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Team Building and Conflict Resolution, 2007.
This paper addresses the issues of teamwork, team-building, conflict resolution and strong leadership.
3,575 words (approx. 14.3 pages), 20 sources, MLA, $ 99.95
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Abstract
The paper discusses the importance of teamwork and team-building and provides the history of team development. The paper explains that if any conflict exists among employees, this will become a barrier in reaching the company's desired strategies. The paper examines conflict resolution that can be addressed through team efforts that lead to increased communication, consensus decisions and positive results. The paper discusses the role of a leader in managing conflict in a positive way and in building strong, successful teams.
Outline:
Introduction
History of Team Development
Conflict Resolution
Building Effective Teams
Types of Internal Conflicts
Leadership and Communication
Conclusion
From the Paper
"The interactions of small groups have been of interest to social psychologists for sometime. However, it has only been in recent years that they began to look at teams and how they function within the organizational setting. The term "sociometry" first appeared in the Psychological Abstracts index in 1940 with references to the work of individuals such as psychiatrist Jacob Levi Moreno, and the term "group dynamics" was listed in 1945 with reference to the work of Kurt Lewin and his colleagues. The first use of "small groups" and "group interaction" was in 1950 in conjunction of researchers such as Robert Bale."
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Conflict Resolution in Work Teams, 2005.
A look at methods for handling conflict within work teams.
1,103 words (approx. 4.4 pages), 6 sources, MLA, $ 38.95
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Abstract
This paper describes a number of different methods for effectively resolving conflict among members of a work team. The paper first characterizes the different stages of work team formation and explains when and why conflicts are most likely to arise. The paper then lays out some ground rules for dealing with conflicts within the work teams, while emphasizing the importance of establishing project goals and good communication between members. Finally, the paper describes the three different types of conflicts that may arise.
From the Paper
"In the first stage ? forming, new team members seek guidance from team leaders. This is an excellent time for a leader to clearly establish goals and objectives. These goals and objectives should translate into expectations. The second stage, storming, is where competition and conflict occur. A new team must be permitted to allow for new personalities to demonstrate levels of flexibility for attitude adjustments. Patience is difficult at this stage but as conflict occurs, the group must work with the understanding that clear expectations are in place to establish rules for who is responsible for specific tasks, for who is in charge, and what rules lead to reward and discipline. Having established clear expectations prior to or in stage one of the group process can therefore simplify aspects of this stage. In the third stage, norming, group dynamic forms. If expectations have been clearly established, the group begins to think as a unit. Thus, the group can exchange levels of creativity to meet expectations. In the fourth stage, performing, expectations are met at a new level. Here, a group evolves into individual members excelling while still adding to the dynamic of the group. If a group successfully gets to this stage it usually is the result of clear expectations established early on. In the fifth stage, adjourning, the group should again be meeting clearly established goals. In other words, clearly established expectations help avoid apprehension during dismissal."
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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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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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Team-Creation and Team-Building, 2004.
This paper is an extensive discussion of the use of teams for organizational operation and management in both the public and the private sectors.
35,210 words (approx. 140.8 pages), 102 sources, APA, $ 249.95
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Abstract
This paper discusses that teams go through various stages of development and changes based on the environment and the task to be undertaken. The paper points out that teams have problems of their own, problems that can ruin or seriously hurt the organization. The paper stresses that methods of decision making, trust and mutual respect, and the level of team member accountability can help improve the morale and performance of the team.
Table of Contents
Introduction
History of Organized Labor and Teams
Building an Effective Team
Team Member Selection and Requirements
Team Development Stages
Characteristics of an Effective Team
Decision Making in Teams
External Factors in Team Dynamics
Performance and Rewards for Team Members
Organizational Environment
Organizational Structures
Organizational Systems
Organizational Knowledge
Organizational Values and Culture
Types of Teams
Classification Based on the Environment for which the Team is Setup
Functional Teams
Hierarchy Teams
Organic Team
Management Teams
Classification Based on the Operational Tasks for which the Team is Setup
Work Teams
Project Teams
Focus Teams
New Product/Service Design Team
Classification of Teams based on the Control and Power Team Members Possess
Self-Managed/Empowered Teams
Controlled Work Teams
Classification Of Team Based On The Objectives For The Organization
Tactical Teams
Problem-Solving Teams
Creative Teams
Learning Teams
Classification of Teams based on Organization Representations
Teams from within the Industry (National/Global)
Teams from within the Organization
Global Diversified Teams
Virtual Teams
Classification of Teams based on the Studies by Researchers in the Field
Communication Needs in Teams
Types of Communication
Mediums Used in Team Communications
Frequency, Volume and Value of Communication
Communication Goals
Managing Conflicts and Team Dynamics
Dissonance and Conflicts
Teams and Conflicts
The Work Environment and Conflicts
Culture and Conflicts in Teams
Need for Controlled Conflict in Teams
Types of Conflict
Conflict Management in Teams
Team Leadership
Leadership based on the Team Classification
Leadership and Trust
Leadership Styles and Team Members Cognitive Abilities
Team Leadership Styles Displayed
Leadership in Global Team Settings
Motivating of Team Members
Social and Biological Impact on Motivation
Motivational Theories
Motivation and Learning Theory
Training of Team Members
Trust in Teams
Conclusion
From the Paper
"Blind trust can be very damaging for team members. This is especially important if the teams are not in close proximity or do not correspond and interact frequently. Teams and team members need to set up boundaries and limits to enable trust building between members of the team. When trust is broken, effective measures have to be undertaken to identify the reason for breaching the trust and the suitable ?punishment? or reprimand that might be needed based on the situation."
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Conflict Resolution, 2007.
An analysis of the benefits of a collaborative style of conflict resolution for an individual and a team.
970 words (approx. 3.9 pages), 2 sources, MLA, $ 34.95
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Abstract
This paper discusses conflict resolution, particularly the collaborative style of conflict resolution. The paper discusses how difficult it would be to move an individual from her routine style of handling conflict, to a collaborative style of resolving conflict. It also discusses moving a small group or team to a collaborative style of conflict resolution and discusses the benefits of doing so.
From the Paper
"Self-awareness of how an individual functions or how a group functions is thus critical to creating an effective conflict management style. Without understanding one's personal bias, not simply in terms of specific issues, but in terms of one's level of comfort with conflict, a habitual shift will never take place. Encouraging an individual or members of the group to take a personal inventory, to see if their style is avoidant, competitive, accommodative, or collaborative, and why, is an excellent way to generate such internal self-dialog, which will then hopefully yield a greater willingness to break bad habits. Self-exploration as to 'how has this style hurt me in the past' may make even a competitive individual realize that shouting loudly does not necessarily yield real and productive change."
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Conflict Resolution: A Case Study, 2007.
This paper examines a conflict resolution and stress case study of teachers at Sunnyslope High School.
885 words (approx. 3.5 pages), 3 sources, MLA, $ 31.95
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Abstract
The paper defines conflict and explains that to mitigate the conflicting and stressful situation between the regular education and the special education teachers, a problem root cause analysis should be done first. The paper suggests the arranging of a team-building session between the two conflicting groups and explains that by taking values into consideration during the team-building activity, the teachers would be reminded that they should stay together and come up with the best solution for the students. The paper considers that the school administrator can present "rules of engagement" of conflict resolution, such as tolerating different viewpoints and shouldering responsibility.
From the Paper
"By taking values into consideration during the team-building activity, the teachers would realize again and be reminded of their place in the scheme of education - that theirs is the noble profession of education and they should stay together and come up with the best solution for the students. It is not because there is an inclusion policy or the Individual Educational Programs (IEPs) stated so but rather it is because they are there in the service of the greater good not only of the academe but society as well. Once values formation is in effect, conflict resolution can be done and managed by leveraging the expectations of the two groups."
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Team Building and Conflict Management, 2008.
This paper proposes a non-traditional team building method.
823 words (approx. 3.3 pages), 2 sources, APA, $ 29.95
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Abstract
The paper explores an innovative way of building a team through personality, as opposed to the traditional way of skill sets and titles. The paper also explores how this creative team building style results in efficiency in employees and how it truly reduces opportunities for conflict. The paper concludes that companies can tailor specific aspects and characteristics the company wants its employees to posses by staying away from traditional models that may be quick and easy, yet produce mediocre results.
Outline:
Introduction
Traditional Team Building versus Non Tradition Team Building
Team Building Exercises
Team Assimilation
Conclusion
From the Paper
"Many companies lack the time, the resources or simply the desire to build their teams any other way than the traditional models that a multitude of businesses practiced before them. Teams are comprised of individuals with impressive resumes or internal clout due to the amount of time the individual has worked for the company. While this has worked for some companies the traditional model of team building pays no mind to the particular dynamics of a team or any potential conflict that can arise within the team. The success is left to mere luck and today that is quite simply an unacceptable way of doing business."
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Conflict Resolution, 2005.
This paper discusses conflict resolution techniques, focusing on suppression, a technique sometimes applied in extreme forms of conflict.
1,200 words (approx. 4.8 pages), 11 sources, MLA, $ 41.95
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Abstract
This paper explains that, because conflict has become endemic throughout the world, the processes and techniques of conflict resolution are becoming increasingly important in dealing with these conflicts. The author points out that suppression as a conflict resolution technique is not an adequate resolution procedure because, by definition, it suppresses or denies the causes of conflict and therefore allows the cause of the conflict to continue and possibly worsen. The paper relates that it is wrong to think of conflict resolution as an attempt to end finally all conflict because conflict is a part of society and social growth and the emphasis should be on transforming and transmuting conflict into a positive direction.
From the Paper
"A good example of use of suppression, as a means of resolving or dealing with conflict, was the South African situation during the years of Apartheid. The System of Apartheid or separate development in the country divided the people along racial lines and denied equality to the black and colored population. This disparity resulted in an extreme conflict situation. The mechanism used by the authorities to deal with this conflict was suppression through detentions and the use of force. This included the "suppression of peaceful mechanisms of organized protest". However, this method of suppression did not succeed in resolving the conflict but only created further dissention within the country which eventually resulted in riots and a near civil war."
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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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Project-Based Team Building, 2007.
An analysis of effective management of project-based team building for the success of an organization.
2,163 words (approx. 8.7 pages), 5 sources, APA, $ 67.95
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Abstract
This paper discusses the importance of team building and specific team roles within an organization. The paper describes ways that effective team building can occur and discusses how, when selecting a team, organizations should consider the individual member's skills and abilities, experiences and history, but also the diversity of the team and the ability of team members to work effectively with one another. The paper concludes by suggesting that performance evaluation is also necessary to assess the efficacy of team measures and processes.
Table of Contents:
Literature Review Team Building
Team Roles and Strengths
How To Choose a Project Team
How to Change the Current Functional Management Structure to Carryout Project
Conclusions/Discussion
From the Paper
"Much of the research examined suggests that while participative management and leadership is essential to good team functioning, it is not necessary for achieving a teams goals and ensuring team efficiency (Biech, 2001). In the current functional management structure the organisation is still dominated by hierarchical lines of authority. While a team based approach may encourage more participative management, hence empowering teams, it is not the ideal structure for facilitating maximum success in projects within the organisation."
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Critical Thinking and Conflict Resolution, 2002.
Explains how the theories of critical thinking could be taught to and used by adults in conflict resolution situations.
1,247 words (approx. 5.0 pages), 5 sources, MLA, $ 42.95
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Abstract
This paper explains how conflict is part of everyday life, yet many adults fail to achieve successful conflict revolution. It examines the theory of critical thinking, which is one approach that shows promise, and what is needed is adult education to teach peace as the key to personal and social change. It discusses how critical thinking emerges form the theories of Mezirow and Brookfield and enables the individual to think differently about conflict. Critical thinking leads to conflict resolution, and the theoretical assumptions and alternatives are noted by the author as he shows different strategies for conflict resolution leading to suggestions for practical techniques to teach critical thinking and relate it to conflict resolution.
From the Paper
"The individual and his or her work situation are affected by how they handle such issues as conflict resolution, stress management, interpersonal communication, and non-verbal communication. These dimensions of everyday life have to be addressed by everyone, and how well they manage to do this determines their own sense of well-being and self-esteem on the one hand, and how they are viewed by observers on the other. There is a considerable body of literature indicating how important these dimensions are to the person and to the person's social standing as well as offering advice and guidance on how best to achieve control of these dimensions. O. Randall Braman indicates the importance of the issue and calls on educators to fulfill their function of preparing the young for their adult roles in life by "teaching peace to adults" through the application of critical thinking to conflict situations."
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Conflict Resolution, 2005.
This paper examines the concept of conflict resolution and its various strategies adopted in the managed-healthcare field.
2,145 words (approx. 8.6 pages), 6 sources, APA, $ 67.95
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Abstract
This paper explains that, even though there are questions about the degree to which conflict exists in the managed-healthcare field, the author contends that such conflict does exist. The author points out that one strategy for resolving conflicts within managed care settings is to detach the concerned people from the problem, but this is an extremely complex strategy and involves highly skilled communication experts. The paper stresses that the importance of conflict resolution cannot be undermined because it is believed that with time, the healthcare settings are going to become increasingly complex and dynamic, requiring healthcare managers to develop innovative conflict resolution strategies to resolve every day workplace disputes.
Table of Contents
Introduction
Defining the Scope of Managed Care
Comprehending the Conflict within Managed Care Systems
Fundamentals of Conflict within Managed Care Settings
Principles and Practices of Conflict Resolution
Conclusion
From the Paper
"Understanding the basic fundamentals of any conflict is important because no conflict can be resolved nonviolently unless the managers have fully understood the primary elements of conflict. Now, in order to understand the fundamentals of conflict resolution within managed care, it is important to assess two leading research studies. Mayer (1995) and Umbreit (1995) research on this subject is still considered to be the most influential as it paved way for a deeper and profound understanding of the fundamentals of conflict within managed care. Mayer recognizes two fundamentals of conflict with managed care settings."
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Contemporary Africa Ethnic Conflict Resolution, 2008.
Analyzes ethnic conflict resolution and policy in contemporary Africa, especially Ethiopia.
15,860 words (approx. 63.4 pages), 36 sources, APA, $ 249.95
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Abstract
This paper identifies key elements in conflict and conflict resolution theories from the perspectives of ethnicity, culture, and politics in Africa and non-African countries. The author points out that Africa has been wracked time and time again by wars of all types, intensities and durations. The author then presents several ways that Africans resolve ethnic conflict and reports that, unique among African countries, the ancient Ethiopian monarchy maintained its freedom from colonial rule with the exception of the 1936-41 Italian occupation during World War II. However, Ethiopia has been wracked by a series of bloody coups, uprisings, wide-scale drought and massive refugee problems.
Table of Contents:
Theory
Key Historical and Contemporary Theorist
Conflict Theories and African Policy Issues
Frustration-Aggression Hypothesis
Social Learning Theory
Social Identity Theories
Implementation of Ethnic Conflict Management and Policy
Community Assembly: The Semai Becharaa'
Qat-Chewing Sessions
The Role of Poetry
Dia
Go-Between Mediator
Apology
Truth and Reconciliation Commissions
Public Trials
Reparations Payments
Writing a Common History
Track II Diplomacy
Literature Review
Global Ethnic Resolution, Conflict and Relevant Policy
African Ethnic Conflict and Policy
Application of Theory and Practice on Ethiopia
Ethnic Conflict Resolution and Theories within a Policy Context
Ethiopian Socioeconomic and Political Climate
From the Paper
"The native inhabitants of the area were organized in agrarian-based chiefdoms like those of the Bench and Dizi people (living in the highlands) or in decentralized age-grade societies like the Toposa, Anyuak, Nyangatom and Suri (living in the lowland plains). The state presence was constituted by superior military force (soldier contingents with better arms), and by the imposition on the locals of tribute and tax requirements, and the obligation to provide corvee agricultural labor for the northern immigrants. The latter also took cattle, ivory and slaves for trade to the north."
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