Paper Summary:

This paper analyzes conflict resolution in the workplace. The paper explains that there is a great concern in business today that managers may not be properly trained for their role in conflict management, which also indicates a concern for the degree of conflict found in the workplace. The paper looks at how it is essential that the manager comprehend various laws and policies in order to be prepared in handling conflict in the workplace. The paper then points out that the ideas of destructive and constructive conflict can be differentiated according to outcome. The paper further explains that conflict is a part of life and cannot be completely avoided, and conflict can lead to a positive or a negative outcome, depending on how one responds to it. The writer believes that conflict resolution is a focus that organizations will give great consideration in the future, and just as certain are the many companies who are promoting their method of conflict resolution as the most effective. The paper concludes that future research in the area of conflict resolution and proper training of managers to handle conflict resolution should be conducted.

Outline:
Introduction
Review of Literature
Summary of Literature Review

From the Paper:

"How we resolve the conflicts within ourselves will influence how we feel about ourselves and thus how we behave toward others, so it has an effect on the workplace. If we cannot resolve our inner conflicts, we will be unable to develop the needed sense of self-esteem that allows us to react well to other people, both to assert our independence and to recognize the independence of others. This failure will lead to more open conflicts with others. The workplace is a hierarchical environment where we are part of a group and must get along with others in the group, with the idea of being part of a group, with superiors who dictate to the group, and with our own capabilities within the parameters of the job we are doing. Conflict at any of these levels has a ripple effect. Even if we are only suffering from some personal conflict, that conflict will create those same ripples and affect how we deal with others, with the group as a whole, with our superiors, and with the tasks we are given."

Sample of Sources Used:

• Bacal, R. (2004). Is conflict prevention the same as conflict avoidance? The Work911 Workplace Supersite, retrieved August 5, 2007 from http://www.work911.com/conflict/carticles/conav.htm.
• Bartunek, J.M., Kolb, D.M., Lewicki, R.J. (1992) Bringing Conflict Out From Behind the Scenes, in Hidden Conflict in Organizations, Bartunek, J.M., Kolb, D.M., (Eds). London: SAGE Publication.
• Brown, J., Cooper, C. & Kirkcaldy, B. (1996, February 1). Occupational Stress Among Senior Police Officers. British Journal of Psychology, 265-288.
• Clark, C.S. (1955, August 4). Job Stress. CQ Researcher, 683-698.
• Collins, R. (1994). Four Sociological Traditions. New York: Oxford University Press.

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