| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "INTERPERSONAL CONFLICT RESOLUTION": |
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Interpersonal Conflict Resolution, 2001.
A paper discussing the interdependent relationship between interpersonal conflict resolution and effective communication, with reference to Grensing-Pophal's 'effective listening' techniques.
1,750 words (approx. 7.0 pages), 7 sources, MLA, $ 56.95
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Abstract
The following paper examines why conflict resolution is vital in relationships, whether they be marriage partnerships, friendships or work relations. Issues such as taking a dialectic perspective, jealousy management, instability, detachment and preconceived notions are dealt with. The writer makes reference to several case studies of married couples in order to support the argument.
From the Paper
"The chances of having problems between persons are great. Interpersonal conflict management and communication skills are necessity. They can be applied to any situation of interpersonal conflict that occurs between two or more persons. Those persons can be spouses, co-workers, or even victim and perpetrator. In order to resolve problems, interpersonal conflict resolution and communication skills must be adhered to.According to Boisvert, et al (1995), a study was done in Quebec concerning marital conflict. The respondents were from 18 to 25 years old (33). "Results show that communication problems were perceived as particularly frequent and damaging for couples" (33)."
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Managing Interpersonal Conflict and Negotiations, 2004.
A look at the importance of successful negotiation and conflict resolution to an organization.
1,263 words (approx. 5.1 pages), 9 sources, MLA, $ 42.95
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Abstract
This paper examines how the importance of managing interpersonal conflicts and negotiations is best reflected in the fact that an organization, itself, is a structure or a set of interpersonal relationships by means of which the work of an organization is performed. It attempts to show how an organization depends on cooperation among its employees to meet its objectives, which can only be achieved through a reduction of the causes of friction or conflict. It discusses how conflict resolution has increased in importance in the current-day context of flatter, less hierarchical organizations and how successful negotiation and conflict resolution, at either an interpersonal or inter-group level, has become increasingly vital to both organizational and personal success.
From the Paper
"Conflicts arise when two or more interdependent parties perceive incompatible goals, interests, values or ideas (Ashmos & Nathan, 2002), which can only be resolved through a process of negotiation. In determining the process of negotiation, it is vital to understand that successful negotiation vests in agreement, not victory as an objective. Generally, however, responses to conflict have been classified in five modes of resolution depending on the relative importance of satisfying one?s own needs versus fulfilling the other person?s needs. These five modes are yielding, collaborating (integrative), compromising, avoiding and competing (distributive). Most successful negotiators assume a collaborative or win-win approach by seeming to ?create value? that satisfies the needs of both parties (Wertheim)."
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Interpersonal Conflict, 2005.
A discussion on how to manage interpersonal conflict in the workplace.
2,801 words (approx. 11.2 pages), 11 sources, APA, $ 83.95
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Abstract
This paper examines how managing interpersonal communications and conflicts in the current workplace environment calls for a skillful blending of traditional management communications skills and recognition of the changing nature of the workplace, and of the variety of employee situations within it, from on-site to remote work. It looks at how in addition to the new characteristics of the workplace such as the technologies that demand faster decision-making than ever before, there are also traditional problems as yet unsolved, among them the attitude toward older workers, workplace harassment and sexual abuse. This paper attempts to shed some light on all of these issues, proposing the best general role models for managers to follow in dealing with them.
Outline
Managing Interpersonal Conflicts
How Conflicts Usually Arise
Aspects of Relationships in the Workplace
Recognizing Sexual Harassment in the Workplace
Characteristics of Strong Manager/Employee Relationships
Conclusion
From the Paper
"Managing interpersonal conflicts would seem to be central to any manager's job. One can do it by draconian measures-threatening to dismiss workers who are habitually engaged in conflict-or one can do it by understanding the causes of conflicts and addressing each instance appropriately (which might, of course, result in dismissal at times.) In order to understand how conflicts arise and how to address them, managers need to realize, first and foremost, that employees are not automatons. Every employee, whether his or her work is mainly with other employees or with a combination of other employees and the company's customers or clients, will be performing not only physical and mental labor, but emotional labor as well."
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Interpersonal Conflict in the Film "American Beauty", 2000.
An analysis of various types of interpersonal conflict, using the film "American Beauty" to discuss them.
2,065 words (approx. 8.3 pages), 5 sources, $ 65.95
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Abstract
A discussion of interpersonal conflict, including pseudo conflict, simple conflict, and ego conflict, using the film "American Beauty" as an example.
From the Paper
"Conflict is a part of life. Conflict with family, friends, spouses, or even within one?s self. Interpersonal conflict is ?a struggle that occurs when two people can not agree on a way to meet their needs? (Beebe, Beebe & Redmond, 1999, p.248). Not only is conflict very prevalent in today?s society, but it also has the capability of being extremely destructive to many important relationships in life. Sometimes when people fight, they say things that they can never take back, and that relationship may never recover. The damage has been done, and no matter what they say or do to make things better, the pain still persists. ?Conflict exists whenever incompatible activities occur? (Hocker &Wilmot, 1995, p. 20). There are many types of conflict, including pseudo conflict, simple conflict, and ego conflict, and these conflicts are illustrated very clearly in the movie American Beauty."
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Managing Interpersonal Conflict and Negotiation, 2005.
An analysis of conflict within the workplace and the role the manager can play in reducing and solving this issue.
1,350 words (approx. 5.4 pages), 5 sources, $ 53.95
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Abstract
This paper examines interpersonal conflict within the workplace as well as conflict negotiation for managers as a response to that kind of business place conflict. The paper outlines some of the cons of ignoring conflict in the workplace, defines the relevant terms, discusses the pros of conflict negotiation, and concludes the matter with a consideration of some recommendations.
From the Paper
"Managing interpersonal conflict in the workplace can be one of the most difficult and yet most important tasks that a manager must undertake on a regular basis. Modern business methods have repeatedly broken down traditional organizational structures, often in favor of team-building and small, task-oriented groups. In these kinds of situations, office politics become much more crucial to the success of individual projects. It takes a skilled manager to maintain good will between employees and requires the use of conflict negotiation in the workplace. Despite the difficulty in doing so, the benefits of mastering this skill will be incredibly high. In general, studies have demonstrated that individuals within an organization perceive interpersonal conflict negatively and believe that it has a negative effect on outcomes (Barki and Hartwick 222)."
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P. Wehr?s ?Conflict Regulation?, 2004.
This paper is a case study of a conflict resolution, using the Wehr?s Mapping Model from P. Wehr?s ?Conflict Regulation?.
1,580 words (approx. 6.3 pages), 1 source, APA, $ 51.95
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Abstract
This paper explains that Wehr?s ?Conflict Regulation? provides a mapping guide, which outlines the origins, nature, dynamics, and possibilities for resolution of a conflict, whether interpersonal or related to other factors. The author selected a conflict, the separation between John, age 42,and his wife Loretta, age 53, married for 13 years, but currently in the process of finalizing a separation and divorce. The paper stresses that conflict resolution in the best of circumstances requires that both parties go into a resolution situation with an open mind and with the desire to realize a positive outcome; this is not the case with Loretta and John.
Table of Contents
Summary Description
Conflict History
Conflict Context
Conflict Parties
Primary
Secondary
Issues
Dynamics
Alternative Routes to Solutions of Problems
Recommendations
From the Paper
"There are many barriers that exist preventing a successful relationship. One major obstacle is that Loretta attempts to disguise her true personality and age in the relationship. Being ten years older than her husband, there are obvious signs that she is insecure with her age, including her wishes that John grow a beard to appear older. Loretta also attempts to dress ?younger? to feel more comfortable I the relationship. A lack of communication is also prevalent. Loretta works as a hairdresser, and as such seems to share a large majority of private information regarding her relationship with her clients rather than with her husband. This magnifies the tension that currently exists among the couple."
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Conflict Management, 2005.
This paper examines a theoretical model for interpersonal conflict management.
2,700 words (approx. 10.8 pages), 10 sources, $ 106.95
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Abstract
The paper discusses a new theory for interpersonal conflict management. 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."
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Verbal and Nonverbal Interpersonal Communications, 2008.
An overview of different forms of interpersonal communications.
2,053 words (approx. 8.2 pages), 7 sources, APA, $ 64.95
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Abstract
This paper discusses interpersonal communication and explains that it consists of both verbal conversation and nonverbal cues. The paper continues with a discussion on the evolution of verbal and nonverbal interpersonal communication as well as a look at the different components comprising interpersonal communications. The paper specifically focuses on nonverbal communication and concludes with the reminder that our communicational repertoire includes many types of distinctly nonverbal elements involving everything from our eyes to where we position our feet in interpersonal interactions.
Outline:
Introduction
The Evolution of Verbal and Nonverbal Interpersonal Communication
Verbal and Nonverbal Components of Interpersonal Communications
Body Language in Interpersonal Communications
Relative Positioning in Nonverbal Interpersonal Communications
Hand and Body Movement in Interpersonal Communications:
Nonverbal Interpersonal Communication in Deception
Conclusion
From the Paper
"Interpersonal communications consist primarily of conscious verbal conversation, but nonverbal cues also play an equally important role. Nonverbal communication includes both conscious and unconscious elements of body language and patterns of eye contact, as well as completely involuntary physiological reactions. Under routine interpersonal situations, verbal and nonverbal communications components are synchronous. However, under stressful interpersonal situations, such as where the speaker is nervous, apprehensive, or engaging in deception, verbal and nonverbal elements of interpersonal communications often fall completely out of synchronicity. Law enforcement interrogators, in particular, study the relationship between body language and intentional deception."
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Alternate Dispute Resolution (ADR) and Lawyers Ethics, 2002.
Examines the ethical responsibility of lawyers to offer their clients alternate dispute resolution to resolve conflicts.
6,466 words (approx. 25.9 pages), 22 sources, APA, $ 149.95
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Abstract
In today?s society, lawyers are encouraged to present the option of pursuing alternate dispute resolution to clients as a matter of good practice and lawyers who fail to do so may be subject to malpractice liability. This paper explores the growing popularity of alternate dispute resolution (ADR) due to the high costs, both financially and to relationships, of traditional litigation.
Subtitles in the Paper: Alternate Dispute Resolution; Ethics and Dispute Resolution; The Costs of Conflict; Ethical Issues in Choosing Whether and How to Mediate; Client Satisfaction; Methods of Dispute Resolution in Businesses; The Role of Counsel; Results of Alternate Dispute Resolution; A Lawyer?s Duty to Advise About ADR; Ethical Rules of ADR; Lawyer as Client Representative or Advocate; Lawyers as Neutrals; Conflict of Interest; Malpractice and Negligence; History of ADR; Everyday Disputes; Determining the Role of a Mediator; Conclusion.
From the Paper
"Alternate dispute resolution is a practical business and personal solution, as there are significant costs associated with different ways of resolving disputes, which often outweigh the conflict itself .
The direct costs associated with disputes include the fees of lawyers and other professionals. In 1994, nearly 18 million cases were filed in U.S. courts at a cost of $300 billion.
Productivity costs involve the value of lost time, or the cost of what those involved would otherwise be producing. Continuity cost is the eventual end of relationships that would have continued without the conflict. Emotional cost reflects the pain of focusing on emotions and the problems this can cause psychologically."
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Mediation and Conflict Resolution, 2004.
Describes the benefits of conflict resolution through mediation as opposed to traditional means of conflict resolution.
990 words (approx. 4.0 pages), 4 sources, MLA, $ 35.95
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Abstract
This paper explains the process of mediation and the different types of mediation, as well as how it differs from traditional methods of conflict resolution, which tend to be antagonistic and create a win-lose atmosphere between parties. The paper also describes the many advantages of pursuing a mediated agreement in comparison to pursuing the adversarial approach in litigation.
From the Paper
"ADR methods may be used either as a result of a legal mandate (sometimes referred to as "imposed" ADR) or voluntarily as a result of an agreement between the parties ("contractual" ADR). Since the right to trial by jury in most cases is constitutionally protected, legally imposed ADR is rarely binding on the parties. Typically, mediation and binding arbitration are the result of a voluntary contractual agreement between the parties. Courts and legislatures generally recognize that individuals may elect to resolve their disputes by some method other than litigation and may, in the case of arbitration, waive their right to a jury trial. As a general rule, courts will enforce agreements to use ADR techniques as long as the agreement is properly and fairly made."
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Instant Messaging and Interpersonal Relationships, 2008.
This paper examines the impact of instant messaging on interpersonal relationships.
2,843 words (approx. 11.4 pages), 13 sources, APA, $ 84.95
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Abstract
In this article, the writer focuses on the way in which instant messaging has affected and is possibly changing the nature of interpersonal relationships in the contemporary communications environment. The study focuses on the 18-25 age groups as this is the demographic that has grown up with modern technology as an endemic part of their lives and who are most at home with the technology - and most directly affected by it. The paper also points out that there is a close correlation between the topic of interpersonal relationships in instant messaging and aspects of interpersonal communications. The writer notes that the fact that digital communications and interpersonal connections are closely bound in the modern world makes it difficult to discuss these two aspects separately. Therefore, this study also focuses on both interpersonal relationships and modes of communication and their points of intersection.
Outline:
Introduction
IM, Interpersonal Relationships and Communication
Conclusion
From the Paper
"In other words, the assertion is that while instant massaging facilitates more extensive modes of communications, at the same time it impacts on important aspects of interpersonal behavior that are seen to be detrimental to healthy and positive relationship formation.
"This is a view that may be seen to be somewhat extreme but it does have an element of truth that is reiterated to a certain extent in a number of modern studies. This view also states that there is a certain risk to interpersonal relationships in IM. This refers to the view that we are losing the importance of face-to-face contact and the intimacy that result from conventional interrelationships."
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Dispute Resolution in a Business Environment, 2002.
Examines the importance of dispute resolution experts to ensure the smooth running of a business.
2,713 words (approx. 10.9 pages), 6 sources, APA, $ 81.95
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Abstract
Over the past few decades, there has been a dramatic change in the way that businesses and courts approach dispute resolution. Businesses are now encouraged to resolve disputes by alternative methods, such as mediation and arbitration, rather than take all disputes to court.
This paper shows that effective dispute resolution is vital to the reputation of businesses, as well to the growth of trade and investment. Many methods of dispute resolution attempt to resolve conflicts that do not involve an alleged violation of law. This paper discusses Alternative Dispute Resolution (ADR) which refers to any form of mediation or arbitration and their use in resolving disputes and is largely used amongst companies worldwide to resolve business disputes. The paper shows that many ADR approaches are very flexible and include early neutral case evaluation, facilitation, conciliation, mediation, arbitration, negotiation, or any other dispute resolution method that may be appropriate for a particular dispute. The paper looks at the reasons behind the increasing popularity of ADR including the fact that a growing number of legal mandates require the use of mediation and arbitration to resolve disputes.
From the Paper
"Companies around the globe have used arbitration and mediation to settle a variety of disputes. For example, in the United States, arbitration and mediation are often used to settle labor disputes that are rooted in conflicting interpretations of existing employment contracts, construction disputes between general contractors and subcontractors relating to construction damage claims, or between contractors and owners relating to the nature of work and payment clauses in employee contracts, and shareholder disputes concerning the valuation of stock in closely held companies (Riskin, 1997, p. 277-279)."
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Conflict Resolution in the Workplace, 2008.
An analysis of conflict resolution in the work environment.
8,250 words (approx. 33.0 pages), 28 sources, APA, $ 176.95
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Abstract
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."
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Conflict Resolution, 2007.
This paper examines the methods of conflict resolution available today.
2,931 words (approx. 11.7 pages), 9 sources, MLA, $ 86.95
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Abstract
This paper briefly describes the history of the trend of settling disputes on every level. The paper discusses the nature of conflict and looks at a few different types of conflict resolution. The paper explores new trends in the movement as it expands to help create a system that allows all parties to knowledgeably settle disputes without further conflict, legal action or violence.
Outline:
Introduction
History of the Dispute Resolution Movement
Reasons To Employ Conflict Resolution
Conflict Resolution
Types of Conflict
Conclusion
From the Paper
"Conflict resolution is, in its simplest form an attempt by two or more parties to reach an agreement that meets the needs of all parties, without excluding the voice of either and within the range of the ability of both parties to compromise in the face of any given conflict. The trend toward settling disputes on every level is moving in the clear direction of conflict resolution as a first and/or even last resort, as a result of the desire of many individuals and entities to clearly outline the nature of the needs of those they represent and allow the other party(s) to do the same, so that confusion and misunderstanding is eliminated from the resolution and both parties enter into an agreement, hopefully amiably understanding the rights and responsibilities of the agreement."
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Interpersonal Skills, 2006.
A discussion about the need for interpersonal skills at work, focusing on the need for communication skills.
963 words (approx. 3.9 pages), 9 sources, MLA, $ 34.95
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Abstract
The writer defines interpersonal skills and explains that those people who have these skills have high emotional intelligence, and not necessarily a high IQ. The paper explains that because of the teamwork needed in the workplace nowadays, it is important to have team players - those with good interpersonal skills. The writer suggests four points which are vital for developing interpersonal skills. In summation, the writer states that the key to interpersonal skills is being able to deal directly and honestly with all men and women, teams, bosses and different ethnic groups.
From the Paper
"What is clear from various articles an references that one can read about the importance of using and improving interpersonal skills is that, more than ever, you'll be left behind if you don't have those skills. Computers alone cannot communicate a personal approach - the dedication and loyalty, the know-how, and the ability to deal with members of your team, as well as those above and below you on the job. One has to think of the late President Ronald Reagan, who was known as "The Great Communicator" because, regardless of his politics and policies, he had the knack of communicating so everyone seemed to approve, at least of how he said what he had to say. There are not enough "good" communicators today. It is really important that managers or would-be managers, or those studying business in schools spend a lot of time learning how to deal both with their bosses as well as subordinates."
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