This document presents information on conflict management. It defines conflict and identifies its key elements. There are two types of conflict: functional and dysfunctional. Functional conflicts involve organizational goals while dysfunctional conflicts hinder group performance. Sources of conflict include competition over scarce resources, non-standardized procedures, and differences in goals and values. Conflict can serve positive functions by establishing identity, acting as a safety valve, increasing group cohesion, spurring needed change, and enhancing communication. Methods for dealing with conflict include denial, competition, accommodation, compromise/negotiation, and collaboration.
Sophie Theis and Greg Seymour
POLICY SEMINAR
Addressing gender and social barriers to resilience: Measuring and leveraging household decision making for resilience
Co-Organized by IFPRI and Mercy Corps
JUN 27, 2018 - 09:30 AM TO 11:00 AM EDT
Conflict management OD interventions - Organizational Change and Development...manumelwin
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict.
The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting.
Properly managed conflict can improve group outcomes.
Impact of Team Cohesion on performance among Tunisian Women Soccer Playersiosrjce
Group cohesion is a dynamic process where the group tends to remain together and united in the
pursuit of its goal for the satisfaction of the affective needs of group members (Paskevich, Estabrooks, Brawley,
and Carron, 2001). Team cohesion exists where players are united in a common purpose (Cashmore, 2002).
Athletes often spend time together or share common interests outside of their chosen sport. A challenge to any
team is the maintenance of the team, rather than focusing on the individual. Our Study aims to identify the
relationship between sport cohesion and performance among Tunisian women football players. Our results have
shown a significant impact of team cohesion on the football performance
These slides are uploaded for information purposes and as a partial requirements of Philippine Women's University in PhD class. Subject : Governance in Health Care Practice
Sophie Theis and Greg Seymour
POLICY SEMINAR
Addressing gender and social barriers to resilience: Measuring and leveraging household decision making for resilience
Co-Organized by IFPRI and Mercy Corps
JUN 27, 2018 - 09:30 AM TO 11:00 AM EDT
Conflict management OD interventions - Organizational Change and Development...manumelwin
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict.
The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in organizational setting.
Properly managed conflict can improve group outcomes.
Impact of Team Cohesion on performance among Tunisian Women Soccer Playersiosrjce
Group cohesion is a dynamic process where the group tends to remain together and united in the
pursuit of its goal for the satisfaction of the affective needs of group members (Paskevich, Estabrooks, Brawley,
and Carron, 2001). Team cohesion exists where players are united in a common purpose (Cashmore, 2002).
Athletes often spend time together or share common interests outside of their chosen sport. A challenge to any
team is the maintenance of the team, rather than focusing on the individual. Our Study aims to identify the
relationship between sport cohesion and performance among Tunisian women football players. Our results have
shown a significant impact of team cohesion on the football performance
These slides are uploaded for information purposes and as a partial requirements of Philippine Women's University in PhD class. Subject : Governance in Health Care Practice
Conflict PowerPoint PPT Content Modern SampleAndrew Schwartz
131 slides include: the definition of conflict, symptoms and causes of conflict, 5 methods to handle conflict, group conflict and causes, ways to address conflict: ignoring - stifling, defusing, organizational conflict: positive and negative aspects, 4 stages of conflict management, organizational conflict and conflict management strategies, 17 points on how to overcome deadlocks, 5 types of conflict deadlocks each with causes and techniques to handle: relationship - data - value - interests - structural, conflict models, strategies, tips, how to’s and more.
ReadySetPresent (Conflict PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. We often frown upon conflict situations in the work place because we assume that their outcome is always negative. However, this is often not always true. Conflict can also be turned into a positive force that can increase personal and organizational effectiveness. 100+ PowerPoint presentation content slides. Conflict PowerPoint Presentation Content slides include topics such as: the definition of conflict, 10+ slides on symptoms and causes of conflict, 5 methods to handle conflict, 10 slides on group conflict and causes, 10 slides with ways to address conflict: ignoring - stifling, defusing, organizational conflict: positive and negative aspects, 4 stages of conflict management, 20+ slides on organizational conflict and conflict management strategies, 17 points on how to overcome deadlocks, 5 types of conflict deadlocks each with causes and techniques to handle: relationship - data - value - interests - structural, conflict models, strategies, 20+ tips, how to’s and more!
CONFLICT MANAGEMENT IN HEALTHCARETekeste AbateWest.docxdonnajames55
CONFLICT MANAGEMENT IN HEALTHCARE
Tekeste Abate
West Coast University
LDR 432 Principles of Leadership for Healthcare Organizations
Professor Coleen Poitinger
February 12, 2017
CONFLICT MANAGEMENT IN HEALTHCARE
The aim of conflict management is to enhance learning and group outcomes,
including effectiveness or performance in organizational settings. Properly managed conflict
can improve group outcomes. (Rahim, 2002).
The opportunities inherent in a conflict management system can be categorized
recognition of conflict as indicator to allow early identification of problems, promotion of a
proactive response to problems and conflict, encouragement of a culture of mutual respect,
open communication, and problem solving during inquiry or intervention relating to conflict,
and a means of working towards potential resolution.
Unaddressed interpersonal conflict can interfere with the personal well-being of the
individual, result in negative co-worker relationships, undermine safe patient care/outcomes;
and be disruptive to the organization. High relationship conflict appears to cause dysfunction
in team work, diminished commitment to team decisions and decrease organizational
commitment (Registered Nurses’ Association of Ontario, 2012). Conflict occurs at many
levels within an organization, among and between many healthcare providers and can be
about many things.
The management and resolution of conflict is critical to the effective functioning of the
organization. The nature of the health-care delivery system creates tension as professional
care-givers seek to meet the needs of patients and their families as well as the sometimes
competing demands of the system itself. Differences in perspectives based on the educational
socialization to their professions, position, authority and power often lead to conflicts in the
health care arena (Mills, 2002).
The increasing prevalence and subsequent impact of interpersonal conflict in health-
care settings necessitates for requirement for organizations to have a process to manage
conflict that may occur. Interpersonal conflictive interactions among members of the Health-
care team create subtle unpleasant experiences that result in negative attitudes and behaviors.
In turn, this can create a stressful work environment with negative consequences such as job
dissatisfaction, weak organizational commitment, and a lack of trust and sense of support in
the workplace.
Conflict, resentment and interpersonal disputes occur when someone believes their
values, needs or identity have been undermined or challenged. The most strongly negative
feelings associated with interpersonal conflict are anger, fear and contempt, which lead
people to disengage, or to engage destructively (“Developing Conflict, Resilient”). Without
a current conflict management system in place, it is difficult to know how various dis.
Team conflict management and teameffectiveness the effects .docxerlindaw
Team conflict management and team
effectiveness: the effects of task
interdependence and team identification
ANIT SOMECH
1*, HELENA SYNA DESIVILYA
2
AND HELENA LIDOGOSTER
1
1
University of Haifa, Haifa, Israel
2
Emek Yezreel College, Emek Yezreel, Israel
Summary The present study explores the dynamics of conflict management as a team phenomenon. The
study examines how the input variable of task structure (task interdependence) is related to
team conflict management style (cooperative versus competitive) and to team performance,
and how team identity moderates these relationships. Seventy-seven intact work teams from
high-technology companies participated in the study. Results revealed that at high levels of
team identity, task interdependence was positively associated with the cooperative style of
conflict management, which in turn fostered team performance. Although a negative associ-
ation was found between competitive style and team performance, this style of team conflict
management did not mediate between the interactive effect of task interdependence and team
identity on team performance. Copyright # 2008 John Wiley & Sons, Ltd.
Introduction
In modern organizations, teams have become the method of choice for responding quickly to
technological and market changes and thus improving the organization’s chances of survival (Illgen,
Hollenbeck, Johnson, & Jundt, 2006; Richter, West, van Dick, & Dawson, 2006). Considerable
research effort and human energy have been invested in understanding how to create and develop
effective teams (e.g., Illgen et al., 2006). Although research on teams within organizations has
developed somewhat independently from research on organizational conflict, over the past 20 years an
increasing number of studies have emphasized the impact of conflict on team dynamics and outcomes
(De Dreu & Beersma, 2005; Tjosvold, Hui, & Yu, 2005). Conflicts are common within the
interpersonal context of teams, as are attempts made to manage these conflicts (De Dreu & van de
Vliert, 1997; Rahim, Magner, & Shapiro, 2000). In such conflicts, team members become aware of
discrepancies, incompatible wishes, or incompatible desires (Jehn & Mannix, 2001). Among other
issues, teams must contend with conflicts over how to distribute work and rewards effectively and
fairly, how to cope with social loafing, and how best to accomplish their goals (Wageman, 1995).
Journal of Organizational Behavior
J. Organiz. Behav. 30, 359–378 (2009)
Published online 25 April 2008 in Wiley InterScience
(www.interscience.wiley.com) DOI: 10.1002/job.537
* Correspondence to: Anit Somech, Faculty of Education, University of Haifa, Mount Carmel, Haifa 31905, Israel.
E-mail: [email protected]
Copyright # 2008 John Wiley & Sons, Ltd.
Received 8 March 2007
Revised 18 February 2008
Accepted 9 March 2008
Furthermore, research has shown that it is not simply the presence of conflict that affects teams; rather,
how team members approach an.
IJMRR May 2013 Volume 3Issue 5Article No-32855-2862 .docxaryan532920
IJMRR/ May 2013/ Volume 3/Issue 5/Article No-3/2855-2862 ISSN: 2249-7196
*Corresponding Author www.ijmrr.com 2855
INTERNATIONAL JOURNAL OF MANAGEMENT RESEARCH
AND REVIEW
ORGANIZATIONAL CONFLICT MANAGEMENT STRATEGIES ON EMPLOYEE
JOB SATISFACTION: A CONCEPTUAL RELATIONSHIP
Shehu Aliyu Mukhtar*
1
1
Department of Management Sciences, Kano State College of Arts and Sciences, Kano-
Nigeria.
ABSTRACT
The paper provides a general look at conflict and conflict management strategies in
workplace. As part of its objective, it discovered the common sources and types of conflict,
basic component to conflict, importance as well as problems associated with conflict in an
organizational setting.The paper delves on some aspect of employee job satisfaction. It
proposes anfuture empirical investigation between organizational conflict management
strategies and employee job performance.
Keywords: Conflict management, strategy, organization, workplace.
1. INTRODUCTION
Conflict is as old as man, because it coexists with human existence and interaction between
different social forces (human beings, religion, culture, marriage) that make up the human
society. The social composition of the society reveals the existence of various social elements
which share so many things in common in terms of culture, biological nature; identity and so
on (Veshki, Jazayeri, Shariff, Esfani, Aminjafari&Hosnije, 2012). However, human beings
differs in so many respect as a result of individual differences which manifested in form of
emotional feelings, perception, physical structures, psychology etc. Despite, these differences
the social nature of man necessitates the interaction of man with another fellow human
being(s). However, the more they interact the more there is bound to be a conflict, as a result
of their differences in either personal, family and societal levels, making conflict endemic
and ubiquitous and as well pervasive in every human society past or present, traditional or
modern, simple or complex, and at all levels of the society. Hence conflict is inevitable as all
human societies, communities, organizations and interpersonal relationships experience
conflict at one time or the other in the process of their regular interactions (Bagobiri and
Kassah, 2009). Conflict affects the entire organisation, its segments, sub-segment and
components the same way it affects the society in general.Therefore, conflict is inevitable
between organization and organizational members within the environment, which simply
means that conflict is a common phenomenon between workers and the management and
between individual workers within the organization.
Conflict management may be perceived as a wider concept involving conflict resolution and
transformation when necessitated and it is more of a ...
The International Journal of Conflict Management 2002, Vol. .docxoreo10
The International Journal of Conflict Management
2002, Vol. 13, No. 3, pp. 206−235
TOWARD A THEORY OF MANAGING
ORGANIZATIONAL CONFLICT
M. Afzalur Rahim
Center for Advanced Studies in Management
The management of organizational conflict involves the diagnosis of and
intervention in affective and substantive conflicts at the interpersonal,
intragroup, and intergroup levels and the styles (strategies) used to
handle these conflicts. A diagnosis should indicate whether there is need
for an intervention and the type of intervention needed. In general, an
intervention is designed (a) to attain and maintain a moderate amount
of substantive conflict in nonroutine tasks at various levels, (b) to
reduce affective conflict at all levels, and (c) to enable the
organizational members to select and use the appropriate styles of
handling conflict so that various situations can be effectively dealt with.
Organizational learning and effectiveness can be enhanced through an
appropriate diagnosis of and process and structural interventions in
conflict.
Even though conflict is often said to be functional for organizations, most
recommendations relating to organizational conflict still fall within the spectrum of
conflict reduction, resolution, or minimization. Action recommendations from the
current organizational conflict literature show a disturbing lag when compared to
functional set of background assumptions that are often endorsed. These recom-
mendations are usually designed to deal with conflict at the dyadic or group levels
and are not appropriate for macro-level changes in an organization. Insofar as it
could be determined, the literature on organizational conflict is deficient (with
minor exceptions) in three major areas:
1. There is no clear set of rules to suggest when conflict ought to be main-
tained at a certain level, when reduced, when ignored, and when enhanced.
2. There is no clear set of guidelines to suggest how conflict can be reduced,
ignored, or enhanced to increase organizational learning and effectiveness.
Note: The author wishes to thank Michael E. Roloff and three anonymous reviewers for
critical comments and suggestions.
M. A. RAHIM 207
The International Journal of Conflict Management, Vol. 13, No. 3, 2002
3. There is no clear set of rules to indicate how conflict involving different
situations can be managed effectively.
This paper addresses these issues at a macro level and provides a design for
managing interpersonal, intragroup, and intergroup conflicts. All these can be use-
ful to the management practitioner as well as the academician.
Nature of Conflict
According to Roloff (1987), "organizational conflict occurs when members
engage in activities that are incompatible with those of colleagues within their net-
work, members of other collectivities, or unaffiliated individuals who utilize the
services or ...
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Unit 8 - Information and Communication Technology (Paper I).pdfThiyagu K
This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. Conflict Management
Introduction
Conflict; situation between 2 or more people; one person
perceives the other as negatively affected (Davidson, 2007)
Elements of a conflict;
Specific perception
Perception must be generally negative
Issue surrounding conflict; both parties care about
Conflict management; systematic process aimed at finding
mutually satisfying outcomes for 2 or more conflicted parties
Two types of conflict; functional and dysfunctional
Functional; conflicts on goals of organization
Dysfunctional; conflicts hindering group performances
Conflict reduces productivity (Davidson, 2007)
3. Sources of Conflict
Competition for scarce resources; allocation of limited
resources
Inherent conflict; non-standardized procedures, rules, and
policies within an organization
Line of staff relationship; differences of task responsibilities
Differences in goals and values;
Organizational ambiguities; questionable goals and unclear
roles
other types of conflict applicable within an organization;
Interpersonal conflict
Intrapersonal conflict
Intergroup conflict
4. Functions of Conflicts
Conflicts serve many functions within healthcare institutions
Conflicts establishes identity (Marquis & Huston, 2009)
Conflicts serves as a safety valve to hold the group together
Conflict increases group cohesion; strengthening and making
groups closer (Powell, 2003)
Conflict tests the strength of individuals and groups
Conflict spurs needed change (Marquis & Huston, 2009)
Conflict mobilizes energy
Conflict causes competition to improve performance
Conflict enhances communication
Conflict ends non-productive association (Powell, 2003)
5. Dealing with conflict
Various methods for dealing with conflict (Davidson, 2007)
Denial/ Avoidance/ Withdrawal; (Marquis & Huston, 2009)
threat of violence,
issue or timing not critical,
cooling off period require
Competition/ Power; (Powell, 2003)
Swift action needed
Important issue but unpopular
Protection against people taking advantage of non-competitive behavior
Accommodation; (Davidson, 2007)
Being wrong
Preservation of relationship
Hearing of better position
6. Dealing with conflict
Compromise/ Negotiation (Powell, 2003)
Moderately important goals
Both parties involved feel compromised
Equal power amongst the parties
Temporary solution required
Collaboration; (Marquis & Huston, 2009)
Shared values or goals
Time is available
Equal power amongst the involved parties
Effective communication
Concerns are too important
7. References
Davidson, D. (2007). Strength in nursing leadership: The
key to the evolution of intellectual capital in nursing.
Nursing Administration Quarterly, 31(1), 36-42
Marquis, B. & Huston, C. (2009). Leadership Roles and
Management Functions in Nursing: Theory and
Application. Pennsylvania: Lippincott Williams &
Wilkins
Powell, R. (2003). The history of personality theory.
Retrieved May 19, 2011, from
http://armchair_academic.homestead.com/HistoryPer.html
Introduction Conflict can be defined as a situation between 2 or more people where one person perceives the other as negatively affected (Davidson, 2007). There are different elements of a conflict that includes specific perception, perception must be generally negative, and issue surrounding conflict; both parties care about. On a different perspective, c onflict management therefore can be defined as a systematic process aimed at finding mutually satisfying outcomes for 2 or more conflicted parties .There are two major types of conflict, which are functional and dysfunctional. Functional conflict refers to conflict on goals of organization while dysfunctional on the other hand is used to refer to conflicts hindering group performances. According to Davidson (2007), conflict has been identified as one of the factors that reduces productivity of individuals and the larger organization.
Sources of Conflict There are various sources of conflicts such as Competition for scarce resources; this is where conflict arises due to allocation of limited resources where some individuals would want more than others. Inherent conflict; this is another source of conflict that results from non-standardized procedures, rules, and policies within an organization making employees to rub shoulders within the working area just because certain things are not clear. Line of staff relationship; in this source, conflict arises due to differences of task responsibilities where one believes that he or she should be given or not given certain responsibilities. Differences in goals and values of the organizations are also sources of conflict as employees and management will be at logger heads due to unclear goals and objectives. Organizational ambiguities especially with reference to questionable goals and unclear roles are also sources of conflict within a given organization. other types of conflict applicable within an organization include the following; Interpersonal conflict Intrapersonal conflict Intergroup conflict
Functions of Conflicts Conflicts within organizations have the capabilities of leading into various issues. Some of them include; Conflicts serve many functions within healthcare institutions Conflicts establishes identity (Marquis & Huston, 2009) Conflicts serves as a safety valve to hold the group together Conflict increases group cohesion; strengthening and making groups closer (Powell, 2003) Conflict tests the strength of individuals and groups Conflict spurs needed change (Marquis & Huston, 2009) Conflict mobilizes energy Conflict causes competition to improve performance Conflict enhances communication Conflict ends non-productive association (Powell, 2003)
Dealing with Conflicts There are several ways through which an organization can deal with conflicts. Some of those methods include; Denial/ Avoidance/ Withdrawal; (Marquis & Huston, 2009). This is applicable where there is threat of violence, issue or timing is not critical, or when there is need for cooling off period as a result of some disagreements within the organization. Competition/ Power; (Powell, 2003). This is a way of dealing with conflicts that is applicable where swift action needed, important issue but unpopular even should be settled, or protection against people taking advantage of non-competitive behavior. Accommodation; (Davidson, 2007). Some conflicts can be solved through accommodation. Accommodation as a way of dealing with conflict holds when one is sure that he or she was on the wrong, serious need for p reservation of relationship, and hearing of better position
Dealing with Conflicts (continued) Compromise/ Negotiation (Powell, 2003). This is another way through which conflicting parties can use to resolve their problems. Compromise or negotiation is applicable in solving m oderately important goals, where both parties involved feel compromised, there is an equal power amongst the parties, and where a temporary solution required Collaboration (Marquis & Huston, 2009) as a means of resolving conflict is applied in circumstances where there are s hared values or goals, time is available, there is equal power amongst the involved parties, presence of effective communication, or where concerns are too important