The Unmanageable Star Performer Analysis

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.

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.

Conflict is something that each person will have to deal with sooner or later. Our text described the Conflict Resolution Cycle and Ten Principles of New Thinking that can resolve conflicts in a less costly manner (Levine, 2009). Brown (2011), points out that a chance of goal conflict is somewhat low between groups that have their own resources and perform entirely different tasks. In other words, if your task is separate the chances of conflict are extremely low. However, if there is any type of dependency, or common task and frequently pursue incompatible goals, the chances of conflict are greater (Brown, 2011). Levine (2009) explained that although the use of Alternative Dispute Resolution (ADR) is growing, the cost of conflict is a resource drain of huge proportion, and a source of great unhappiness and discomfort.

Collaborating is another technique used to resolve conflict .Managers pair up with each other to achieve both of their goals in this style. This is how managers break free of the win-lose paradigm and seek the win –win. This can be effective for complex scenarios where managers need to find a novel

When developing a conflict resolution it helps to know techniques such as, problem solving, avoidance, compromising, and communication. This will help your team members and create a system for redressing grievances, if they cannot solve their problems on their own. Then it will be necessary to arrange for the manager to conduct a meeting on this subject.

The target audience for Star Athletics will range in age from 13 to 40 years old. This line will be for the active male and female. Beyond deciding segments of the market it will target, the company must decide on how it will create differentiated value for targeted segments and what positions it wants to occupy those segments (Armstrong, 2016 p 189). Star Athletics will differentiate itself from the competitor by creating clothing recycling the unwanted coffee grounds. Our competition doesn’t use coffee fibers in its clothing they use traditional fabrics and fibers such as : cotton, spandex, nylon, Polypropylene, spandex, and wool. The benefits of using the coffee grounds are: The resultant fabric is soft, light, flexible and breathable and can also be used to produce an outer shell that is water resistant... it only takes the grounds from one cup of coffee to make enough material for a couple of T-shirts (O’Connell, 2009).

In this case study, a manager named Abdul has to deal with one of his subordinate named Hahn Chen who problem working along with another colleague has named Amie Lee. Chen wishes to be transfer and report directly to Abdul instead of Ms. Lee because Ms. Lee is not a technical supervisor. This is typical problem between employees that happens often in a working environment. A problem like this often helps demonstrate conflict managing and how good a manager is. The problem Abdul face covers many areas of organizational behavior such as conflict and negotiation, organizational change and stress management, communication, personality and values.

Effective managers are successful within the workgroup and organization when a style is used to resolve a conflict. People do experience conflict in their lives. There has always been a lot of interest in how to manage conflict once it appears in the open, and that is important. What is not so common is a concern for preventing unnecessary conflict, so it does not start in the first place. Managers are capable of using all five resolutions skills to deal with conflict in the workplace.

Within the past several years, the revenues at St. Clare Hospital have steadily dropped and CEO James Edwards and COO Wendy Jones have planned to cut cost for the hospital. In doing so, the decision to outsource the imaging readings and terminate the employment of the hospitals radiologist. Within two weeks, the hospital is now facing legal liabilities from inaccurate imaging readings. In this paper, I will describe conflict types that I have identified within this case and explain conflict management styles evidenced throughout the case. I will then propose a conflict resolution strategy that should be used as well as recommend strategies used as well as recommend strategies to reduce cost and legal liabilities for St. Clare hospital.

The fifth lever focuses on the conflict management process. Conflict management can be either beneficial or detrimental, but for the best desired outcome, “the conflict must be managed well” . Conflict management must fit the level of the

Negotiation used in management conflict is defined as a process in which two or more parties are in conflict and attempt to come to agreement (Lussier & Achua, 2010). Managers should guide their employees and the employee should feel important at the workplace in order to develop positive attitude, attachment towards the organization and a sense of loyalty. The hard work of the employees need to be acknowledged by managers; they need to feel appreciated in front of others which will give them a sense of motivation and give a better

The first step is to train the employees in resolving conflicts professionally without the involvement of management. It is important for each team members understand the protocol to decrease the amount of conflict between each other. The effective way to solve a conflict when it arises is to involve all parties in a one-to-one meeting, and discuss them in different point of views. In cases where there a no resolutions, the team can record the substances of the discussion and bring it to the

Management of conflict is the most common outcome but resolution of the conflict is recommended. “Although management is the most likely conflict outcome, it can be problematic when conflicts become serial arguments” (Bevan, 2014).

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).

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.