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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.

Conflict is a stubborn fact of organizational life. Regrettably, it is an inevitable when organizations incorporate individuals with such diverse scopes of life. As conflict is identified in organizational work teams, an analytical approach to conceptualizing conflict is the first step. Further development will then focus on the different sources of conflict and how it can compromise the common goal of the team if it is not handled correctly. Searching for ways in which to manage conflict and avoid conflicts in work teams will bring together the underlying focus of this paper.

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, according to Wilmot & Hocker (2011), is defined as an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals.

Conflict is an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from the other party in achieving their goals (Baker-Brown). A conflict can only exist if both parties are aware of the disagreement (Alder 381). This is known as an expressed struggle. An expressed

Conflict is simply a disagreement or argument that can occur between two individual, groups of people in an organisation or between an employer and an employee.

Conflict is a process that every one of us has experienced throughout our lives. There are various definitions of conflict as described by different authors. Generally, conflict is a process whereby, one individual’s interest is opposed or negatively affected by the other party (Yoder-Wise,2015).

A conflict is a situation that occurs when the interests, needs, or values involved parties interfere with each other. It is virtually inevitable in relationships as people fight or struggle over perceived things. Conflict when understood opens

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.

Using the avoidance style of conflict management can result in the loss of trust or respect from employees. If employees discuss concerns with management and are continually put off, sidestepped or ignored, they may quit communicating. As a manager, if you continually leave situations unresolved between employees, it could foster negative morale and hostility. Employees may become withdrawn, unmotivated and feel threatened by sharing their ideas. You want your employees to feel comfortable with coming to you with their concerns. Managers with good conflict management styles can easily remedy small conflicts before they erupt into larger ones that may affect more employees.

The purpose of this paper is to identify a conflict situation provide an analysis of each of the following related to a conflict situation: parties involved, events/issues, power, regulation and conflict and style of conflict management. This analysis should include defining variables and answers to assessment questions as appropriate.

The scholarly activity chosen is option A. The main purpose of choosing this topic was to evaluate a wide range of conflicts and predispositions of self and other employees. This self-analysis will better prepare an employee on ways to reduce and to solve issues as they may occur. This assignment will help identify an employee strengths and weaknesses. There are many people that have intelligence and can perform well on a job. One of the most important ways to accomplish these goals is for a person to be able to communicate with others in a respectable manner. A person’s character will help determine their morals and work ethics. Learning different obstacles and strategies’ that can better assist individuals when working with others. Hopefully,

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

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