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;
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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
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.
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
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.
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).
In developing my ability to analyze conflict from different theoretical perspectives, I have learned through different theories how to practice different steps to manage my reactions to them. What I hope to accomplish within my paper is a general broad overview analysis of my experience with both Interpersonal Theories and Relationship Theories. I also wish to explain how when conflicts do arise, the steps on what people should do when making choices when they communicate in conflict situations. The reason why conflict is worth examining and experiencing, is because it shows us how we can develop better communication with the foundation of our mistakes; and what we can learn from them. By learning from our mistakes we can expect to gain more knowledge on how to acquire different behaviors to manage conflict.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
...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.
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).
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.
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.
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
Conflict is a basic aspect of teamwork (Levi, 2001), since the number of decisions that a team needs to make often evokes feelings of discomfort and stress. Conflict very often arises from a clash of different working style, ideas, interests, needs, and wants. Team conflicts can be due to high stress level. It has been experienced that in teamwork there can be conflicts and conflicts creates dissatisfaction among the employees. It is important that conflicts be addressed in such a way that it has adverse effect and it is very important to address the conflicts on the spot otherwise it would be difficult to handle the conflicts. (Jehn, 1995).When team member s disagree about the task themselves that how these tasks should be performed then task related conflicts occurs. It is also called task led-conflicts, it occurs when persons disagree over the understanding of tasks and their goals it is a disagreement between two team members in a group over the decisions. They have differences of opinions about a certain issue. (Stewart, Sims & Manz, 1999). Disagreement can be caused by differences in viewpoint and values, differences of opinion about tasks and differences in expectation about the impact of decisions (Levi, 2001).
that may result in a struggle for power or position. Conflict management, therefore, can be
In the workplace, disagreement or arguments may arise due to several reasons. This can further result into a state of antagonism or opposition, resentment, avoidance, verbal assaults, and inability to work together. Such may arise due to personality clashes, differences in style, differences in leadership, interdependence conflicts and differences in the background or gender. With reference to the conflict between Norm and Norma, disagreement arose due to differences in styles. This is because Norma was after quick result from the initiated project while Norm believed he could work from home and still meet the expected standard. However, Norma expected full commitment from all the staff under her. For good working relations, conflicts should always be resolved and hence improve good working relationship among the employees both the juniors and seniors. Professionally, conflicts can be solved via two models; circle of conflict and triangle of satisfaction (Susan Holton, 1998).