Conflict Analysis: Management Style And Conflict Resolution

1346 Words3 Pages
bulb-icon

Recommended: Conflict Avoidance, Management and Dispute Resolution Procedures

Option 2-Management Style and Conflict Resolution Conflict is an inevitable part of life that occurs when people have incompatible interests, experiences, feelings, or ideals (Meier, 2011). How people respond to conflict can either benefit or harm the direction of the disagreement. Having a better understanding on how to respond to conflict, especially in work environments, can greatly reduce work stress and quarrels from escalating. Through strategies and processes to manage conflict, members of management can uncover the best possible resolution of a conflict situation to preserve relationships and improve communication and trust. Conflict Resolution and Management Styles Overcoming conflict between employees is essential for resuming …show more content…

The five modes of conflict resolution, or ways of dealing with conflict include, competition, collaboration, compromise, avoidance, and accommodation (TKI, 2007). The five modes of conflict resolution allow managers to discuss conflict in an open and productive manner. Through TKI, managers are able to choose an effective conflict management style based on the current conflict situation to prevent the escalation of conflict in the workplace (CPP, …show more content…

Variables such as time constraints and importance of relationships as they relate to the issue at hand often determine the strategies used to overcome conflict (CPP, 2016). For instance, compromise is often the best strategy for handling conflicts that are subject to important issues that require quick resolution. However, compromise does not foster innovation to overcome obstacles or satisfy either party during resolution. Collaboration is a method of conflict resolution that strives to make sure that both sides of a disagreements are satisfied. It requires open communication to uncover issues and concerns resulting in conflict, as well as alternative solutions. Collaboration requires strong commitment and honesty from all parties to be successful in overcoming conflict. Therefore, managements role is vital in uncovering concerns in a friendly manner that can encourages communication to unite different perspectives on a problem (Huebsch, n.d.). In addition, collaboration fosters consideration of concerns on the subject of controversy by repairing relationships, including the work relationship between Devin and

Show More
Related

  • Pros And Cons Of Compromise

    684 Words  | 2 Pages

    Decisions are difficult, especially between two opposing parties determined to get their way. Most likely, some sort of agreement called a compromise is reached. Compromise, a seemingly perfect concept, can be an essential part of success as it resolves conflicts on both an international or personal level and benefits both sides of any argument. However, if this tool is used incorrectly by means of overuse, underuse, or simply wrong timing, that perfection turns into detriment.

    Read More

  • Conflict Management Styles

    695 Words  | 2 Pages

    Conflict management is a strategized approach to understanding the complexity of conflict within any environment. Sources of conflict can derive from many avenues and include such things as scare resources to personal beliefs and work styles and lack of communication. Conflict is said to be inevitable and subjected to time and change. However, many organizations, including the federal department, have created functional methods through the use of historical theorist to become better aware of contribution and resolutions into conflict management. The criminal justice system within the United States have been subjected to many conflicts that hinder the progress of adaptability. What has been uncovered throughout decades of research is that human conflict is intertwined into the very fabric of our society, making it a formidable adversary.

    Read More

  • Conflict Management In Health And Social Care

    136 Words  | 1 Pages

    Conflict management- Any problems or conflict that may arise needs to be dealt with appropriately and effectively to ensure a positive work environment, this can be done in many ways. The main way conflict can be resolved is by have a civilised discussion with all parties and a manager to arrange the most appropriate and fair solution. Making sure all parties are professional and non discriminative at all times.

    Read More

  • Conflict: The Values Of Conflict In High School

    1341 Words  | 3 Pages

    Conflict is something everyone experiences in their daily lives; it can happen amongst person’s and their friends, family, and coworkers. Conflict occurs when individuals have a disagreement on a person’s values and beliefs, which could relate to religious or political views. Each person handles conflict differently depending on their personal values, interpretation, and the environment

    Read More

  • Nurse Collaboration Summary

    448 Words  | 1 Pages

    This article has offered ten lessons to enhance collaboration. Focusing on the value of

    Read More

  • Conflict Resolution

    1336 Words  | 3 Pages

    workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.

    Read More

  • Conflict Resolution In The Workplace

    2489 Words  | 5 Pages

    Levine, S. (1998) Getting to resolution turning conflict into collaboration. San Francisco, CA, Berrett-Koehler, (p.125)

    Read More

  • Conflict Management Model

    2087 Words  | 5 Pages

    Gross and Guerrero (2000) supported Rahim’s conflict management styles and identified that these styles are associated with organizational climate and culture, job satisfaction. Their research on 50 employees uncovered some facts include employees who were involved in unmanaged conflict end up in job dissatisfaction and subsequently their performance deters (p. 208). The competence-based model developed by Canary, Cupach and Serpe (2001) contrast with Rahim’s theory, where the effectiveness of conflict management styles is based on the situation and understanding of individuals (p. 81). They tried to find a resolution for the conflict instead of implementing the strategy to reduce tension by applying conflict management styles, resulting in inconsistent outcomes (p. 531).

    Read More

  • The Value Of Conflict

    1302 Words  | 3 Pages

    Sal Capobianco, Mark Davis, and Linda Kraus attempt to dispel the myth that all conflict is bad in their article "Good conflict, bad conflict: How to have one without the other" (2004 a). In the article, they state that "some kinds of conflict result[ing] from organizational growth and change … can be simply the result of new ideas being generated and debated; this kind of conflict can be invigorating, and even vitally important for the organization" (Capobianco et al, 2004, 3). The authors confirm that conflict can be a robust exchange of ideas that can breathe life into an organization or team. However, the line between productive, healthy conflict and destructive, unhealthy conflict is a thin one. Only focused conflict management strategies can keep the team on a path to success. Capobianco, Davis, and Kraus remind teams "the ultimate goal is to shape and guide conflict so as to minimize its hurtful and destructive forms, and to encourage its more positive constructive forms." (Capobianco et al, 2004, 3)

    Read More

  • Conflict In The Workplace Case Study

    1310 Words  | 3 Pages

    Conflict exists in every organization as a result of incompatible needs, goals, and objectives of two people while aligning to the overall business requirements. Though disagreement is linked with negative impact, the approach has healthy considerations (Leung, 2008). For instance, some conflicts create an avenue for the exchange of ideas and creativity to meet the set organizational purposes. However, damaging disagreement in organizations results in employee dissatisfaction, turnover, and poor services and reduced productivity. The paper establishes different types of interpersonal conflict and key resolution strategies used to address the problem. Human resource managers need to have the capacity to identify different levels of conflicts and the best methods to negate them.

    Read More

  • Managing Conflict Essay

    1009 Words  | 3 Pages

    Hence managing conflict simply refers to minimizing the negative aspects and maximizing the positive aspects. Conflict is the result of misunderstanding, disagreement, collision and psychological, emotional and behavioral differences. So it can result in both constructive and destructive way but it depends upon the individual or the organization how they interpret it. Conflict can be aroused with various reasons but it is important to reckon the reason behind it and manage in the same way as per the conflict. If one gets successful in recognizing the problem of conflict than it would be easier to find out its solution. The conflict can be managed through the following

    Read More

  • Intra-Organisational Conflict And Inter-Organizational Conflict

    1095 Words  | 3 Pages

    “While the absence of organizational conflict is often considered a sign of good leadership, it can actually signal that management is out of touch with significant changes in the marketplace” (Frates, 2014). Conflict can occur between anyone and over anything. In many ways conflict can be both healthy and unhealthy. The different types of conflict that will be identified are Intra-organizational conflict and Inter-organizational conflict. By the end of this paper I will have explained conflict management styles, the purpose of conflict resolution strategy, and strategies to reduce cost and legal liabilities.

    Read More

  • Literature Review On Conflict Management

    867 Words  | 2 Pages

    that may result in a struggle for power or position. Conflict management, therefore, can be

    Read More

  • The Importance Of Creative Thinking In 'The Internship'

    2452 Words  | 5 Pages

    Conflict management also focuses on reducing the negative effects of conflict as well as putting measures in place in order to either prevent or reduce conflict within certain or-ganisations or businesses. Conflict is defined as a disagreement through which the parties involved perceive a threat to their needs, interests or concerns. There are two types of conflict, Functional and Dysfunctional conflict. Functional conflict is a non-aggressive form of conflict which stimulates creativity and allows ideas to flow. People can disagree, but they can work together in order to find a solution. Dysfunctional conflict is an aggressive type of disagreement where people refuse to work towards a solution and the task is compromised. Businesses will then obviously prefer to deal with functional conflict. There are many reasons for conflict but if managers acquire skills and tools to manage conflict, then the amount of conflict within an organisation will be very little. Team management and conflict management go hand in hand. If an organisation or business has good team management then conflict management will also be good, which will inturn, then drastically decrease the amount of conflict within an organisation or business. People react and deal very differently to conflict, this means that approaches to conflict will never be the same but differ in terms of complexity and type of conflict. Usually

    Read More

  • Conflict Management Style

    1830 Words  | 4 Pages

    Talking about different conflict management styles I refer to the Conflict Mode Instrument, which is the result of widely accepted research presented by Thomas and Kilmann (Thomas & Kilmann, 1974). Thomas and Kilmann identified a conflict-handling grid composed of five conflict management styles based on two dimensions: assertiveness and cooperativeness. Assertiveness is the motivation of an individual to achieve his/her own goals, objectives, and outcomes, while cooperativeness assesses the willingness to allow or help the other party to achieve its goals or outcomes (Borisoff & Victor, 1998). Now I would like to look at different conflict management styles favored by...

    Read More

More about Conflict Analysis: Management Style And Conflict Resolution

Open Document