| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "MANAGING INTERPERSONAL CONFLICT NEGOTIATION": |
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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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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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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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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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Conflict Negotiation Strategies, 2003.
Examines effects of cross-cultural communication.
1,575 words (approx. 6.3 pages), 10 sources, $ 55.95
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Abstract
Discusses differences in conflict negotiation strategies and how they vary according to different dimensions of culture, including individualistic versus collectivist, masculinity versus femininity, and cultural time orientation.
From the Paper
"The purpose of the present study was to examine, via a qualitative review of relevant scholarly literature, coupled with an analysis of data obtained from popular press
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Conflict Negotiation in Phoenix, 2005.
Examines how conflict is dealt with in the Phoenix Metropolitan area.
900 words (approx. 3.6 pages), 5 sources, $ 35.95
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Abstract
The paper deals with a conflict in the Phoenix Metropolitan area in the past few years and one which is still a current watchful issue. However this paper also show how city and governments must address issues like this compared to that in a workplace environment.
From the Paper
"The fact that issues of debate occur in our society is not a new concept but how we handle these issues can often aid our development and our success in handling the impact of growth. Therefore with growth comes debate due to changes in our cities as a result of trying to handle the growth itself. For example in the Phoenix Metropolitan Area there has been an eruption in the amount of population, which exists in the city and its local areas. As a result of this not only has growth become an important factor but so have changes in the landscape as well. This is not uncommon but what specifically has changed in Phoenix is the development of the pedicab industry. A pedicab, is a large tricycle type, man powered machine, which aids in the transport of individuals all over the city of Phoenix."
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Conflict and Conflict Resolution, 2007.
This paper examines the issue of conflict and resolution, studying the terrorist attacks of September 11.
3,753 words (approx. 15.0 pages), 15 sources, MLA, $ 103.95
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Abstract
In this article the writer first discusses the term 'conflict' and looks at how it can be defined. The writer then describes that when an Islamic militant and terrorist took it upon himself to resolve a conflict as he saw it, he launched terror attacks on the people of the United States of America, and the result was large scale devastation and destruction and panic and adverse impacts on the economic and political and social system of the United States. Further, the writer studies the impact and attempts at resolution of the conflict. The writer concludes that perhaps, in the long run, Bush's ideals would create more conflict around the globe, than resolve them in any way. One can only wait and see what will happen eventually, and find out whether it is possible to resolve conflicts of high order with any amount of success.
From the Paper
"However, at the same time, it must be remembered that there were other losses that were not covered by private insurance, or were not qualified under the charitable contributions, or even by the emergency relief funds, and these were the really huge losses that occurred due to the September 11 terrorist attacks. Several different agencies undertook the study of the economic losses that were caused by the September 11 debacle, and according to the New York City Partnership, the attacks on the two World Trade Center Buildings must have cost the state, at the very least, $ 83 billion, as per the value in the year 2001, and this included the costs of total losses, that is, both the direct and the indirect costs. Out of this estimate, only about $ 67 billion of the losses would be completely covered by insurance and other contributions. In a more recent study, according to an Officer of the New York City Comptroller's Office, as of April 2002, the total costs of the clean up of the World Trade Center has been much quicker and also much less costly than the initial estimates had indicated."
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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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Pre-Negotiations, 2003.
Reviews the pre-negotiation phase of the negotiating process.
1,150 words (approx. 4.6 pages), 1 source, APA, $ 39.95
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Abstract
This paper reviews the pre-negotiation phase of the negotiating process. The four elements of the pre-negotiating phase and five important individual characteristics of negotiators are identified and discussed.
From the Paper
"Peterson and Lucas pointed out that an area of the negotiating process that has received less attention than is warranted is the pre-negotiation phase of the process. This paper addresses four questions related ..."
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Collaborative Negotiations, 2003.
Examines trust as a key to successful negotiations.
1,125 words (approx. 4.5 pages), 5 sources, $ 39.95
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Abstract
The paper reviews the concept of principled negotiations and the application of the concept in the conduct of negotiations. It discusses the early win-win concept of conflict resolution and the new term of principled negotiations.
From the Paper
"COLLABORATIVE PRINCIPLED NEGOTIATIONS: A MATTER OF TRUST
Introduction
This research reviews the concept of principled negotiations and the application of the concept in the conduct of negotiations. An objective of this review is to develop an answer to ..."
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U.S. vs. Iraq: Is Negotiation Possible?, 2003.
An analysis of each side's position in the U.S. - Iraq conflict, with an eye towards resolving the conflict through negotiation.
954 words (approx. 3.8 pages), 9 sources, MLA, $ 33.95
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Abstract
The paper applies Fisher and Ury's four principles of negotiation to the U.S. - Iraq conflict. It identifies the issues facing each of the parties, and analyzes why they are unready for negotiations. The paper concludes with the hope that some third party, such as the United Nations, might be able to step in and resolve the crisis. Note: The paper was written while Saddam Hussein was still in power.
From the Paper
"The first step is to identify each party's interests. For the government of the United States, the interests are abundantly clear and have been repeatedly, positively stated: to protect the people and resources of America from a future terrorist attack. Allegations of "secret" interests - needing a new, cheap source of oil or the base desire to take revenge on the Arab world - have been just as abundant but are neither acknowledged by the government nor founded on any evidence, historical or otherwise; so until they are admitted or proven, they only serve as obstacles to negotiation. At this point in time, Iraq's primary interests exist as a response to America's positioning; the Iraqi government would like to survive in its current state and also to strengthen its economic and military situation."
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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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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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Click here to show/hide summary
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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Interpersonal Communication, 2007.
A look at uses and theories regarding interpersonal communication.
2,244 words (approx. 9.0 pages), 9 sources, MLA, $ 69.95
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Abstract
Interpersonal communication is the communication that takes place between two persons who have an established relationship. This paper examines the different types of coummunication such as face-to-face and looks at how, with inventions such as the telephone, fax machine, Internet, email, and other technological mediums for communication, a lot of face-to-face communication has been minimized. It discusses how interpersonal communication functions for many purposes: to learn, influence, help, and more. It also looks at some of the different theories regarding interpersonal communication such as the uncertainty and reduction theory, the social exchange theory and politeness theory.
From the Paper
"One motivation that underpins interpersonal communication is the acquisition of information with which to reduce uncertainty (Health and Bryant, 2000, p.153). The uncertainty and reduction theory presumes that high uncertainty prevents intimacy, and low uncertainty creates intimacy. Within an interpersonal interaction, people communicate to reduce the amount of uncertainty. During interpersonal communication, the reduction of uncertainty follows a pattern: the entry stage consists of general information about a person's sex, age, race, and/or social status, among other things. "
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