dispute and associated conflicts, is very important in producing satisfactory or disappointing outcomes. It is therefore vitally important to know your conflict management style, along with its inherent strengths and weaknesses, as a leader of a healthy organization, in order to deal with conflict in a positive manner.

According to Kristin Behfar, the more efficient and productive teams work through conflict and can consider themselves successful based upon three attributes: meeting performance goals, members being satisfied with the learning and benefiting, in addition to setting the team up for future success (Behfar, 2015). For teams not set up for conflict, it can decrease member satisfaction and productivity in addition to leading to non-effective problem solving. It is imperative to consider the manner in which conflict is managed as it greatly affects the team. Less effective teams will view a trade off between the satisfaction of team members and performance then behave in a reactive manner escalating the issue, leading the team into constant firefighting mode. Effective teams are proactive when it comes to the management of conflict, anticipate it and develop a manner in which to deal with it leading to a resolution or prevention from the offset.

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.

Conflict management is the detriment of many teams or groups in accomplishing its goals. This is because most people do not understand the different conflict styles and how to apply the rules and principles associated with the style you may be dealing with. In this paper I will analyze three of the five management styles discussed in the textbook Communication in Small Groups. Avoidance and competition are two styles that I believe have the greatest effect on hindering a group or team from accomplishing its goals. Collaboration, however, is a style that I believe is most effective in

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

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working

Conflict is an occurrence in virtually any organization, regardless of how large or small it may be. It is exceedingly difficult to get people to agree with one another about everything all the time, especially when they are competing for the same resources (Tsang, 2012, p. 84). This difficult is naturally exacerbated when there are stratifications between people, which frequently occurs in organizations. Organizations may have different categories of employers such as those in sale, marketing, finance, human resources, etc. The three main views of conflict which also play a significant part in the resolving of conflict are the traditional, the human relations, and interactionist views. There are points of similarities and differences between all of these views.