Abstract This paper is a case study of conflict and conflictmanagement in a business setting. It evaluates steps required to fix a dysfunctional working relationship between two managers in the IT department including the types of interventions the company should consider and why they might or might not work
From the Paper "Brooks ran the IT department for Balt Healthcare. Brooks assumed he was in charge of the IT function, Senior management decided to go outside of Brooks' organization to create a team to build a team to create an e-commerce solution. This became a source of conflict. The manager Gantman who was assigned the e-commerce project has a history of unresolved conflicts with Brooks. Even though Gantman has a mandate from senior management to complete this assignment he needs Brooks' cooperation ..."
Tags:conflictmanagement, case study, intervention, manager, leader, coaching, training, third party intervention, team building
Abstract This paper examines a case involving conflictmanagement - a case in which two managers for a large company are at odds over one stealing personnel from the other and one charging that the other is letting his department grow too large. It is found that the changes in management in the various divisions once Henry was forced for medical reasons to take a different role should have been better monitored by the Director and his staff.
From the Paper "The problem facing John could have been avoided if he had heeded some of the earlier reports by Henry and if he had looked into the situation when he should. The changes in management in the various divisions once Henry was forced for medical reasons to take a different role should have been better monitored by the Director and his staff. Such changes always have the potential for dissension and personality clashes, yet John has waited until the crisis ahs erupted into the open before analyzing the situation and determining the need to do something about it."
Abstract The paper discusses a new theory for interpersonal conflictmanagement. This theory builds on the increasingly accepted theory that conflict in and of itself is not a negative thing. Using this foundation, the paper presents a theoretical model. The paper's model will include the units of the model, the laws of interaction connecting the units and the model's boundary conditions. The paper presents a list of propositions, followed by a strategy to test the proposed model including empirical indicators and also a specific hypothesis to be tested.
From the Paper "Like stress, conflict can have both positive and negative aspects. Conflict management tends to focus on the latter aspect. This position appears to be in line with the current societal mindset that all disagreement is bad. Frequently, however, properly managed conflict can bring about barrier-breaking discussion through differing points of view. Conflict is a part of human interaction."
Abstract This paper takes a look at conflictmanagement. The paper defines conflictmanagement as a difference in view or opinion or the variance in choices that can occur between two or more people. The paper discusses how conflict in the workplace can be detrimental, with dire consequences. The paper further discusses how the art of conflictmanagement is essentially the ability to consistently turn conflict situations into opportunities for development and growth.
Outline:
Introduction
What is Conflict and ConflictManagement?
Some Central Causes of Conflict in the Workplace
Brief Overview of Theoretical Perspectives
Why is ConflictManagement Important?
ManagingConflict Conclusion
From the Paper "This aspect would also be beneficial when dealing with a difficult customer or staff member. Through listening and being attentive the to nuances of what is being said, aspects and areas of concern may be revealed which can be used to defuse the conflict situation. Listening also tends to prevent an unthinking over-reaction to the situation. This method is very simple but they also can have a profound effect on a difficult client or staff member. In effect not reacting in a provocative and hostile way may reduce the other party's hostility and make him or her calmer and more amenable to discussion. "
Abstract This paper discusses conflict as something we normally consider in negative terms, but it is in fact neutral and can actually be beneficial. The paper defines conflictmanagement as the process that begins when one party perceives that the other party has negatively affected, or is about to negatively affect, something that he or she cares about. The paper then discusses how conflictmanagement or conflict resolution refers to various strategies which can be used either by organizations or by individuals to deal with and resolve conflict.
Abstract This paper describes today's society as a multi-cultural environment that holds both extreme promise and conflicts. Through rapid developments in technology, global communication has been revolutionized in the past few decades. It explains that, as a result, a greater number of people are exposed to cultures other than their own. Due to communication technology, people are no longer isolated by borders and other obstacles and have ample opportunities to experience different cultures. It discusses how this occurrence has brought conflict amongst people from different cultures, due to differences in language, manners, opinions, lifestyles and other factors. This paper examines how intercultural conflictmanagement has become necessary in helping people to understand one another.
From the Paper "Conflict occurs at all levels of human interactions, whether it is interpersonal, social, national, or international. Conflict is not always a negative thing. In fact, conflict can be sometimes present an opportunity for growth and development. Intercultural conflict can be individual, cultural, personal and social (Avruch, 1998, pp. 42-44). Ambiguity is a typical characteristic of intercultural conflicts and tends to make people react with a "default conflict style," which can be counterproductive. In addition, language issues present further challenges when dealing with multiple cultures. Often, different orientations to conflict management styles can further complicate intercultural conflict."
Abstract The purpose of this paper is to demonstrate, using the example of Southern California Edison (SCE), the use of appropriate conflictmanagement styles within a contextual framework of department function, objectives, and circumstances. The two chosen departments, which form the basis for comparison, are the claims department and the public relations department of SCE. Finally, the discussion that follows is structured on the lines of outlining each department's function, objectives, and contextual use of conflictmanagement styles.
From the Paper "Set up under the auspices of Customer Care, the function of the SCE Claims Department is to investigate, evaluate and process every customer claim on a case-by-case basis (Southern California Edison). Given that the processing of claims involves deciding whether SCE is financially liable or not to customers who have suffered from damages caused by power shortage or interruptions, it can be inferred that the claims departments has the objective of minimizing SCE's financial liability. At the same time, it is also obvious that the claims department has an objective of achieving customer care, given the very fact that the function operates under its umbrella. This means that the claims department has the dual objective of simultaneously endeavoring to do damage control among dissatisfied customers through a process of customer care and retrieval."
Tags: sce, customer, care, structure, management, edison, southern, california
Abstract This paper explores the issue of sexual harassment in the workplace in general, and conflictmanagement in the context of sexual harassment. The paper defines sexual harassment and considers a sample case of professors in Hong Kong involved in sexual harassment.
From the Paper "As increasing numbers of women have entered the work place during recent decades a relatively new phenomenon, sexual harassment, has become more commonplace ..."
Tags: sexual harassment, Hong Kong, university, conflictmanagement
Abstract The paper discusses the essence of conflict and how it can be constructive and healthy. The paper looks at conflictmanagement and presents conflict analysis exercises and options for mitigating and/or solving conflicts. The paper discusses negotiation techniques and how to identify obstacles to conflict resolution.
Outline:
Abstract
What is Conflict The Ingredients of Conflict Health Conflict ManagingConflict ConflictManagement Strategies
Conflict Analysis Exercises
Conclusion
From the Paper "Components of conflict may come in the form of needs wherein ones need is not the same as others or could not be accommodated hence; feeling disgruntled against those not giving in to the need becomes apparent. A good example would be a teenage kid wanting - or for him "needing" - a new pair of designer jeans and the parents said no because it is too expensive. The teenager will end up resenting his parents because his needs were not given. It is often said that: "Perception is reality" and one's outlook when different from another and each person has strong opinions against each other's perceptions, will turn out into heated argument as to who is right or wrong."
Abstract This paper begins with a description of a conflict between companies. It continues to define the issues at hand. It then reviews the five major conflictmanagement strategies. Finally, the author highlights the preferred style of management and explores the rationale behind it.
Table of Contents:
The Situation
Key Issues at Hand: The Beginning of Conflict Resolution
The Five Major ConflictManagement Strategies
Preferred Style of ConflictManagement: Collaborative Compromise
Rationale for a Collaborative Compromise ConflictManagement
From the Paper "Pascal and her software development team insisted that the changes could not be made in such a short period of time, especially because of the holiday season. Pascal also pointed out that Don was fully aware of the nature of the video game as she had been present at the initial product planning meetings. We are at a stalemate. Our Software Engineering and Product Development Team does not want to sacrifice their Christmas holidays; a few members of the software development team are going out of town and will not be persuaded to work instead. The team insists that they need until mid-January at the latest to finish the required changes. YES insists that they will not pay the remainder of their balance owed because of the conflict."
Abstract In this article, the writer maintains that although conflictmanagement may sound contradictory, some amount of conflict is necessary for all organizations to thrive. The writer claims that without conflict, change is impossible. The writer points out that the key to managingconflict is to ensure that disagreements are handled in a productive fashion and do not cause hurt feelings any more than is needed, which hampers rather than facilitates workplace productivity. The writer discusses that conflictmanagement is especially necessary in today's increasingly diverse workforce, where employees bring conflicting assumptions as to what makes good and fair business, and how discussions and negotiations should be navigated.
From the Paper "The greater the range of experiences, personal and organizational cultures, competing desires and personalities of individuals the greater the potential that conflict will arise in the workplace."
"Of course, diversity can be an asset for an organization, creating a more sophisticated, astute, dynamic and responsive workforce in an era of increased globalization. Yet it is essential that managers, to meet the challenges posed by such interpersonal dynamics improve their ability to engage in active listening, remain adaptable to the needs of the workforce and hone their personal tools of effective decision-making."
Abstract This paper discusses five conflictmanagement styles - collaborating, competing, compromising, avoiding and accommodating. It discusses when different conflict styles should be used, depending on the situation one finds oneself in. The paper then provides a personal discussion of how these conflict styles are used in a certain agency environment.
From the Paper "Defining Conflict Management Styles
When faced with conflict, individuals have a specific conflict management style he or she likes to use. The definition of conflict management as defined by Wikipedia refers, "to the long-term management of intractable conflicts. It is the label for the variety of ways by which people handle grievances, standing up for what they consider to be right and against what they consider being wrong." (Wikipedia, 2007). The key to effectively managing conflicts is the ability to choose which management style is best appropriate for certain situations. (Ohio Commission on Dispute Resolution & Conflict Management, unknown). There are five main types of conflict management style types such as collaborating, competing, compromising, avoiding, and accommodating."
Abstract This paper demonstrates, using the example of Southern California Edison (SCE), the use of appropriate conflictmanagement styles within a contextual framework of department function, objectives, and circumstances. The two chosen departments, which form the basis for comparison, are the claims department and the public relations department of SCE. Further, given the purpose of this paper, the discussion that follows is structured on the lines of outlining each department's function, objectives, and contextual use of conflictmanagement styles.
From the Paper "Set up under the support of Customer Care, the function of the SCE Claims Department is to investigate, evaluate and process every customer claim on a case-by-case basis (Southern California Edison). Given that the processing of claims involves deciding whether SCE is financially liable or not to customers who have suffered from damages caused by power shortage or interruptions, it can be inferred that the claims departments has the objective of minimizing SCE's financial liability. At the same time, it is also obvious that the claims department has an objective of achieving customer care, given the very fact that the function operates under its umbrella. This means that the claims department has the dual objective of simultaneously endeavoring to do damage control among dissatisfied customers through a process of customer care and retrieval. Conflict Management Styles Leading from its function and objectives, it can be logically inferred that the two styles of conflict management best suited to this department would be the accommodating or competing styles. The actual use of either would, however, depend on the contextual validity of each individual case."
Abstract This paper examines how conflictmanagement has several different styles and perceptions usually depending on the style of leadership. It also looks at how the industry itself may implicitly dictate the approach to the method of conflict resolution utilized. It discusses how there are many different management approaches existing in the electronics industry today and through personal experience, shows how accepting one particular approach can be an investment that returns powerful elements such as team collaboration and cost effectiveness or competing.
From the Paper "However, in light of recent world events and economic downfall, the firm went through a lot of reorganization. Some of the changes were successful; some were not. As the availability of funds became less and less accessible to the organization, the effectiveness and leading approach of management has become less and less successful. Top-level administration is putting pressure on middle management, who is now instructed to "Sell, Sell, Sell". In turn, middle management puts pressure on low-level management, who eventually puts pressure on low-level employees, who are generally the liaisons between the organization and the customer."
Abstract This paper studies several aspects of human relations. It details the issue of how to design an effective plan for personal human relations. Furthermore, it studies conflictmanagement and how to deal with conflicts using love, kindness, generosity and compassion. The paper analyzes effective human relationships and how to make them a success. The models put forward in this paper for problem solving, for decision making, for recognizing the complex relationships between leadership and group dynamics, are an attempt to translate the common, well-known ways to deal with human relations.
From the Paper "The question of how to design an effective plan for personal human relations is a complex one that shifts from situation to situation and changes over the course of one's life. This paper lays out some of the fundamental issues that to me as an individual seem to be most important."
