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Team Work / Conflict Management
Conflict resolution and team dynamics
Team Work / Conflict Management
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1. Task Conflict- A few weeks ago I had a meeting at work where one of our Production Leaders wanted to keep an employee, but I thought she should be terminated. He disagreed with my reasoning for termination, which lead into task conflict.
2. Relationship Conflict- I experienced relationship conflict last semester when I was President of the Communication Club. I had a member that was very opinionated and our personalities constantly clashed. There were multiple moments where there was competition for power. 3. Process Conflict- I have been in situations multiple times where there have been conflicts because of the way a group member did a task. I handle all of the hiring for our contract workers and one of my coworkers scolded me on the
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What’s the difference between the integrative and distributive orientations to conflict?
Distributive orientations means that one person will won so the other must lose, where as in integrative everyone wins.
4. When might compromising be a good way to resolve a conflict? What factor would likely determine whether a compromising would work or not?
“When collaborative resolution is impossible or takes more time than is available”. The factor would be would each person be able to have a “trade-off”.
5. Describe the four steps of the principled negotiating procedure and then explain the importance/relevance of each step.
1. Separate the people from the problem. People will start to take the problem personally and they need to make sure they separate it. They need to be able to step away and have the chance to explain the issue with out any interruptions.
2. Focus on the interest, not the positions. People get so tied up on the titles that the job duties are forgotten or not as important as they should be.
3. Invent options for mutual gain. When creating options there should be multiple peoples best interest involved.
4. Use objective criteria. All parties should agree on the objective criteria so everyone will be happy and it will be
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We had been training horses for a few years and we had just added a new client. We told the client that we would meet her at a horse show in Perry to pick up the horses from the current trainer. Once we got to the show we found the horses and started to take them from the stalls when the current trainer walked up in an aggressive manner shouting, “What are you doing?” We explained that the owner contacted up and that she was moving to our barn for training. After explaining everything the conflict was settled and we left with the horses. The short-term effects was the fact that we could not understand why the owner did not explain what was going on with the current trainer, which made us question her morals. The long-term effect was the hard feeling between her old trainer and
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
As a child we learned how to share and be fair with others when we never wanted to but never knew why it occurred. When I was growing up I eventually learned that being fair or in other words having compromise can help find a middle ground and both can feel satisfied with the outcome at the end. Compromising is way to cooperate with others in a stressful environment and learning to be around them can be difficult. Conflicts are bound to occur. When hearing the word
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.
Compromise is one of the largest parts of being able to achieve success in a community through individual sacrifice, and being able to compromise is only possible when an individual obtains the willingness to do so. Compromising is considered one of the best, is not the best way of seizing an argument, and there are many arguments that are present in all communities. When an argument reaches the point where neither party will give, it can be best to compromise so that each side is able to gain something, while still sacrificing something for the greater good.
While Mike believes that conflict is a normal part of any organization, and the real challenge is how one deals with it. He then provides you with his “5 Keys of Dealing with Workplace Conflict,” (Myatt, 2012) which are: “Define Acceptable Behavior, Hit Conflict Head-on, Understanding the WIIFM Factor, The Importance Factor, and View Conflict as Opportunity.” (Myatt, 2012) What I have learned for this article is, that in order to be a good leader, you need to know how to deal with conflict, employ effective conflict resolution, while also avoided unnecessary
In conclusion, the theory of principled negotiation is very impressive, although it at times seems to be simplistic and meant for an ideal world. Nevertheless, it allows all sides of the conflict to be examined through the broadening of options. It allows disputants to maintain any relationship that they had before the conflict and negotiation. Overall, principled negotiation is meant to lead to satisfactory results for both sides, creating a win-win situation for all.
It is aimed to resolve points of difference, to gain advantage for an individual or collective, or to craft outcomes to satisfy various interests. It is often conducted by putting forward a position and making small concessions to achieve an agreement. The degree to which the negotiating parties trust each other to implement the negotiated solution is a major factor in determining whether negotiations are successful. In many cases, negotiation
Lewicki, R. J., Saunders, D. M., & Barry, B. (2010). Negotiation: Readings, exercises, and cases. New York: McGraw-Hill Irwin
As mentioned in Part 1, I would recommend seeking to incorporate different possible course of actions as a way to expand the pie. This will not only help to satisfy the parties involved, but it will maintain the relations, create value, and build trust. Consequently, stepping away from a tough negotiation style can equally be beneficial to meeting these ends, especially if some concession is made by both parties. I would also recommend to steer away from using threats (e.g. making Joe quit). This may cause for the relationship to no be maintained.
Conflict as defined by Merriam-Webster Online Dictionary is a competitive or opposing action of incompatibles: antagonistic state or action (as of divergent ideas, interest, or persons), Mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands. Simply put conflict is the disagreement and disharmony that occurs in groups when differences are expressed regarding ideas, methods, and/ or members (Engleberg, Wynn, and Schuttler, 2003). Conflict among teams or groups develops in many ways. In developing an effective team, members will generally experience the five stages of evolution: Forming, Storming, Norming, Performing, and Adjourning. The storming and norming stages deal with the process of conflict (storming) and resolution (norming). During the storming stage, exact conflict has not yet been identified and therefore chaos, disorganization, and disputes are apparent. The Norming stage is where conflict is identified and dealt with and resolutio...
Meaningful communication between two or more individuals rarely leads to 100% agreement between all parties involved. More commonly, there are disagreements on certain points. In a close relationship like a marriage, which is also a partnership; in a strong business relationship; or in a hostage situation, these disagreements must be worked out satisfactorily for both sides in order for the relationship to remain healthy and/or the outcome to be positive. When the parties must reach an agreement or a compromise, one of the best communication strategies is negotiation.
This includes discussions on how decisions should be made, whether it is consensus, unanimity or majority ruled. Finally, the addition of parties makes the gathering and sharing of information much more difficult. Negotiations need to be flexible enough to allow new information into a discussion. However, by increasing the size of a group, the amount of new information grows.
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
... understand the other side’s point of view. All parties are able to identify areas of agreement and disagreement, creatively explore and evaluate alternatives, and select solutions to which they are all committed. Though collaborating is the only win-win approach preferred to resolving conflicts in many situations, there is time and place for the other styles as they may better meet the needs of the situation.