Conflict Management Styles Paper

Conflict Management Styles Paper
1. Conflict
a. Conflict is the opposing ideas and actions of different entities. There are four types of conflict.
Interpersonal conflict is a conflict between two people. Intrapersonal conflict is a conflict in a
person's mind. Intragroup conflict is a conflict between individuals in a group. The last type of
conflict is intergroup conflict, which is conflict between different groups in an organization.
b. Conflict management is the practice of recognizing the opposing ideas and actions of different
entities in a balanced and effective way. In order to manage conflict there has to be effective
communication, problem resolving abilities and good negotiating skills.
c. Evans, B. (2013, August 6). Types of Conflict – Conflict Resolution, Definition of Conflict,
Conflict Management Styles. Retrieved November 18, 2015
d. ... Show more content on Helpwriting.net ...
What is conflict management? definition and meaning. (n.d.). Retrieved November 18, 2015
2. Unproductive conflict is frequent, repetitive arguments that are not resolved and both parties
leave feeling angry and frustrated. These types of conflict occur when the real issues are not being
communicated. Productive conflict is an open exchange of conflicting ideas in which parties feel
equally heard, respected, and unafraid to voice dissenting opinions. This type of conflict makes
individuals feel comfortable to resolve the conflict.
I have been part of a group that had an unproductive conflict. When I was working as an intern over
the summer, we were in a meeting with different groups from the company. One team felt one way
about the issue, while the other team had other feelings towards the issue. The teams just argued
about their point of views and never thought to take a minute and listen to the other group. At the
end of the meeting both groups were frustrated with each other and nothing was solved.
a. Deo, M. (2009, June 14). Productive vs. Unproductive Conflict – FBAN. Retrieved November 18,
... Get more on HelpWriting.net ...

Reflection Paper On Conflict Management
CONFLICT MANAGEMENT – my experience
There isn't anyone in this world who do not face conflicts. Conflicts arises everywhere in everyone's
life, whether be it the home or work place or within one's own mind. No one can avoid conflicts. So
we are left with only one option and that is "how tactfully we handle these conflicts".
Disagreements and uncertainties are natural in any conflicts. Different opinions and perspectives
begin to emerge. This may arise because of a number of reasons like competition for resources, dis–
agreement over goals or responsibilities, poor communication, power struggles, or fundamental
differences in values, ethics, attitudes, and personalities.
Conflicts sounds negative but it isn't necessarily bad. Conflicts can ... Show more content on
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I do follow avoidance sometimes but ultimately i am left with unsolved conflicts, which brings me
back to either compromising or accommodating or competing level. But avoidance sometimes helps
me in a big way as it gives me sufficient time to consider, re–think and then act.
I take my time, believe in open talks & try to resolve the conflicts as soon as possible so that i can at
peace.
Conclusion:
Conflicts can be both positive and negative and should be encouraged in work place till a certain
degree so as to make the individuals and groups come out of their comfort zone and work on the
Zone of concern. The moment the conflict crosses the zone of concern, it becomes a big problem. It
has to be handled immediately then or else it can be destructive.
It ultimately depends on us as to how we perceive the conflict, whether we take it as an opportunity
or a threat. We cannot control our emotions, our ego, our anger, but we can definitely find out the
best measure to resolve the conflicts. It is well said by M. Esther Harding that "Conflict is the
beginning of consciousness."
In short i will just say "Don't fear conflict; embrace it – it's your job". If you understand conflict,
you understand

Essay on Conflict Management in Relationships
Managing Conflict in Relationships
Key Concepts
Bracketing– Noting that an issue arising in the course of a conflict should be resolved later
Conflict–
Contracting– Building a solution through negotiation and the acceptance of parts of proposals
Cross–Complaining–
Exit Response– Physically walking out or psychologically withdrawing
Games– Highly patterned interactions in which real conflict is hidden or denied
Grace– Granting forgiveness or putting aside our own needs when there is no standard that says we
should or must do so
Kitchen–Sinking– In which everything except th the kitchen sink is thrown into the argument
Letting Go–
Lose–Lose– Assumes that conflict results in losses for everyone & that it is ... Show more content
on Helpwriting.net ...
Places value on individualism, self–assertion, and competition. Not common in cultures that
prioritize cooperation, keep others from failing, finding areas of agreement
C. A win–win approach Usually ways to resolve differences so that everyone gains. A good solution
is one that everyone finds satisfactory. People who adopt win–win often discover solutions
previously un–thought of b//c they are committed to their own & others' satisfaction. Sometimes the
result of compromises provide confirmation & protect the health of the relationship
IV. Most people have relatively consistent patterns they employ to respond to conflict.
A. We use exit responses when We see conflicts as a win–lose situation may exit phsysically or
psychologically if they think the will lose the argument Although sometimes useful to break from
the conflict to cool off, it tends to be destructive. As a forceful way to avoid conflict, it is active
B. We use neglect responses when we think the escalating disagreement will harm everyone or the
person thinks they will lose if the conflict progresses
C. We use loyalty responses when focusing on what is good & desirable about the relationship &
minimizing its problems. Loyalty is silent allegiance & doesn't actively address conflict so it is a
passive response. Preserves relationship, is constructive in the short term. Likely to spring from a
lose–lose orient towards conflict. Believe disagreement

Essay on Conflict Management
Introduction to conflict
The term conflict referred to perceived incompatible differenced resulting in some form of
interference or opposition. Conflict is a natural part of organizational life because the goals between
mangers and workers are often incompatible. If people perceive that differences exist then conflict
state exists. Conflict is not exists between individual only, it also can exist between departments and
divisions that compete for resources or even because of overlapped authority. However, conflict is a
force that needed to be managed or to be resolved but can not be eliminated. Unless is fully
resolved, it may remain latent in the situation as a lingering basis for future conflicts over or related
to a same matter. ... Show more content on Helpwriting.net ...
The sources of Conflict The sources of conflict can be basically separated into three categories
which are communication differences, structural differences and personal differences.
Communication differences mean the failure of two individuals to share fully the meaning of a
communicative attempt. It is arises from semantic difficulties, misunderstandings, and noise in
communication channels. There maybe disagreements caused by different role requirement, unit
goals, personalities, value systems or other factors.
Since in an organization, people and tasks are divided into departments to accomplish an
organization¡¦s goals, departments may only concern on their own department efficiency and cost
controlling. Therefore, they have incompatible goals and time horizons, as a result there can be
conflict. For example, a production department may have there own production plan to produce a
product and avoid paying production workers overtime in order to cut down costs. However, the
Marketing department thinks that it is important to deliver the product to their customer on time and
paying overtime to workers is a kind of responsibility to their customers. Sometimes, there are two
or more managers or departments would think that they had authority over a certain activities or
tasks, and claim authority on the same tasks. But most of managers

Questions On Conflict Management On The Workplace
Conflict Management: How to resolve conflict in the workplace?
Mariann Wright
Johnson & Wales University
Introduction
Conflict happens in any working relationship and it should not be avoided or ignored. Diversity is
the cause of conflict in the workplace because in almost every organization there is different cultures
and nationalities, and employees with different experiences, values, beliefs, and opinions. When
conflict arises in the workplace it is the manager's responsibility to resolve the issue as quick as
possible. Unresolved conflict can cause havoc in the workplace and can have a negative effect on
the business. Employees may feel like they are in a hostile environment which could lead to low
employee morale, poor ... Show more content on Helpwriting.net ...
3.) Conflicts among direct reports or teammates– Leaders at almost every level have been awkward
observers to conflict among partners (Fox, 2015). Your decisions are essentially to turn away or
bounce into the shred (Fox, 2015). On the off chance that the contention is with individuals you
direct, and you know they are not going to respond well, staying away from the contention is
enticing however incapable (Fox, 2015).
In my second research article by Heathfield (2016), she provides actions that should be avoided
when trying to resolve conflicts. She also provides ways to mediate and resolve conflict. According
to Heathfield (2016) these are the things to avoid when resolving conflict: "Do not avoid the
conflict", "Do not meet separately with people in conflict", and "Do not believe, for even a moment,
the only people who are affected by the conflict are the participants."
In mediating and resolving conflict:
Meet with the participants together– Let each quickly compress their perspective, without remark or
interference by the other party (Heathfield, 2016). This ought to be a short examination so all
gatherings are clear about the difference and clashing perspectives (Heathfield, 2016). Intercede if
either worker assaults the other representative (Heathfield, 2010. This is not satisfactory (Heathfield,
2016).
Allow each participant to address actions they would like to see from the other party to resolve their
issues. Limit

Conflict Between Conflict And Conflict Management
Conflict and conflict management both play pivotal roles in all relationships, whether they are
between friends, family, lovers, or coworkers. However, while most relationships have an
abundance of conflict, the amount of properly implemented conflict management in all relationships
is relatively low. This is especially surprising when you consider the sheer amount of research and
counseling directed at managing conflict in constructive ways. Though the aforementioned services
and research are of extremely high quality, the people who would benefit from them the most are
either entirely unaware of their existence, associate them a negative stigma, or simply don 't have
strong conflict management skills. I want to advocate the effectiveness of counseling programs
available to help people in relationships resolve conflicts in a positive way, as well as explain some
basic aspects of conflict management in a simple, easy to understand text. One such service with a
negative stigma associated with it is relationship counseling or couples therapy. Too many people
think that couples therapy is just an expensive way of extending a relationship by a few months,
only to inevitably break up a few months down the line. But, contrary to what most people believe,
the purpose of relationship counseling isn 't to extend or fix relationships. While it is awesome when
counseling achieves these things, the main goals usually consist of improving communication,
teaching the, "win/win" conflict

Conflict Management In Health Care
A conflict can be described as an interpersonal disagreement between two or more parties having a
difference in opinion, controversy, negative understanding or insufficient communication
(McKibben, 2017). Within the healthcare arena, conflict cannot be avoided. It can have the ability to
have a negative impact on the function of the team and result in inadequate patient care. When poor
patient care is provided, the integrity of the nurse, the nursing profession, and healthcare as a whole
is endangered (McKibben, 2017). As a result, conflict management is the process of recognizing and
dealing with conflict in a realistic, fair, and competent fashion. Productive communication, problem
solving, and discussing with a focus on the issues are required skills needed for conflict
management (Saeed, Almas, Anis–ul–Haq, & Niazi, 2014).
Managers ... Show more content on Helpwriting.net ...
Obvious communication, listening, and understanding the focus of the dispute are the factors for
being effective. Nursing managers may often be involved in a conflict as an individual, an
administrator, or a unit representative. A manager is expected to confront staff when a discord
develops (Sullivan, 2018). It is also imperative a nurse manager abides by her professional
responsibilities and executes practical conflict resolution techniques to diminish low morale and
stress among her staff (McKibben, 2017). She must modify her conflict management skills to a
likely situation (Saeed et al., 2014). In order for the nurse manager to handle the conflict, it is
helpful to understand the people involved. Positive management promotes mutual respect, refines
working relationship, and restores staff retention (McKibben,

An Integrated Conflict Management System
Like most company today Bank of America has become very conflict competent by implying an
integrated conflict management system. They have integrated a Code of Conduct in their workplace
and have organizations within their company to specifically deal with conflict resolution.
Throughout history most major companies, like Bank of America, have changed their views on how
they treated their employees to create an efficient work group. Major companies began to realize
that conflict is normal and happens naturally and found the urgency to deal with it instead of
ignoring situations. With the change of time companies begun to realize that it is cost efficient and
extremely productive to rely on a resolution system.
In the last two to three decades, many, if not most, organizations in the United States have
undergone a transformation in corporate goals, employee rights, and the way in which work is
organized. Managers never thought of conflict strategically. It was considered dysfunctional and
they had tried their best to avoid and ignore resolutions. If, despite their best efforts, they were
forced to deal with conflicts with their employees, the remedy was to punish those responsible. The
historic unionism in the 1930s resulted in the transformation of the workplace. The increasingly
competitive business environment, the restructuring of the American economy, and the
technological change strengthened individual rights in the workplace. The importance of hierarchy

Conflict Management Research Paper
Conflict Management Conflict is an expressed struggle between two or more people who are trying
to accomplish different goals. Conflict is everywhere in relationships, work places, school, family,
and children. Almost any interaction with another person can have conflict because not everyone has
the same goals or thoughts. Everyone is different and conflict can be very hard to avoid. Conflict to
me is a big barrier in my relationships with family, friends and my significant other. Conflict is one
thing that I would like to improve in my relationships because it is something that I struggle with. I
am the kind of person that I want things to go my way and I feel that I am right most of the time and
do not like to lose an argument. Anger also ... Show more content on Helpwriting.net ...
Most conflicts in the workplace are due to interpersonal power meaning that one influences control
on another person because they are in charge. This is one thing I have struggled with in my
workplace being in the military because everyone is power hungry making it very stressful and full
of conflict. I am always in conflict with my leadership and the ones under me because I want to be
in charge and I don't like the thought of having someone be my boss or more powerful than me.
Though I don't like having anyone over me I have to manage conflict towards my superiors because
I can lose my title and my position. The military is full of conflict but helps me to become more
tolerant to it in the work place because I have learned that there is no arguing. I have to do what I am
told without question or argument or there are serious

Relational Conflict Management
Running Head– CONFLICT MANAGEMENT IN ROMANTIC RELATIONSHIP
Chinenye Ofodike
The College Of New Jersey
Interpersonal Communication
Com 242–02
Dr. Keli Steuber
Thursday, August 13, 15 Is Conflict Management a Critical Relational Management Technique?
Interpersonal Process
It is a common knowledge that human beings are in no way not perfect, and so in the life we live.
Therefore it should not be a surprise to us that our romantic relationships are not perfect either.
Conflict is a romantic relationship inevitable, as it is a part of it, in other words, the come hand in
hand. Additionally, experts in the field stated that it is in fact, conflict is a part of a healthy marriage,
dating or growing romantic relationships. It's important ... Show more content on Helpwriting.net ...
Due to this understand and respect for each individual in the relationship is crucial as it aids in the
longevity of the relationship as a whole. This also leads to the next point of accepting differences as
one need to learn how to accept the differences in their partner in order to respect their choice.
It is difficult, but also very healthy in relational maintenance for a couple to accept the differences in
each other. Accepting that your partner would not be, as you want them. This is very important
because after that couples will stop having unrealistic expectations. Unfortunately, in all couples
interviewed, there are expectations the partner will change. Overall, couples also tend to hold on to
the unrealistic expectation that their partner will one day change to what they expect the other
person to be.
It is easy to assume and also a common misconception that one's partner should know the other's
partner's wants and needs. However, this is often not the case in romantic relationships. Due to these
mental assumptions, this expectation poses as a source of increased stress in romantic relationships.
To rectify this problem, communication is key. It is important, and heavily needed in a healthy
relationship, to communicate ones wants and needs to the

Conflict Management Styles
Conflict Management Styles Myron Harris 09/30/2012 CJA/444 Allen Cole Conflict Management
Styles Conflict usually occurs when individuals within a group or organization has differences in
opinions. When individuals are in a disagreement about something like policies and procedures or
even the overall direction of which an organization or company is heading it can become very
frustrating. As we all know conflict the process of conflict usually begins when an individual or
party has perceived the other part and it has showed a negative impact or will affect something that
another party cares about. According to the readings in Chapter 15 the early approach of conflict
saw that all conflict was labeled to be bad. Conflict then had a ... Show more content on
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The Supervisor over our department does not handle conflict well and he tries to avoid any
altercations at all costs. With me being next in line he will usually push things of this nature off for
me to handle. I often deal with the situations by bringing the employees into the office to see what
the problem is in forms of communication and what caused the problem to begin with. I have tried
to encourage my Supervisor to deal with situations in the future before they occur and he has taken
steps on his own to deal with situations where he sense conflict. He can actually sense when there is
a lack of communication and conflict is about to arise so he stops it before it starts by bringing both
individuals into the office to try and get to the root of the problem before something major happens.
This same occurrence can happen between male and female management personnel that can't seem
to see eye to eye and have issues that lead to conflict. According to (Conflict Management Modes
and Leadership Styles) "most individual characteristics have an impact on the instruments analyzed,
for example: younger managers are more task–oriented, while older managers are typically
relationship– oriented and avoid conflicts, women are more collaborative and avoid conflicts less
and men tend to use the accommodating mode more than women. "Rather surprisingly, according to
our survey, women appear to be more

Conflict Management Paper
Every company, including police agencies can have conflicts that need to be addressed by the
leaders of the organization. A number of conflicts begin as something very miniscule and grow over
time to destroy the motivation and confidence of a law enforcement agency before it is even able to
be addressed. Some conflicts are not even made aware to the leadership positions until it has grown
out of control and has the employees worked up, and demanding to what is happening. Several
leaders have fears regarding conflict, rather than seeing it as a potential way to create changes to a
policy that is not working in the current environment. Managing conflict is an element of being a
strong leader in an organization and helps inspire the employees to be more productive and engaged
in their jobs. As a leader, they have to be engaged in all aspects of their organization and at a
minimum, have basic conflict management skills. Once the organization puts together individuals
with values, needs, and interests that are the same or truly completely different, an issue can and
most likely will arise due to basic human nature. A strong management team then must be able to
work together and fix the problem while not losing anything in production. ... Show more content on
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Potential conflicts also will be discussed and analyzed with some solutions. This may lead into
different approaches to managing stress that is experienced by everyone that is placed in some sort
leadership role. Throughout the process, the paper can make a case for methods for people to use
managing stress within the work force. By using the knowledge bestowed, anyone will be ready to
handle basic conflicts within the workplace and their daily

Interpersonal Conflict Management
INTRODUCTION
It is believed that all conflict is bad, it creates tension, destruction of working relationships and
reduces productivity. Therefore, it should be eliminated by all means. This understanding is not
correct. Some conflicts are unavoidable in all organizations, because it is associated with the
struggle for existence and development of the organization.
All individuals and organizations perform the environment which requires competition for limited
resources, include of financial resources and information resources, etc.... In other words, in this
environment both organizations and individuals have to accept change and develop to adapt the
environment. The limited resources have created some level of conflicts, such as ... Show more
content on Helpwriting.net ...
This company operates in the field of education and training. We have a lot of training courses,
focus on students and organizations.
This is a small company whose structure contains three main parts as below diagram:
Figure : Structure of ASK company
The administration department is in charge of administrative task and accounting.
Program developing department is responsible for sales & marketing department as well because
main sales forms are Telesales and consulting programs to clients.
The company is managed as family style. There is no clear separation between the level of manager
and staff. To create a comfortable and flexible working environment staff is managed by objectives
without any constraint of time. This model of management operates effectively in the first phase of
the company. However, in the development of the organization, this model becomes incompatible. It
requires the company managers to apply another suitable management model.
CONFLICT ISSUES / PROBLEM
The expansion and development require ASK Company to recruit new staff. The managers face
difficulty in managing their staff when the number of employees increases.
In December 2010, the company decided to apply new management policy for all employees. A
series of new regulations about the position, salary, bonus, working time,...were issued. This new

policy was not positively responded by the employees. Moreover, it leaded to the conflict between
the managers and their

Management and Conflict Resolution
All conflict within an organization is detrimental to employees and the organization. Discuss.
Conflict can be defined as "a process that begins when one party perceives that another party has
negatively affected, or it is about to negatively affect, something the first party cares about",
(Huczynski and Buchanan, 2007). Huczynski and Buchanan (2007) also perceive conflict as a
mental state which has to be acknowledged by the two parties involved to comply with its
definition. In an organizational environment, conflict is strongly connected to managerial skills.
There are different situations where conflict can occur but it is often a consequence of lack of
communication, misunderstandings, disagreements which mean basic human ... Show more content
on Helpwriting.net ...
It ranges from job requirements to statement of objectives. Special liaison refers to using a more
experienced member to train staff and offer broader information about their activities. All these
methods of co–ordination are mainly ways of hedging that people know their roles and
responsibilities and how to be deployed.
All of the measures above represent actions taken by organization in order to have a clear
differentiation between employees and their roles and to co–ordinate their functions. The reaction to
this form or organizational order consists of perceptions and emotions from employees.
Types of conflict
French et al(2008) agree that another classification of conflict is made through communication
levels: intrapersonal, interpersonal, intergroup conflict and interorganizational conflict. Intrapersonal
conflict is usually the perception an individual has upon the goals and opportunities received. The
best example would be choosing between equal alternatives. Interpersonal conflict occurs between
two individuals and intergroup conflict is between larger groups such as departments.
Interorganisational conflict occurs between organizations or larger units in large organizations, such
as trade unions.
According to Higgerson (1996) there are specific cues managers should follow in anticipating a
conflict. Changes in behavior such as verbal or non verbal signs and change of attitude can all
reflect how employees react to an uncomfortable

Conflict Management : The Styles And Outcomes Of Managing...
Conflict Management: The Styles and Outcomes of Managing Conflict in Modern Society
Corbin Metz
University of Oklahoma
Communication is an obligatory aspect for the existence of human life. In our society today, conflict
is managed through various styles, some leading to more positive outcomes than others. Although
many people attempt to not confront conflict and rather avoid the issue, which may cause it to
worsen, it is an aspect that every person will encounter frequently under day–to–day circumstances
(Huntley & Owens, 2012). Conflict in the realm of communication may be extremely difficult to
handle, but ultimately builds one stronger and creates a more positive, well–rounded, being socially.
By gaining knowledge on the correct way to encounter and master conflict through communication,
our society may eliminate complications in a positive fashion. Not only will learning how to manage
conflict benefit one in large social situations, but also may enhance relational maintenance in
various lives. Ultimately, the general key to success in conflict management includes setting goals
and practicing daily the methods to help overcome these strains in the future. Conflict in the area of
communication is a facet that has been accepted since the beginning of time and will continue to
affect majority of lives around the world. There are many reasons as to why certain people may deal
with conflict better than others, but most

Conflict Management
Conflict Management can often be the toughest task for a leader to handle. It involves dealing with
inter–personal and intra–personal conflict. As a team leader of a technical event called Pulse'09 at
my university, I had to deal with conflicts on a regular basis. Conflicts usually arise either due to
lack of effective communication, different ideologies, lack of resources or due to task
interdependence [3]. It was by far my most life changing experience as it taught me the reason
behind conflicts and the way to resolve them. In this paper, I will be talking about the way I dealt
with conflicts and managed them, the impact they had on the team performance and what I could do
to improve my leadership by contrasting my experience to the ... Show more content on
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Members began to work more for the success of their groups and indirectly contributed to the
success of Pulse'09. Communication was not an issue anymore and meetings were held regularly.
There were times when the groups met more than once during the week to discuss individual
progress. Team meetings saw less of conflicts and more of a productive discussion that was aimed at
the success of the event. Incorporating a reward system, I guess was the key that created a sense of
healthy competition amongst the individual groups and made the members strive towards the goal.
As the event came closer, the more positive I felt about the success of Pulse'09. The last meetings
focused on bringing together the work done by individual groups. The norms remained the same and
thus, the productivity of the team as a whole too didn't seem to lessen. The event was a huge success
and was listed amongst the top 10 technical festivals to attend in the 'Times of India' newspaper.
When I think back now, I feel I could have done a better job in showcasing my leadership skills.
Especially after attending the leadership class, I could have done a lot differently. It was my first
time as a leader and no doubt I had done a good job, but with experience I definitely feel that I could
have executed a better leadership style at the event. If given a chance again, I would definitely be
aware of the

Conflict Management
Conflict Management
Conflict Management
Yamil Little
Strayer University
BUS520
Dr. Anthony Hughes
02/27/11
Conflict Management
Introduction In today's ever–changing business environment organizations encounter varying levels
of intrapersonal, interpersonal, intragroup, and intergroup conflicts. Intrapersonal conflict is a battle
within oneself, which usually involves a life goal and/or change. Interpersonal conflict is when two
or more people have opposing perspectives to a given situation. Intragroup conflict is when
disagreements occur amongst some or all members of a group and ultimately affects productivity.
Intergroup conflict is when disagreements occur between different teams or groups. The ... Show
more content on Helpwriting.net ...
Occurring Conflicts
Mike Hammer, CEO of General Hospital, realized that there were many problems within the
hospital. Without progressive action the hospital would soon face survivability issues and possibly
lose its accreditation to practice medicine. Mike Hammer's biggest challenge at General Hospital
was to cut costs while increasing revenues so that promising current services added in areas that will
allow General Hospital to compete with the medical center. In Hammer's experience physician costs
were a major factor in the inability of hospitals being able to regulate costs. He believed that
physicians didn't understand that their costs were directly connected to the viability of the hospital in
which they worked. General Hospital's failure to achieve effective cost control methods led Hammer
to believe that physician–controlled costs had to be addressed, one physician at a time. The hiring of
Marge Harding as the hospital's chief operating officer and giving her unilateral authority to place
contacts and fire employees enabled Mike Hammer to test his cost control theory. At General
Hospital Dr. James Boyer, whose salary is roughly $100,000 a year, interpreted all EKG readings.
Harding realizing that computerized EKG interpretations are the norm systematically signed a one–
year contract on behalf of General Hospital with Health

The Conflict And Systems Theory Of Conflict Management
Conflict is an offensive obstruction of contrasts from two distinct parties on a perceive contradiction
on the desires and concerns of others carrying out their goals. According to Cooper, Conflict
develops when something is propelled into the space already occupied by something else that cannot
readily accommodate this new presence (2003). The destructive potential experience of conflict
exists as a major aspect of organization life which offer access for advancement, change and
development. These conflict results are vital to theory conflict management method in achieving a
conclusion. Management assumes a willingness to desist or disengage so that the energy produced
by the conflict can be appropriately dissipated (Cooper, 2003).
Systems theory of conflict management is an ideology that reconizes the conceivable sources of the
several types of conflicts in an organization while also explaining how the conflicts can be resolved.
The theory places significance on characters of individuals in the affiliation while concentrating its
investigation on how and why an person's deed can trigger a reaction or reply from another person
within an organization or institution, and how its solution can be worked out. Due to the fact that
organizations hire diverse individuals with distinct personalities and cultural backgrounds, there are
possibilities of the employees failing to work smoothly with each other and thus a workable solution
has to be sought so as to build a knighted

Workplace Conflicts And Conflict Management Styles
Workplace Conflicts and Conflict Management Styles
Greg Jefia
MBA 5213
Dr. Edwards
December 12, 2014
Introduction
Conflicts in the workplace and interpersonal relationship are inevitable. Organizational conflict is
common in the workplace because people always have divergent views on various issues, interests,
ideologies, goals, and aspirations (Deutsch, 1990). Conflict exists in all kinds of environments
because people compete for power, jobs, resources, security and recognition. People who seek
power therefore, struggle with others for position or status within the group (Henry, 2009).
As Landau, stated, "Conflict exists in all human relationships: it always has and probably will"
(Landau 2001). The traditional view of conflict as something harmful has changed to a common
perceptions where conflict is seen as a way of organizational life. Conflicts beyond usual tensions
may arise when there is misunderstanding, complications or people with different cultural
orientations are interacting. These misunderstandings occurs as result of differing needs, conflict
management styles, assumptions and expectations and stress related issues within the workplace
environment. (Leung & Tjosvold, 1998; Ting–Toomey, 1988). In many cases, an effective conflict
resolution can lead to personal and organizational growth.
Purpose of Study
The goal of this research paper is to identify the role of conflicts in a workplace environment, how
we can handle conflicts and adopting the best

Personal Conflict Management Research Paper
Conflicts are a constant companion of our lives. It's a fact of life, we should accept and simply learn
how to effectively and appropriately manage it. In order to improve as a better negotiator and
competent communicator, I need to understand myself from different perspectives externally and
eternally. In this paper, I will analyze two major conflicts in my life that I would like to handle
better, my strength and weaknesses and what skills I anticipate to improve my personal conflict
management abilities. As far back as I can remember there has been tension between my mother and
me, and after going to school and growing up, in other words, I want to be able to resolve it more
than anything. My mom is the only person, I have in the entire ... Show more content on
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About seven months into a relationship with my girlfriend, we started experiencing major conflict.
We began to have random fights over small things, flipping out over misunderstandings, we just
couldn't seem to get on the same page about anything. The most disturbing things that bother both of
us are time spent together and conflicts over our past. It's clear that relationship conflict occurs
because expectations aren't being met. Obviously, each person comes into a relationship with certain
expectations that are based on past experiences, childhood, or how you think things should be. My
girlfriend and I have so much in common, but despite that still have some real struggles over trivial
things. Her biggest problem is me not spending enough of time with her. This is the major issue, that
we had so far. She already graduated and works full time, and I still go to college and live with
parents. On the side, I also work part–time, so it's hard to commit seeing each other that often. The
dilemma and miscommunication uprises in this situation, where she thinks that I don't want to see
her at all, rather than I simply don't have time for it. Often, she tends to hold back during the initial
conflict and take a more strategic, long–range position and waits for a trigger to start a conflict.
However, she delivers her concern clear and concise. My weakness is my short temper, it makes me

Conflict Management Style With Others
Conflict Management Style When considering your conflict management style with others, be it;
personal or professional, we tend to use the style that seems appropriate to the conflict.
Managing conflict is a difficult task that we all face during our life time, but becoming aware of
your own characteristic style could help determine why conflicts result exactly the way they do. It
helps determine what is a healthy outcome, or not? Each circumstance is different! Interpersonal
conflict is very common with many relationships. It occurs when two people can not meet in the
middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More
frequently; when dealing with members of your own family, issues arise that include conflict and
resolution. During this process our true conflict management style appears "out of thin air". (Steve
A. Beebe, 2008, p. 191). Our behavior or conflict style tells a lot about us as humans. It is an
important piece of life's puzzles, and how we go about living a healthy life. Our particular path
decides where conflict will lead to, or if it could be resolved quickly with everyone feeling content.
However, our non–verbal behavior could indicate when a person is upset or anoid.This is usually
related to unmet needs or goals (Steve A. Beebe, 2008, p. 191). I participated in a conflict
management style quiz that was created by Reginald Adkins to see what style I followed. The style
that I tend to follow is Harmonizing.

Essay On Conflict Management
a) Conflict can be define as a part of our life. No matter where we are, sometimes we will have
conflict to each other. The most common conflict I think is conversation among human. Conflict is
inevitable and even desirable: "To work in an organization is to be in conflict. To take advantage of
joint work requires conflict management" (Tjosvold 2008: 19). The function of managing an
organization. The organization in management can be separate to some categories that is leading,
organizing, controlling and planning. From the journal i do research before, conflict of a company
usually happened when doing a project. It is not possible there is no conflict happened. The team of
the people are from different background skills and norm. So, when ... Show more content on
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First, conflict within the individuals. The individuals and conflict is actually related. The value and
belief for each other is different. For example, to prevent unwanted phone call and unwanted visitors
a secretary will lie that her boss is not in office. The other example i would like to give is Malay
prefer to eat using their hand, but Chinese is not. Chinese is using spoon and chopstick to having
their meal. This issue sometimes is not accept by Malay, because they feel that using hand is more
suitable. This become a conflict issue, but since there is someone explain to others the conflict can
be easily settle down. Conflict happened usually because of the value of conflict. For example, a
boss is forces an employee to cheat a customer to buy a unit of apartment that is not worth the value.
The employee is not satisfied with boss, because the employee think that cheat customer is not a
right way of service. Once the customer found that he got cheated. He will lost trusted to the
employee. This causes a role of conflict between the boss and the employee. Second type of conflict
is interpersonal conflict, this conflict involve up to two individuals and is the most recognized
conflict. For example, two manager from the same department are fighting their power in office.
When there is only one of them got more power in the office/ department. Conflict happened,
because only one of them is the most powerful. This is what we called interpersonal conflict. The
other example usually happened in an office is related to agreement or disagreement of a decision.
These interpersonal conflicts are often the results of personality clashes. The widely different of
characteristics' and attitude will make people have different of aim and views. Third, intergroup
conflict. There are a lot of department and team in a company they will put their effort on work
against how the company going to pay them. If their

Evaluating Conflict Management Style
1. Purpose of assessment is to identify my preferred conflict management style.
2. Total = Yielding: 8 Compromisng: 13 Forcing: 16 Problem Solving: 15 Avoiding: 11
3. My assessment scores have my preferred conflict handling style as forcing. "Forcing tries to win
the conflict at the other's expense. It includes "hard" influence tactics, particularly assertiveness, to
get one's own way" (McShane & Von Glinow, 2017, p. B–8). I also use problem solving as a conflict
style to work together for common ground on agreement that can counter the selfishness of forcing.
"Problem solving tries to find a mutually beneficial solution for both parties" (McShane & Von
Glinow, 2017, p. B–8).
4. The workforce will always have some type of conflict, issues

conflict management styles Essay
Conflict Management Styles
How many people have conflicts with there parents? This is not a uncommon thing for young adults
to show conflict with their parents. Conflicts are something that occur very often and it seems as
though young adults have lots of conflicts with their parents. Some young adults feel as though, if
they are eighteen, nineteen, or twenty that they are able to make their own decisions. Whether it be
staying out past curfew, borrowing the car, or staying over a friends house, the young adult or
teenager doesn't see eye to eye with their parents and this is where the conflict comes into play.
In this paper the conflict ... Show more content on Helpwriting.net ...
The Collaborating tactic may be used when your whole objective on the conflict is to learn. Also it
is a good idea to use the Collaborating tactic when you want to work through feeling that have
interfered with the relationship with the other person in the conflict. Competing tactic is excellent
when you want to cut the through all of the non sense and get to a resolution of the conflict quickly.
When quick decisive resolutions are very important, or when people attempt to disagree with you
and your right without a doubt. The last tactic that Rahim and Magner talk about is the
Compromising tactic. This is good for when, goals are important to you but they are not worth all
the trouble they may cause. To achieve rather quick and easy resolutions to rather complex
disagreements
So, next time there is a conflict with your parents, try to use the accommodating, collaborating,
competing, compromising or even avoiding tactic to resolve the problem so both parties feel
satisfied.
Bibliography:
Dumlao, Rebecca. Botta, Renee."Family communication patterns and the conflict styles young
adults use with their fathers." Communication Quarterly. Vol. 48 no. 2 Spring 2000: 174–189.
Endres, Thomas G. :Father–daughter dramas: A Q–investigation of rhetorical

Biblical Perspectives on Conflict Management and Peacemaking
OUTLINE
I. Introduction
II. Basic Conflict Concepts
III. Peacemaking
IV. The Author's Life Lessons
BIBLICAL PERSPECTIVES ON CONFLICT MANAGEMENT AND PEACEMAKING
Introduction As descendants of Adam and Eve, one has a few realities to grapple with. This reality is
based in the fact that one has a sin nature. Sin is present and influences everyday life. The world is
evil, life is hard and conflict happens because sin is a reality of this world. One does not accept the
world just as it is but makes an effort to reform it. Life is difficult but one seeks means by which to
lighten the load along the broken road of life. One is motivated to exert resources toward ... Show
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they hold the most amount of influence. Therefore, it behooves leaders to assess the types of conflict
management so that, as the situation requires the leader can adapt the approaches for the most
positive outcome for all involved.
In his book, Creative Conflict Management, Donald Palmer identifies five main conflict
management styles. Each of these styles has certain pros and cons as well as appropriate times for
use. These five styles are: avoiding, accommodating, collaborating, compromising and attacking.
(Donald Palmer, Creative Conflict Management, 25–31)
Avoiding
This style involves simply staying out of conflict. It requires very little investment toward
relationships, passivity and unassertiveness on the part of the avoider. The avoider will run, hide or
simply withdraw to alleviate any pain that may potentially be accrued. The outcome is often that
conflict goes unresolved and bitterness may occur. However, this may be an appropriate response
when others in conflict are too immature to respond well, when conflict cannot possibly result in
positive outcomes or as a stalling tactic to allow time needed to settle emotions thus bringing clarity.
Accommodating
This style is implemented when an individual's focus is to maintain relationships–even at unhealthy
costs. The style often necessitates sacrificing the interest of the accommodator to appease the
interests of others. This style often

Conflict Management Research Paper
Conflict Management My husband and I have an ongoing conflict over my feelings for one of his
friends. I do not want to choose his friends, but one friend and his wife have mistreated me in the
past. He has known Alex for many years and Alex's new wife was very hateful to me while Alex
egged it on. My husband and Alex still meet up for lunch from time to time, and it always makes me
feel like I am being betrayed. I am not one to hold back my feelings. My husband always tells
everyone that he has no problem trying to figure out my feelings because I will tell him. I have a
hard time trying to talk to him about this situation because I do not want to tell him who he can and
cannot have as friends. I get offended when he mentions that he was ... Show more content on
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This is a little different from usual in our house and I really hoped to have this conversation and not
ruin the evening. I put on some music and we sat down to eat. I asked him about his day and listen
to all of his adventures of the past 10 hours. He asked about my day and I told him I did not do
anything out of the ordinary but I did have something on my mind and I asked if this was an okay
time to have a quick "discussion." He said sure and I preceded to tell him about this assignment I
have been working on for Communications class. I told him that I could not find many conflicts to
write about, "but there is one thing that has been bothering me every now and then." I told him that I
have not brought it up before now because I feel like it might be too easy to step on his toes and that
is the last thing I want to do. Then told him that when he is friendly with Alex I feel betrayed. He
gave me a very confused look and I continued by saying that is not about his being friendly as much
as it is about my feelings. I explained that I am aware that he and Alex have been friends for a long
time and that I did not want to come between that, but after the way I was treated by Alex's wife and
Alex did not seem to think there was anything wrong with treating his friends wife that way, I feel
like he is against me or not on my side. I went on to explain that when he visits with Alex, I feel like
have no one in my corner. These two

Conflict Between Conflict Management And Resolution
Learned– there is still a negative association with conflict. Reflects poorly on the supervisor when
there is conflict but in reality it's only negative when the supervisor or employee, depending on the
situation does not address the conflict. Unresolved conflicts can negatively impact not only the
employees involved but also the company. Unresolved conflicts result in negative impacts not only
to the individual but also the company. Focus on the problem, not the person. Sometimes the
conflict will be reoccurring or unresolvable to the satisfaction of both parties.
The key concept that I learned or were reinforced through the readings are removing emotions,
setting a goal for the resolution and conflicts are inevitable. My position often requires me to be
involved with numerous conflicts both directly and indirectly. There are times that I encounter angry
and frustrated employees due to conflicts with both co–workers and supervisors. Often I get
involved and help identify and walk both through the conflict.
One of the most critical concepts of conflict management and resolution is to remove emotions from
the issue. This is often easier said than done. It is important to remember that there are multiple
emotions from multiple people that can cloud judgement and influence our listening abilities.
Refraining from making assumptions based on emotional connection is also important. An example
of emotions and assumptions is one that occurred recently. One of my staff

Conflict Management
ORGANIZATIONAL CONFLICT MANAGEMENT
1. ABSTRACT
Organizational conflict is a state of discord caused by the actual or perceived opposition of needs,
values and interests between people working together. Conflict takes many forms in organizations;
there is the inevitable clash between formal authority and power and those individuals and groups
affected. There are disputes over how revenues should be divided, how the work should be done and
how long and hard people should work. There are jurisdictional disagreements among individuals,
departments, and between unions and management. Various issues relating to organizational
conflict, techniques, systems and practices for conflict resolution will also be discussed in this paper.
Keywords: ... Show more content on Helpwriting.net ...
Characteristic differences – culture, race, values, gender, personal preferences, age, perception,
social status, etc.
5. REASONS FOR ORGANIZATIONAL CONFLICT
The people are aware of the factors that generate organizational conflicts such as scarcity,
obstruction and incompatible interests or goals. Resource scarcity, monetary, job, prestige or power,
encourages the obstruction of behaviour and organizational conflict arises. Organizational Conflict
can also be broken out when one party avoids the goal achievement of the other one. Reiterating
these ideas, declares that organizational conflict is clearly associated with power and can emerge
when goal achievement of an organization is avoided.
The reasons that justify conflict in organizations: 1. As departments grow, people lose contact with
other departments, or yet, members of a department start to think differently from other areas. 2. The
increase of emphasis in the financial measures as a tool for motivation for managers and the
establishment of different profit centres inside an integrated business system end up creating many
conflicts. 3. The increasing rise of emphasis in functional specialization, politics of promotion and
recruiting reinforce the isolation of departments, generating conflicts. 4. Today there is more room
for workers to show criticism among each other, while this freedom of speech can be beneficial for
society as a whole, in organizational context can be transformed into

Negotiation Approach In Conflict Management
nd one's way out of a conflict, negotiation is the best tool. Negotiation is a technique of conflict
management. Negotiation is the most peaceful way out of a conflict although it may not be that
practical in some instances. Successful negotiation in each and every aspect is a utopic approach and
quite impractical. Nonetheless, It's fruitfulness has stamped its marks in the subject of human
behavior in organization structures. [1]
Negotiation can be defined in this context as
"seeking a way out of a given problem through discussion in such a way that the ideas of all parties
are heeded properly and a suitable,intermediate and optimal way is chosen such that all parties are
appeased"
Borisoff and Victor (1998) point out, "We have come to recognize ... Show more content on
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Unclear circles of influence may also result in conflicts as to whom is responsible for carrying out a
certain task.
Difference in perceptions resulting in different approaches towards a particular issue also causes
conflicts. It is easy to imagine a situation in which two people have the same goal but they differ
vastly with regards to the choice of path they must take to reach that goal. In business terms, it is
analogous to the choice of strategies for the achievement of a certain targeted outcome.
Conflicts caused by personality clashes are very common. These can be aptly called the
unprofessional conflicts as they arise simply as a result of two people not getting along well because
of their differences in beliefs, genders, habits, attitudes etc[3].In a professional field, one is usually
taught to get over such differences and clashes and work for the common betterment of the
organization. So these are in a sense worst and the most unfruitful type of conflicts.
Types based on usefulness:
Functional

Conflict Management Style Analysis
My conflict management style is best characterized as avoiding. It is best described as not paying
attention to the conflict or pretending it does not exist. People who use the avoiding strategy
generally keep quiet during a disagreement as they view speaking up as not worthwhile and believe
little will result from it. This accurately describes my style with people I am not familiar with, but it
is wrong for people that I am close to. My roommate, who I was randomly assigned with, made it a
habit of coming in late each night. Coming in at midnight was early for him. I avoided saying
anything to him for approximately a month. After getting to know him, I felt comfortable bringing
up the subject. He brushed it off the first time, and

When analyzing my abilities to manage conflict at work, and reading about conflict management, I
would say my conflict–handing style is a mixture of collaborating and compromise. I like to solve
problems, and I like to work with others to ensure the right solution is developed to solve the right
problem. I also like to make sure the outcome doesn't negatively affect others. I really enjoy solving
a problem that could potentially solve other outstanding problems. To do this, I tend to collaborate
with others to ensure the right people are working together to address everyone's concerns, ideas,
and goals. According to Organizational Behavior, Chapter 10, the collaboration management style is
used to develop a solution that creates an outcome ... Show more content on Helpwriting.net ...
So when people complain, our management just thinks they are residing change, etc., when really
they are just trying to figure out what the heck they are supposed to be doing. What my new
management needs to understand is, everyone receives information differently, we all have a
different way of perceiving things, and we all have different communication styles. They cannot
expect to reach everyone in the same way. They have to creativity when coming up with ways to
effectively communicate the new vision, expectations, and the new way of doing things. They need
to consider the following when communicating and trying to mitigate conflict: generation gaps,
extroverts vs. introverts, newcomers vs. old–timers, cultural differences, differences in perception,
and personalities. Conflict is everywhere, but a lot of unnecessary conflict can be mitigated by
simply addressing ineffective communication, providing clear direction, instilling the organization's
vision, providing opportunities for employees to work towards the vision, and set the organizational
culture across every level, so we all can march to the same beat, without trying to rip everyone's
heads

Pause and Reflect:
1. For which conflict management style is your score highest? Are you surprised? My highest
management style score was set A, collaboration. For the most part, this result did not surprise me. I
tend to be the type of person that is willing to work together and come to a resolution. I am not,
however the type of person that will let my thoughts and judgements get left behind. I feel it is
important to keep my principals while letting the other person respectfully know my opinion. I know
this is true for me because I am willing to work out any issues positive or negative. I will say the
only thing that is surprising about this result for me is I feel it is stating I think am always right. I am
not the kind of person with the attitude that I am always right. I am the person that is willing to
compromise to come to a common solution. 2. What are some advantages of the style(s) you use
most often? Some disadvantages? ... Show more content on Helpwriting.net ...
Each side wins and there is no one–sidedness to either solution. Another advantage of this style is
less conflict. In the end each party may have said their part, but in the end each side comes out with
a win. A third advantage of collaboration style is less animosity. When the conflict is all said and
done, neither party has to walk away feeling like they lost. Disadvantages of this style are that each
side may have strong opinions. In this style people are less prone to back down from what they
believe in. Another disadvantage of this style is it may be harder to reach a middle ground. The
middle ground is eventually reached, but it due to stronger personalities it may take longer for a
steady partnership to

The Conflict And Conflict Management Strategies
Robbins and Judge define conflict as a process that begins when one party perceives another party
has or is about to negatively affect something that is cared about. There is a variety of conflicts that
individuals will encounter within their lives. Knowing and understating the conflict cycle and
understanding conflict management strategies will help individuals solve conflict in a reasonable
manner (Robbins & Judge, 2014).
Discussing Contentious Issues/ Bringing Conflict into the Open When managers are faced with
discussing contentious issues or having to bring up conflict within their organizations, there are
several steps that they can take to ensure that all goes smoothly. A process should be put in place
that ensures that all individuals feel safe when bringing up ideas and thoughts. Managers must
prepare and plan for what might come their way. Goals and objectives of the discussion must be
clear to all involved. Goals should be put in writing and a range of potential outcomes should be
shared (Robbins & Judge, 2014, p. 315–316). Next ground rules should be established. Grounds
rules are a list of expected behaviors that individuals must portray during a discussion/meeting. The
following are a list of ground rules that could be helpful when discussing contentious issues.
Don't interrupt
Give everyone equal time to speak
No outside interruptions (cell phones, etc.)
Be respectful of other people's opinions
Address the issue, don't attack the

Conflict Management And Visionary Leadership
This paper will synthesize in groups, topics and subtopics of articles previously used in week four
and five of this course. These articles are about conflict management styles in various organizations
using Nigeria as a case study. The authors Kaban & Conar (2012) wrote this article "Conflict
Management and Visionary Leadership" to find efficient conflict measures to resolve conflict
without harming institution targets and activities. Prause and Mujtab (2015) looked into the current
"Current Management Practice in diverse workplace" with the purpose of finding best conflict
management style. Rahim (2002) researched on "Toward a Theory of Managing Organizational
Conflict". Alabi (2010) studied "Management of Conflicts and Crises in Nigeria: Education
Planner's View" while Akintayo (2012) researched on the "Influence of Management Style on
Conflict Effectiveness in Work Organization South–Western Nigeria" with the purpose of
ascertaining the relative impact of managerial strategy on conflict resolution effectiveness towards
ensuring sustainable organizational peace. However, each of the authors presents a conflict style to
control crises in the organization. According to the authors there are many sources of organizational
conflict in Nigeria; however this situation presents great challenges on CEOs' on applicable
measures on how to manage conflict. Most organizations in Nigeria have difficulties managing
employee conflict and therefore the need to introduce various

Conflict Between Conflict And Conflict Management
1. "People are afraid of conflict because they do not have essential skills to manage it well." This is
true because according to O'Grady and Malloch (2016), conflict is reflection of an insufficient
knowledge of the dynamics of conflict and a lack of capability in its management. In the case of
Nancy, perhaps she needs to undergo specialty training or classes about conflict management in
order to improve their unit's dynamic or interaction.
2. "If you engage with conflict too early, there is a chance that the situation might have been
misconstrued and sufficient time will not have passed to make sure that all of the elements of the
conflict have emerged appropriately." This is false because the earlier recognition of conflicts help
lessen and even inhibit its further development in the clinical setting (O'Grady & Malloch, 2016).
Nancy should not wait that long in dealing with her uncomfortable feelings or concerns with her
staff, and vice–versa. They should have an open communication in dealing with their individual
issues or concerns in order to avoid any cascade of event that will lead to the development of a long
term conflict which may affect the dynamic of their unit (probably may affect their performance as a
team in the end). According to O'Grady and Malloch (p. 131, 2016), "each cascading extension of
the conflict becomes increasingly more difficult to resolve."
3. "Emotions must be controlled and separated from the conflict so that the real issues can be

Conflict Management in the Workplace
Conflict Management
Learning Team A: Dana Stinson, Timothy Bird, Sterling Richards, Diana Loutensock
LDR/531
October 5, 2010
Richard Hartley, M.A.
Conflict Management Training Program
Our consulting firm, Conflict Professionals, specializes in training all levels of managers (executive,
mid– and entry–level) in the art of managing conflict within their teams and organizations. What is
conflict and how does it arise? Typically, it occurs when two or more people oppose one another
because their needs, wants, goals, or values are different. It is almost always accompanied by
feelings of anger, frustration, hurt, anxiety, or fear. An individual may also have internal conflict
issues causing stress and incapacitating him or her ... Show more content on Helpwriting.net ...
* Discuss accomplishments, challenges, issues, and employees' progress towards goals.
WEEK 2
* Report progress from week one concepts and address concerns
* Get Regular Written Status Reports * Include accomplishments through the month. * Incorporate
any challenges employees come across in performing their job functions.
* Conduct Basic Trainings * Interpersonal Communication Training * People react to conflict with
violence (yelling and placing blame) and silence (agreeing with things they don't agree with and
shutting down communication).
* Managers create a safe environment for communicating by determining the facts and focusing on
the common goals.
WEEK 3
* Report progress from week two concepts and address concerns
* Employees' Involvement on Daily Tasks * Employees should be involved in defining tasks. This
creates trust and engages employees. * Have employees create written procedures on tasks. All

employees should review those documents.
* Employees need to be trained on the procedures. The procedural documents should be placed in a
visible area with open access for all employees.
* Regular Management Meetings * All team members should attend. * Discussion topics should
include company initiatives, accomplishments, and the status of

Conflict Of Conflict Management Styles
Introduction Many people do their best to avoid conflict at all costs, but it is an occurrence that
everyone must deal with from time to time. Understandable, the avoidance of conflict is glamorous,
however learning how to handle the conflicts can make them seem less bothersome. Learning how
to manage conflict is a key factor in becoming a manager and the execution of that learning can be
very different from manager to manager. Shanker (2013) describes conflict management styles as an
equation involving the disposition of the manager, range of situations the manager finds themselves
in, specific strategies, and individual intentions. Every manager is different in their conflict
management style, but the act of confrontation is present in most conflicts.
Confrontation
The confrontation style of conflict management can be seen in higher–performing organizations, but
can be found in all situations, professional or personal (Goncalves, et al., 2016). Confrontation is
defined as the volatile face to face interaction regarding a particular conflict, usually regarded as
aggressive or argumentative. Cahn and Abigail (2014) offer six steps to confrontation that can aid a
manager in transitioning through a conflict. These steps include "Preparation: identify your
problems/needs/issues, arrange for a time and place to meet and talk, interpersonal confrontation:
talk to the other person about your problem, consider your partner's point of view: listen, empathize,
and respond with

Disadvantages Of Conflict Management
Conflict is known to be inseparable in all human interactions. An organization can be recognized as
a unit which attempts to move towards goals, productivity, profit and success. But within the
institute itself, conflicts arise everyday relating to various factors on which employees, managers
and departments disagree. The amount and the seriousness of these conflicts will vary noticeably
from cordial disagreement to open conflict, such as strike action. In a controlled manner, conflict
can stimulate creativity and action to a project or an organization that may have been remaining
within the boundaries of safety and becoming state. Conflict can be a serious problem in an
organization. It can create conditions that make it nearly impossible for employees to work together.
On the other hand, conflict also has a less well known positive side.
1.1. Definition of conflict ... Show more content on Helpwriting.net ...
The major contribution of the interactionist approach is encouraging group leader to maintain
minimum level of conflict enough to keep the group practical, self–critical and creative. So it is
suggested that managers within the organization should maintain the level of conflict which may
keep the organization active, creative and capable of dealing with adversity in their environment.
The theory does not suggests that all conflict is good. Whether a conflict is good or bad depends on
the type of conflict. The good or bad conflict here refers to functional and dysfunctional conflict.
Functional conflict supports the goals of a group and its presence within the organization actually
improves performance. Dysfunctional conflict, on the other hand, acts as the obstacle to the
performance of the group and frustrates the objective of the

Conflict Management Styles Paper

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