The main aim of the article was to gain an understanding of what causes conflict between the employees and their immediate supervisors. This article found four main causes of conflicts between employees and their supervisors. At the end, the article also revealed the roles of styles of conflict management as well as the structural approach when it comes to conflict management.
The first cause of conflict between employees and supervisors is performance evaluation. A good example of this is observed in a school environment where feedback on these evaluations is normally not given to the workers there on a timely and regular basis. Therefore conflicts arise from the fact that the employees in this environment feel confused and irritated they do not receive any communication on any misconducts or mistakes as they are always willing to receive evaluations on their performances (Syed & Zia). The other cause of conflict is the award of salary increment and this is based on the annual performance appraisal, the main explanation behind this is that teachers do feel discouraged from the low ratings they get for their performance. In this case, conflicts manifest itself in forms of mild arguments, absenteeism, and spread of gossips.
The other cause of conflict is one that is caused by human nature;
…show more content…
While the findings from this article indicate that the conflict management style to some extent has an impact on the relationships, the probability of the current relationships will ruin the style of managing conflicts is not to be ruled out (Syed & Zia). The intensity of conflicts depends on the amount of time which the parties having a conflict spend with one another; this can be due to an allocated task or due to the existence of a previous interpersonal
Understanding how situations can become conflicts are important matters to investigate in hopes of preventing it from happening again. Every employee (in their minds) have different perspectives as to why conflicts happen. Such things include a lack of communication, feeling as if others are not doing their jobs, crazy rules, special treatment of friends as well as expectations that they feel are not reasonable. Conflicts that management may be involved in could be poor communication, lack of appropriate response to any given situation, not taking responsibility for their own errors, letting work & personal life interfere with the other, as well as not having good prioritizing
There is no doubt that conflict occurs in every human institution including professional, unions, and educational and vocational environment. However effective exchange ideas through communication can greatly minimize the effects of marital conflict. Studies have suggested that couples remain married if they successfully manage their interpersonal communication on the basis of accommodating individual differences, problem resolving skills, forgiveness, collective decision making, empathy and above all positive conflict management.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
The primary objective of this research is to find out the differences between The Four Horsemen of the Apocalypse and Thomas-Kilmann Conflict Mode Instrument in resolving conflict in couples’ relationships and the more effective model to overcome the conflict. A conflict arrises when two or more people perceive incompatible goals and values. There are common for couples to have conflicts and disagreements because every one of us hold different values and beliefs. Financial problem, jealousy, job or even a very simple things will lead to a conflict between a couples. We cannot prevent it unless we do not have perception and emotion. However, the styles we deal with the conflict will definitely affect our relationship with our partner. To protect our relationship, we have to know some conflict resolution skills. If the right skill is used will help a lot in maintaining the relationship between a couple. Analysis of previous research found that The Four Horsemen of the Apocalypse help many people and couples to identified and resolve their problem and it is well known in couples therapy. This approach is useful to describe the communication patterns between the couples and predict the problems of the relationship. Besides, research also showed that understand your style to deal with conflict is also effective. Thomas-Kilmann Conflict Mode Instrument can help you to identify the style you deal with conflict and it has been a leader in conflict resolution assessment for more than 30 years. This approach can help you to know how to create a solution when you argue with your partner by understanding your conflict-handling style.
Chapter two elaborate on style of conflict, worldview of conflict, negative view, positive of conflict, lens model of conflict, and description of conflict. Chapter encourage me to think about conflict in my life, and the chapter introduce lend model of conflict. The lens model of conflict has benefits in perspective and analysis the conflict. The perspective within conflict would help to understand both side of the conflict. Analysis the conflict would help come to resolution, compromise, or agreement. Also, conflict was seen different with everyone. Even culture has influence on conflict. Overall, I believe that patience would be most helpful in managing conflict.
Conerly (2004), further states two things attribute to the way conflict is managed. One is the importance of meeting your own goals and the other is the importance you attribute to relationships and wanting to get along with others.
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).
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
One of the essential tasks of the management is identifying and solving workplace conflicts which Bent failed to accomplish. Several sources of conflicts are organizational changes (e.g. layoffs and change in ratio), different values (employee priorities versus corporate profits), threats to one’s status (employees; beliefs that they deserve the bonus), contrasting perceptions (beliefs on how the Scanlon Plan should work and how the management should handle downturns), lack of trust (employees’ distrust in management), and workplace incivility (Newstrom, 2014, p. 290), all of which are present in Engstrom. Workplace incivility pertains to the lack of respect in the organization (Newstrom, 2014, p. 290). Consequently, unresolved conflicts have diverse individual and organizational impacts. Fusch and Fusch (2015) studied leaders' conflict resolution strategies in the production line and learned that poor conflict management contributed to lower productivity and performance. A manager who cannot resolve intrapersonal clashes and identify work conflicts can indirectly contribute to displace organizational performance and morale
...he who, what, where, why and when methodologies of conducting reprimands, redirects and reinforcement of motivation. Chapter 7 showed me how to manage any type of conflict within the workplace regardless of the situation in an expedient, safe, and effective manner. I also enjoyed learning more about conflict management, strategies used in handling conflicts, and the relationship between each level of conflicts and organizational outcomes.
Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict tends to be positive as well when it leads to better decisions, and solutions to long-term problems.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
This elasticity in your approach to choosing which conflict style is best for the current situation is a key to managing conflict. No one style of conflict resolution will work all the time when addressing issues. You must remain flexible to other people’s wants, needs, direction, criticism, schedules, moods, temperament, and a myriad of other things in life. If there is one thing in life that will never change it is the fact that everything is going to change! There is nothing you can do to stop it, so the quicker you learn how to adapt to the changes the better off you will be. The ability to change your approach to dealing with conflict better prepares you to face the interpersonal challenges that will eventually come your way. I believe it is important to also remember that you cannot win every battle with every person you encounter. Knowing that you cannot fix or solve every problem with everyone is very helpful in reducing stress and managing difficult situations with others. My father dislikes when I use this cliché but sometimes, it is what it
that may result in a struggle for power or position. Conflict management, therefore, can be
In the organizational setting, it comes through job retention or desires to be met, employer/employee disagreements and settlement, confidentiality reports and information sharing; all these leads to change in feeling and attitude. However, there are conflict management challenges facing many organizations in Nigeria. It is phenomenal, but can be controlled or managed. Notably, there seems to be growing importance of the conflict in various organizations. Olu and Adesobomi (2013) in a survey revealed that managers spend most of their time handling issues and that conflict management is important for them to function effectively. This means that conflict is always an issue and that peace is one of the important tools needed for an effective running of the organizational Conflict Levels of Educational Supervisors”, stated that supervisors sometimes experience organizational conflict which included other inter-groups and even with departmental heads. Furthermore, communication competence was reported to predict organization conflict. However, conflict remains an issue in organizations and the objective of conflict management are mainly to issue good lasting and quality solution. It is to give disputants fair process and sense of empowerment to resolve conflicts (Spiroska, 2014). This means that conflict is a continuous process and does not cease. However, as a result of a large number of cases of poor conflict management, its