Managing Conflicts Within Groups

Managing Conflicts Within Groups
| Organisational Behavior Individual Course Paper | Lim Jin Sheng Jason | | Section: ES1 | |
Introduction In order to meet the requirements of the individual assignment, this paper uses a
specific project management experience to highlight some of the main organisational behaviour
(OB) concepts in a real–world professional setting. The two main OB concepts chosen are: a)
Managing Conflicts within Groups b) Multi–Party, Multi–issue Decision Making Framework In
doing so, it is hoped that this paper will highlight the importance of utilizing these OB concepts in
other similar situations encountered in the future. Professional Work Experience My professional
experience involves managing acquisition and ... Show more content on Helpwriting.net ...
By understanding the different types of group conflicts (task, relationship and process) and engaging
all stakeholders before the forum approval will help in reducing the effort spent and maintain good
relations with all stakeholders. Multi–Party, Multi–issue Decision Making Framework Once the
approval for the operational requirements and budget for this project is obtained, my team selected a
suitable overseas defense contractor to build and deliver the product according to our specifications.
The arduous task of negotiating for the best possible terms for the least price for this contract begins.
Due to the complexity of the equipment acquisition involved, the discussions will require many
subject matter experts from their relevant domains to discuss the technical issues with their
counterparts. I had an experienced procurement manager who advised the team to first agree on all
the complex issues internally first before starting negotiations with the supplier. In practice, this
meant that my team had to prioritise which issues are important and non–negotiable and which
issues are good to have but not essential in the success of the project. Without this understanding,
every single representative from my team will try to press for the best terms within their domains
because everyone thinks their own issues are important. Furthermore, the
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Managing Conflicts: Video Analysis
I totally agree with this video about managing conflicts and how to prevent and react to them. In this
video and helps you understand what to do in when there is a conflict in a business and how to
recognize it and prevent it from happening. In this video it states that a manager or owner of that
business should know why the employees are fighting and prevent it from happening again. The
manager needs to identify the problem and be involved with it and not just let the situation play out
which is the worse thing to do. I agree in a lot of jobs that I have worked in has a lot of not just
drama but conflicts and not being dealt with responsible. Which is wrong because, stated in this
video, it says it should never be sides always get every

Managing Conflict On The Workplace Essay
Keller Graduate School of Management Managing Conflict in the Workplace Collaborative Case
Analysis: Scenario 1 team 3 Professor George Watson By Ali Azam Rasel Conflict Issue: Conflict
raise when one party makes dis agreement with other party or make reply with negative impact. One
party thinks he or she is right while other party thinks absolutely wrong. For this particular case
analysis I can say Joe was working as an Assistant Manager which is management level job
position. To performing this kind of job leadership role is required. Joe had significantly personal
issues such as his school and family time due to his wife pregnancy. There was management
pressure from Jim how to improve customer service, hiring new people to fill–ups. From Jim side he
wanted to more productivity and expectations was too high. From Joe's side he was in conflict how
he can ask for time off while Jim was giving more work. Joe was hesitated to ask Jim about the time
off. So Joe's mind was upset and he was thinking about his family and his study. His behavior was
not good with other coworker because his depressions. Lack of understanding was another issue.
The problem was for the Jose he never try to talk with Jim openly he was thinking Jim may be not
happy if he ask for time off for his wife and school. He was thinking Jim may not listen or trust him
about his situation. Depression: For this case Joe was not able to tell his boss about this personal
problem about his wife

Mission Statement Of SHL
SHL is a public listed company in Malaysia and SHL had listed on the Main Board of Bursa
Malaysia Securities Berhad. The Group begin in the year 1940, as a single company dealing in
traditional commodities. In the year 1960, the Group ventured into property development on a joint–
venture basis. In the year 1985, SHL embarked on its first own housing project in Selangor.
Currently, the Group had successfully developed more than 18,000 units of houses in various
housing schemes. The Group is currently represented in several major sectors of the economy such
as property development, construction, manufacturing, quarrying, trading and hospitality services
(Appendix 1).
Mission and vision Statement
The group does not disclose their Vision and Mission statement. However, the group mentioned
their future prospect in annual report. The group will be focusing on building landed properties and
affordable value homes, continue creating value for all stakeholders, improving the delivery system
and enhancing the competitive advantage.
Board of directors
The current Chairman of the SHL is Y.A.M. Tengku Abdul Samad Shah Ibni Almarhum Sultan
Salahuddin Abdul ... Show more content on Helpwriting.net ...
Board of directors
DATO' SERI LIM BOCK SENG is the chairman of LBS and TAN SRI LIM HOCK SAN is the
group managing director. There are other 8 director in the board (Appendix). He is the father of Tan
Sri Lim Hock San and other 4 director, SHL is a family company. There will be some conflict of
interest occur.Moreover, the Group has 4 executive director and non–independent non–executive
director (Appendix 2). All member is the Board never been convicted in any offence within the past
ten years.
Auditor analysis of the

Essay on Managing Conflict
Managing Conflict
The ability to manage conflict is undoubtedly one of the most important skills a manager needs to
possess A study of middle– and top–level executives revealed that the manager spends
approximately
20% of his or her time dealing with conflict. In most management development programmes;
conflict management was being more important than decision making, leadership or
communication.
DEALING WITH CONFLICT
Concept
Definition
Want
Desire for something
Goal
Desired ideal state of future affairs
Need
Universal necessity for survival
Interests
potential benefits to be gained by achieving goals
Conflict of interests
The actions taken by person A to achieve goals prevent, block or interfere with the ... Show more
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As a manager
– Be aware of your underlying conflict–handling style
– Be judicious in selecting the conflicts that you want to handle
– Not every conflict is worth your time and effort to resolve. While avoidance might appear to be a
'cop–out', it can sometimes be the most appropriate response. You can improve your overall
management effectiveness, and your conflict–management skills in particular by avoiding trivial
conflicts. Choose your battles judiciously, saving your efforts for the ones that count.

– Evaluate the conflict players
If you choose to manage a conflict situation, it's important that you take the time to get to know the
players. Who is involved in the conflict? What interests does each party represent? What are each
player's values, personality, feelings and resources? Your chances of success in managing a conflict
will be greatly enhanced if you can view the conflict through the eyes of the conflicting parties.
– Assess the source of conflict
Conflicts have causes. Since your approach to resolving a conflict is likely to be determined largely
by its causes, you need to determine the source of the conflict. Research indicates that conflicts have
varying causes, they can generally be separated into three categories: communication differences,
structural differences and personal differences – Communication differences
Communication differences are

Managing Conflicts: Course Analysis
I have learned a lot through this course and I believe that they will truly help me in my career as a
health management and policy professional. Through this course, I learned that although it is
impossible not to experience conflict in a workplace, there are many tricks to implement to resolve
those conflicts and even prevent it from escalating. Managing conflicts involve using a mediator,
facilitator and even arbitration. By doing so, the parties who are involved in the conflict can express
their views and work together to find a solution to resolve the problem. Many people associate
conflicts with a negative implication because they always look at the negative aspects of it. Conflicts
are not always destructive but could rather be constructive depending on how they are handled. ...
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Although managers are the leaders and should how to handle conflicts, they should not always
resolve conflicts but should allow and encourage their employees to resolve their own issues by
implementing the following techniques known as negotiating, collaborating, cooperating,
compromising and so on. I really enjoyed this course because I was able to learn about conflicts and
so I now have a different perspective about conflicts. When we first started the course, my
perception of conflicts was the total opposite of my current perception and attitude toward conflicts.
I believe that I will implement those conflict techniques that I learned this semester if I ever become
a manager in the

Managing Conflict and Negotiating Effectively Essay
Managing Conflict and Negotiating Effectively Managing conflict is something that as individuals
we experience on a daily basis. Conflict may be in work, school, home, and even within ourselves.
What I think individuals have trouble with and do not understand is how to deal with conflict in an
effective way or to avoid conflict. I have always believed that not everything are meant to tangle
over sometimes to avoid issues it is best to go with the flow as long as it is not a life–threatening
situation. Most of the time individuals think differently, act differently, and want different things in
life and in an organization. When these differences come about it is important to have a strong
leader who can determine what is more important ... Show more content on Helpwriting.net ...
Perceptions– people perceive differences in the severity, causes and consequences of problems.
Power– conflicts can arise when people try to make others change their actions or to gain an unfair
advantage. Values– values are beliefs or principles we consider to be very important. Feelings and
emotions– conflict can occur because people ignore their own or other feelings and emotions.
(http://www.ctic.purdue.edu/KYW/Brochures/manageConflict.html) Levels of Conflict Four basic
levels of conflict in organizations are intrapersonal (within an individual), interpersonal (between
individuals), intragroup (within a group), and intergroup (between groups). Intrapersonal conflict
occurs within an individual and usually involves some form of goal, cognitive, or affective conflict.
Intrapersonal conflict is triggered when a person's behavior will result in outcomes that are mutually
exclusive. For example, involving change, such as returning to school, changing jobs or beginning
or ending a relationship. Three basic types of intrapersonal goal conflict: 1) Approach–approach
conflict means that an individual must choose two or more alternatives, each of which is expected to
have a positive outcome. 2) Avoidance–avoidance conflict means that an individual must choose
between two or more alternatives, each of which is expected to have a negative outcome. 3)
Approach–avoidance conflict means that an individual must

Parent Conflict : Managing Sibling Conflict
Being a parent to multiple children is a very complex task. Siblings are bound to fight, argue, and
have conflict. Different sibling dyads cause different types of sibling conflict. The way that parents
address that conflict and attempt to solve it is extremely important in the sibling relationship going
forward. The behaviors and beliefs of the parents are crucial in managing sibling conflict. Middle
childhood is an area of extreme sibling conflict due all the hormonal changes that children go
through. Research has been done to find out the best strategies parents should use when attempting
to manage their children's conflict. This paper will discuss some of the current research findings on
managing sibling conflict in middle childhood, ... Show more content on Helpwriting.net ...
The researchers hypothesized that the parents would use strategies that they felt were most effective
to manage the conflict. They found that mothers and fathers use whichever strategy more often
when they felt extremely confident in their ability to do so. Another hypothesis they made was that
mothers would support more child–centered strategies while fathers would support more controlling
strategies. They found that mothers thought child–centered strategies and passive nonintervention
were more effective than fathers did, while fathers viewed parental control strategies as more
effective. Their last hypothesis was that the beliefs and behaviors of the parents would impact the
developmental levels of the children. The study found that both mothers and fathers used different
strategies for different areas of conflict. For example, fathers would use child–centered strategies
with younger sibling dyads; whereas mothers would use child–centered strategies with all age
groups. Fathers would use parental–control strategies when they felt less confident in their ability to
perform child–centered strategies (Perozynski & Kramer, 1999). Passive non–intervention is a
strategy that neither parent used very often. For mothers, they would use this when they

Managing Conflict In Social Care
It is important to keep in mind that although there may be conflicting views either amongst
professionals or clients, to be aware of those biases and self–reflect on why they maybe arising with
the particular issue. Furthermore, because of the work that social workers are involved in, they are
constantly surrounded by conflicts and/or opposing views. Therefore, part of the social worker's
responsibility is to manage conflict in an effective and productive manner. This includes being
authentic and relating in a natural, sincere, and genuine manner to others colleagues, professionals,
and clients. By showing others that both should be contributing to the relationship, it allows room to
facilitate growth for the client, group, and environment.

Module 2: Managing Conflict In The Workplace
Author:
Throughout this assignment, I will discuss managing conflict.
Module Two: Assignment One
Make sure you talk to the individual or individuals involved in the conflict before making a
decision.
Set a time and day to talk to each individual separately, so others are unable to hear what they have
to say.
Allow the individual(s) time to state why the conflict happened.
After letting them say their statement, provide them with feedback.
Give them a warning, and make sure they know that after that they will be written up.
After being written up, explain that the next time they will no longer have a job.
Throughout a workforce, many try to keep conflict to a minimum. However, in some situation's
managers are faced to talk to an employee or employee's about conflict in the workplace. ... Show
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At this time, the worker or workers should know the results and consequences of their actions. First
offense should be a warning, and recommendation of improvement. Second offense should be a
write up, which you should not get when performing effectively after the warning. Than by the third
offense, you are terminated from the job. So, therefore, after three offenses' you are no longer able to
work there anymore.
Conclusion
In conclusion, managing conflict sometimes is very difficult, but with great leadership skills it can
be a little easier. Although you may gain close friendships with your coworkers, there are times you
have to put your foot down. When conflict arises in the workforce, you have to set a meeting with
the worker or workers involved in the conflict, talk about the situation, and provide them with
feedback. Conflict in the workplace can cause a lot of problems between the workers or customers.
So, therefore, there are some things you can do to provide effective

Team Leadership/Diversity with Managing Conflict Resolution
Introduction to Graduate Education MSL 601 Team Leadership/Diversity with Managing Conflict
Resolution Kevin Schaub Belhaven University, Jackson, Mississippi August 1, 2012 Instructor: Dr.
Jay P. Chance Team Leadership/Diversity with Managing Conflict Resolution Introduction
Leadership, team diversity and managing conflict resolution is just some of the high points for
having a successful team or group. In this paper we will explain what leadership is and the different
behavioral styles it represents. It will also touch base on setting higher expectations, creating a
vision for the group, as well as stimulating the group to come up with challenging ways of doing
things to help avoid burnout. The second part will explain ... Show more content on Helpwriting.net
...
It is important to not let groups become another victim of burnout. There are different types of
exhaustion such as emotional, mental, and physical. Break up the monotony and present them with
different ways of doing the projects. Consistent processes of encouraging alterations into your
routine are the best way to see improvement. Gorkin defined that by "acquiring and applying skills
and technology for turning new problem–solving options into productive attitudes and actions." One
may even reflect back on Galatians 6:9, "So let's not get tired of doing what is good. At just the right
time we will reap a harvest of blessing if we don't give up." This statement alone can be applied to
not only burnout but in relation to becoming a great leader as well. Team Dynamics or Group
Behavior When talking about team dynamics the first question one may have is, "What are Team
Dynamics?" In Williams (2011) it is said "The dynamics of teams determine if these goals will be
met in an efficient manner." It is said in Ecclesiastes 4: 9–10 "Two people are better off than one, for
they can help each other succeed. If one person falls, the other can reach out and help. But someone
who falls alone is in real trouble." When conforming a team there are many components that can
result in both positive and negative results. Friendship within a team can be both positive and
negative. When a team's form a friendship, which can be positive as in they may feel more

Managing Conflict With Employees With Conflict And Improve...
Managing conflict with coworkers doesn 't have to be difficult. In this article are eight simple rules
that should both help you deal with conflict and improve your relationships at work. Rule 1: See
conflict as an opportunity Your perception of conflict has a direct impact on how it plays out in your
life. If you embrace conflict and see it as an opportunity to better a situation or a relationship, then
you 'll take on the challenge of seeing the confrontation through, regardless of how difficult it may
be, because you know that the ultimate benefit of working through an issue will be worth it in the
long run for both you and your working relationship with the other party. If, on the other hand, you
distain conflict and would rather lie on a bed of sharp nails than address a problem with a coworker,
you 'll be more inclined to avoid it, mismanage it, or even deny its existence. In either case, your
negative perception of conflict will prevent you from dealing with it effectively. Furthermore,
avoiding conflict only makes it more likely that the issue will continue to be a source of contention
with no end in sight. Keys: * Begin by breaking away from the following myths around conflict: a)
Conflict is negative. b) Conflict is about winning and losing. c) Conflict, if left alone, will resolve
itself. d) Conflict only impacts the parties in conflict. e) Your past determines how you handle
conflict today. * The truth is, only you can determine what conflict means to you.

Effective Managing Conflict Essay
Effectively Managing Conflict and Negotiating in the Workplace
Outline & Content
I. Abstract II. Introduction III. Types of Conflict A. Personality Conflict B. Intergroup Conflict C.
Cross–Cultural Conflict IV. Managing Conflict A. Functional Conflict B. Dysfunctional Conflict C.
Programmed Conflict D. Stimulation of Conflict 1. Devil Advocacy 2. Dialectic Method V.
Alternate Means Managers Use to Handle Conflict VI. Management Conflict Styles VII. Personality
Traits in Understanding Conflict VIII. Management Utilizing Negotiation ... Show more content on
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Groups often have the potential for conflict because members differ in their views, values,
knowledge and experiences. In addition, excessive group cohesiveness may promote in–group
thinking which can also lead to intergroup conflict. Conflict can also arise between people because
of differences in personal experiences, backgrounds, genders, nationality and society. Conflict which
occurs between individuals or society groups whom are divided by cultural boundaries are known as
cross–cultural conflicts. Cross–cultural conflict is form when disagreements between cultural beliefs
and values arise. "Workers today compete for schedules and projects, for money and training
according to Marilyn Kennedy, which also leads to conflict."[3] And as with many organizations
utilizing groups and team works to complete specific tasks and objectives, differences within the
team and among the members can also lead to conflict. A lack of cross–cultural difference can also
lead to cross–cultural conflict. Building relationships and seeking the help of consultants can also
help to reduce cross–cultural conflicts. Individuals from various cultures can effectively work
together with the assistance of International consultants. In addition, by employing expatriates to
maintain strong relationships with their host can also help managers to keep cross–cultural conflict
to a minimum. Not

Effective Communication And Constructive Feedback For...
Conflict is inevitable in the workplace. Where there are people, there will be conflict. Nurses work
in highly stressful and demanding environments which is why it is important that student nurses
learn to adopt techniques and skills that will assist them in managing conflict. Assertive
communication and constructive feedback are strategies that can assist in managing conflict. It is
important that student nurses be taught strategies on how to cope with conflict as poorly managed
conflict can result in verbal abuse, medical errors and poor patient outcomes. In this scenario, a
student nurse is incorrectly applying a dressing to the patient when she is approached by the
frustrated buddy nurse. The buddy registered nurse does not act ... Show more content on
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935).
Ineffective interpersonal skills are clearly present in scenario three. Causes of ineffective
interpersonal communication can be chaos, confusion, fear, stress, conflict and inefficient systems
(Vertino, 2014). The non–verbal communication techniques used by the registered nurse reflect
chaos, stress and conflict and is an unacceptable way to treat a student nurse, especially in front of a
patient. Johansen and Cadmus (2016, p. 211) found that the stressful and demanding environment
that nurses work in can impact the nurses work stress levels and how they deal with conflict. It is
evident that the registered nurse was frustrated in the scenario by her use of non–verbal
communication such as tone of voice, volume, body language and facial expressions. Working as a
buddy registered nurse whilst providing therapeutic care to multiple patients can be stressful and
time–consuming at times. It is important that nurses still consider their actions whilst working in a
stressful and sometimes chaotic environment. In this scenario, the registered nurse did not manage
her anger well and stormed into the hospital room whilst speaking loudly and fast–paced to the
student in front of the patient. The proximity between the nurse and student and the nurse's use of
sharp and fast hand movements demonstrated annoyance and threat. This indicates that the
registered nurse approached the situation by using the dominating conflict management

Roles Of Different Types Of Directors
Business and Corporation Law Assignment
The roles of different types of directors "Non–Executives serve no real purpose" – Comment
By Louis Prateek Rajan 44141572
Directors: The person who is responsible for the conduct of business activities of an enterprise is
usually referred to as the "Director" of a company. They are also known as the "Managers" of the
entity and are elected by the shareholders during the members meeting. Once elected, the list of
directors need to be lodged with ASIC. Often the director is seen as the face of the company and is
synonymous with its brand value.The main role of the director is two–fold:
a) To exercise control over how a company functions and
b) Must conduct his activities in good faith and in the best interests of the company.
Apart from ensuring that the strategies formulated at the top level are carried out and communicated
effectively to the other levels of management, the "Managers" have to make sure that:
a) Profit maximization objective – is of top priority.
b) A balance is struck between the stakeholders' interest and companies' obligations.
In short, the director "Links the Company with Outside Stakeholders".
Types of Directors and their respective roles: Directors are basically classified on the basis of their
role and functions in the organization. Some of the types of directors involved in business are:
De facto Directors:
These directors:
a) Are

Strategies For Managing Conflicts On The Group Essay
4. This task requires you to outline some strategies to manage conflict in a group.
a) The impact of both positive and negative effects of conflicts on the group.
(i) Increase bunch solidarity:– when gatherings face clashes tackle the contentions that time all
individuals regard one another more than before because of quality of the gathering will increment.
(ii) Utilize distinctive thoughts:– Working in gatherings is valuable for association on the grounds
that diverse thoughts originate from individuals and errand finish in a decent way.
Negative:
(i) Relationship devastated:– Some contentions got to be close to home than they prefer not to one
another and don 't care for work together and their relationship demolished
(ii) Waste of time and cash:– Works in gatherings is a smart thought however when the contentions
come in the gathering that time it demonstrates that it is an exercise in futility and cash.
b) Strategies for reducing the impact of confliction group functions:
Strategies for managing conflicts:
Aggressive:– In this administration systems a capable or experienced individual take choice in a
crisis and when choice needs to take quick.
Collective:– People make synergistic style to address issues out of every other person on earth
included. All individuals participate and impart their insight to others.
Trading off:– People who lean toward a bargaining style where all individuals fulfill and everybody
pick up they are normal
Pleasing:– In this style

The Board of Directors ‚Äì Roles and Responsibilities
The Board of Directors – roles and responsibilities
The board 's key purpose is to ensure the company 's prosperity by collectively directing the
company 's affairs, whilst meeting the appropriate interests of its shareholders and stakeholders. The
objects of the company are defined in the Memorandum of Association and regulations are laid out
in the Articles of Association.
Appointment of directors
The ultimate control as to the composition of the board of directors rests with the shareholders, who
can always appoint, and – more importantly, sometimes – dismiss a director. The shareholders can
also fix the minimum and maximum number of directors. However, the board can usually appoint
(but not dismiss) a director to his office as ... Show more content on Helpwriting.net ...
Directors must act with due skill and care. Directors must consider the interests of employees of the
company.
Calling a directors ' meeting
A director, or the secretary at the request of a director, may call a directors ' meeting. A secretary
may not call a meeting unless requested to do so by a director or the directors. Each director must be
given reasonable notice of the meeting, stating its date, time and place. Commonly, seven days is
given but what is 'reasonable ' depends in the last resort on the circumstances
Non–executive directors
Legally speaking, there is no distinction between an executive and non–executive director. Yet there
is inescapably a sense that the non–executive 's role can be seen as balancing that of the executive
director, so as to ensure the board as a whole functions effectively. Where the executive director has
an intimate knowledge of the company, the non–executive director may be expected to have a wider
perspective of the world at large.
2
The chairman of the board
The articles usually provide for the election of a chairman of the board. They empower the directors

to appoint one of their own number as chairman and to determine the period for which he is to hold
office. If no chairman is elected, or the elected chairman is not present within five minutes of the
time fixed for the meeting or is unwilling to preside, those directors in attendance may usually elect
one of their number

The Board Of Directors And Management
I. Introduction
The board of directors and management in companies respectively constitute a fatal role to control
issues within a company so as to face the internationalization of real and financial markets that ease
the boundaries of the business world and increase the corporation 's complexity and risks. While the
responsibilities of senior management is to control the day–to–day business affairs to ensure the
implementation of the strategies approved by the board, directors control the direction and goal of
the company as well as establish the limits of management behaviour against management
misconduct. In that respect, making a proper and explicit distinction between the function or duties
of directors and senior management is an ... Show more content on Helpwriting.net ...
2) What are the roles of Management (distinct from Directors)?
3) What is/are the role/duties/function of a Managing Director/CEO?
4) What is/are the role/duties/function of the Chair of the Board of Directors?
1) According to the judgement of the court in AWA Ltd v Daniels, we know that the board of
director's duties include: setting goals for the corporation; appointing the corporation's chief
executive; overseeing the plans of managers for the acquisition and organisation of financial and
human resources towards attainment of the corporation's goals; monitoring the progress of reaching
its goals.
2) Management operates through functions such as: execute the control of company's affairs;
establish internal controls, management information systems and accounting records; reduce to
writing if appropriate and communicate policies and strategies adopted by the board; summarise the
information that reflects the financial position and corporation's affairs for the board; prepare the
suggestions, proposals and budget for the board; deal with the personnel problem such as hiring and
firing employees.
3) Generally speaking, managing director or CEO is a director delegated the power to manage the
business of the corporation. In other words, as a managing director, he or she is bound to give
continuous attention to the affairs of the company. Usually a managing director is employed under a
contract of service

Managing Conflict : Policy Compliance
To: Martin Thomas, CEO Subject: Managing Conflict; Policy Compliance Mr. Thomas, I would like
to bring to your attention a situation that has been presented to me by Jon, a Devise Products
Unlimited (DPU) engineering employee. It appears that Jon has had five unexplained absences in
one month which exceeds the engineering attendance policy limit by three days. Abram, Jon 's
supervisor, has decided to follow the prescribed disciplinary action within the engineering policy
and not pay Jon for his unexplained absences. As a result, Jon has filed a complaint with human
resources against Abram stating inconsistent policy application between divisions. He states that
employees from other divisions have had similar, if not higher, absentee ... Show more content on
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Abram cares about his relationship with Jon and wants to ensure that he does not make this mistake
again. In addition, Abram needs Jon 's work contribution in order to reach company goals. Had Jon
gone to his supervisor beforehand and explained why additional time off was needed, perhaps
Abram could have made accommodations for Jon that would have allowed him to make up the
unexcused time by coming into work early or working late. Unfortunately, Jon failed to take any
preventative measures and instead tried to deflect his noncompliance by focusing on the unfairness
of inconsistent policy application by another division within the company. While inconsistent policy
application is a serious concern, it does not negate the current policy nor constitute the necessity for
a compromise. It is my opinion that Abram acted appropriately by enforcing the repercussions of
breaking an existing policy and, therefore, Jon 's wages should be docked for the three unexplained
absences. Second, DPU must consider how its many inconsistent policy manuals have contributed to
this situation and take the necessary steps to develop one policy manual in which all employees can
follow. Failure to provide the staff with the same rules and expectations lead to unfairness claims
and destroy a supportive work culture. According to FindLaw (n.d.), policies must be enforced

MAnaging Conflict Essay
Managing Conflict
What is conflict?
Conflict is a natural disagreement resulting from individuals or groups that differ in attitudes,
beliefs, values or needs. It can also originate from past rivalries and personality differences. Other
causes of conflict include trying to negotiate before the timing is right or before needed information
is available.
Causes of conflict.
1. Lack of communication.
There is a lack of communications. Failure to share ideas and feelings (between wife and husband
for example) allows the other person to "fill in the gap." We "read in" what
we think the other person will say or anticipate how the other person will respond. Then, we often
suspect negative things ... Show more content on Helpwriting.net ...
Lack of agreement about "who's in charge" or "how we are going to get things
done" in any situation can be a source of conflict. For example, if one parent in a family
expects democratic decision–making (all members have input) and the other wants to be the boss
(do it my way), they may not be able to resolve honest differences of opinion. Then when
differences exist, they become sidetracked into a hassle over who will decide or whose opinion is
going to be accepted as the "right" one. The resulting conflict becomes a "win–
lose" struggle.
4. Change causes disequilibrium.
While change is considered to be a "given" for people working and living together,
another "given" is that people prefer secure, predictable patterned responses to the
unknown.
When changes occur abruptly and unpredictably, conflict may follow (e.g. The wife comes home
from her college class one night and says "I want a divorce."). Forces may have been at
work for a long time to cause such a change, but it appears suddenly and provokes anger, anxiety
and confusion.
How to resolve conflict
1. Proper communication
Proper communication should be facilitated so as to avoid rumours and gossip.
This prevents people from thinking negative thoughts especially when they don't know what is
happening.

2. Proper Leadership and effective decision–making.
In an organization there should be a proper structure

Managing Conflict Essay example
Effective managers are successful within the workgroup and organization when a style is used to
resolve a conflict. People do experience conflict in their lives. There has always been a lot of interest
in how to manage conflict once it appears in the open, and that is important. What is not so common
is a concern for preventing unnecessary conflict, so it does not start in the first place. Managers are
capable of using all five resolutions skills to deal with conflict in the workplace.
Organizations of all types need good managers in order to survive when dealing with conflicts that
will occur within a workplace. Many people holding management positions will be confronted with
issues between two people or two groups ... Show more content on Helpwriting.net ...
Some people attempt to avoid conflict by postponing it, hiding their feelings, changing the subject,
leaving the room or quitting the project. Sometimes, doing nothing is a smart thing to do, providing
the decision to do nothing is well thought out and based on an analysis of the situation. Although
avoidance might appear to be a "cop–out," it can sometimes be the most appropriate response. A
common means of avoiding conflict is to be secretive. This can be done by employees and
managers. The notion is that if no one knows what is being done, there can be little conflict. By
being secretive, one may delay conflict and confrontation, but when it does surface it will have far
more negative emotions attached to it than would have been the case if things were more open. It
may be wise to avoid a conflict if the issue is minor or if the potential conflict partner is a
formidable opponent. Not every conflict justifies your attention. One should not routinely withdraw
from conflicts because it provides only a temporary fix and sidesteps the underlying problem. An
accommodating manager is also known as a "smoothing" or "obliging" manager (Hemmer, 2003).
Accommodating is allowing the desires of the other party to prevail. This resolution reflects low
assertiveness and high cooperativeness. Accommodating may be an appropriate conflict–handling
strategy when a manager wants to show reasoning, develop performance, create good will, and to
keep peace.

Managing Stress and Conflict Essay
ILM Level 5 – Award in Leadership and Management Candidate Name: Samantha Salmon
Managing stress and conflict in the organisation Assignment Table of Contents Contents Page
Number 1 Understand the effectiveness of own organisation in dealing with workplace stress and
conflict Evaluate the effectiveness of the organisation in recognising workplace stress and conflict
and providing the necessary support mechanisms 3 2 Be able to improve the management of
workplace stress and conflict in own area of responsibility Plan improvements to the identification
and approach to dealing with workplace stress and conflict in own area of responsibility 6 3
Implement improvements to the ... Show more content on Helpwriting.net ...
Work related stress develops because a person is unable to cope with the demands being placed on
them. Stress, including work related stress, can be a significant cause of illness and is known to be
linked with high levels of sickness absence, staff turnover and other issues such as more errors.
There is a difference between pressure and stress. Pressure can be positive and a motivating factor,
and is often essential in a job. It can help us achieve our goals and perform better. Stress occurs
when this pressure becomes excessive. A person experiences stress when they perceive that the
demands of their work are greater than their ability to cope. Coping means balancing the demands
and pressures placed on you (i.e. the job requirements) with your skills and knowledge (i.e. your
capabilities). For example, if you give a member of your team a tight deadline on a project they feel
they have neither the skills nor ability to do well, they may begin to feel undue pressure which could
result in work related stress. Stress can also result from having too few demands, as people will
become bored, feel undervalued and lack recognition. If they feel they have little or no say over the
work they do or how they do it, this may cause them stress. Stress affects people in different ways
and what one person finds stressful can be normal to another. With each new situation a person will
decide what

Managing Conflict And Organizational Change
Managing conflict and the importance of a vision/mission in an organization are two important
topics in our course of Leadership and Organizational Change. In this paper we tried to analyze the
connection between these two important aspects of leadership. Our analysis and our interviews of
leaders have supported and amplified what we have learnt in class.
As we have seen during this course, working in a team can often lead to conflicts. In particular there
are three types of conflicts that we described in class: task conflicts, cognitive conflicts and affective
conflicts.
Task conflicts deal with "disagreement among people about the goals to be achieved or the content
of the tasks to be performed" (Daft R., The leadership experience). ... Show more content on
Helpwriting.net ...
The first style (avoiding) derives from both a low level of assertiveness and a low level of
cooperativeness. In this case the two parties do not even try to solve the conflict. It can be
appropriate when the problem is not important, when a solution cannot be found or when more
information are needed to take a decision. The second style of handling conflicts, dominating,
reflects a high level of assertiveness and a low level of cooperation. The decision in this case is
made without even listen to the other side. It could be useful to use this kind of style when a strong
decision must be taken quickly. The accommodating style is the opposite of the dominating style, In
this case the assertiveness is low and the cooperativeness is high. In this case one of the parties
surrender and let the other one win. This style can be use when people realize that they were wrong
or when they understand that the issues of the other part are more urgent or more important. The
compromising style stems from a moderate level of assertiveness and cooperativeness. People find a
half way solution that because they are equally right, equally powerful etc. The last style of conflict
resolution is the collaborating style, In this case both assertiveness and cooperativeness are high.
People try to find together a solution that meet both parties issues. It is a win–win solution that often
takes more time to be achieved.

Managing Conflict and Negotiating
Managing Conflict and Negotiating
Wherever choices exist, there is potential for disagreement. No matter what we major in, no matter
where our career path takes us, inevitably, we all encounter conflict in some form. In today's highly
competitive society, for an organization to be truly successful, it is imperative that the organization's
leadership understands conflict and deals with it in the best way possible. Management's ability to
recognize and accept divergence and their ability to employ various methods to resolve conflicts to
produce positive results can make or break an organization. The more management understands and
accepts this fact and manages conflict to benefit the company as a whole, the greater the chance of
the ... Show more content on Helpwriting.net ...
Other work issues are unavoidable and there is no "fault" to speak of. There are times when certain
job functions cast two employees in opposing roles. Internal and external pressure from
management to do the job and complete certain tasks can lead to heighten sensitivity and
vulnerability, which could spark conflicts between associates.
For example, the finance department in the organization might need to make drastic cuts to the
budget while the HR department is in need of extra funds due to counter a shortage of recruits in a
given field that year. Such problems are ideally resolved proper channels. In reality, if there are
already interpersonal issues between employees when there is a legitimate conflict of interest in the
workplace, these issues could be far more difficult to resolve since those involved might be less
likely to compromise.
Cross cultural conflict can also be a factor in the workplace. The United States is an extremely
diverse place, as a conglomeration of people from different races, religions, cultural backgrounds,
personalities, educational experiences and learning styles. This diversification leads to more women,
various ethnic groups, and immigrant workers working together in a more diverse tapestry of
associates even when the corporation is located and operating only in the United States. In
increasingly diverse corporate America, doing

Managing Conflict On The Top Management Teams
This article introduces a concept of the conflict on the top management teams by using conflict to
encourage creativity and discussion, but it is also be able to stop a teamwork process because of
difference of opinions and perspectives between team members. Team conflict is a common part in
the company that may obstruct the accomplishment of team goals. However, successfully managing
conflict may stimulate creativity that can produce superior decision among a team. There are many
academic researchers that shown conflict on the top management teams (TMT) in the decision–
making process. This article studied the effective top management teams involve two kinds of
conflict: cognitive and affective conflict. Conflict is crucial issue that can ... Show more content on
Helpwriting.net ...
Thus, affective conflict is a factor that may lead to produce poor decision because team members
may be reluctant to work together and avoid exchanging information. The top management teams
were focused on a specific incident by considerable attention each team's members that shown a
realistic picture of conflict during strategic decision–making process in the organization. This
method allowed the researchers to measure true team composition, goal structure and dynamics of
team effort for studying that why conflict may have an impact on team performance. The method
was used in this research in the following steps: First, the researchers collected an overview of the
conflict on the TMT literatures, with specific focusing on three factors: team size, openness, and
mutuality. Second, they produced hypotheses that predicted the impact of conflict to TMTs. Third,
the authors sent the survey packets to the CEO and all of members of each TMT in each of the firms
that were identified. Fourth, the interpersonal conflict scale that was developed ranging from 1
(none) to 5 (a great deal) used to measure cognitive and affective conflict. This research studied how
the top management teams composition and norms influence the level of conflict experienced by
measuring the openness and mutuality of 48 the top management teams during strategic decision–
making. Results presents that team size was related to both cognitive and affective conflict. Team
size and openness were

Managing Religious Conflict in Therapy
Running Head: MANAGING RELIGIOUS CONFLICT Managing Religious Conflict within
Psychotherapy Ryan Hagen UMASS Lowell Abstract This paper discusses the relationship of
religion and psychology within the setting of interpersonal dynamic psychotherapy. It raises the
question of whether and to what extent religion should be included in a therapeutic setting. Varying
perspectives on this issue are reviewed, followed by an examination of the consequences of
addressing religion within therapy. Several examples are offered of potential pit falls a therapist may
encounter in this situation as well as suggestions for minimizing the likelihood of these occurrences.
Two models are included which provide frameworks for assessing the degree ... Show more content
on Helpwriting.net ...
In 1989, Richards, in a study of 100 Mormon patients, found that they were more trusting of
therapists who disclosed a belief in god. A lot of this depends on the patient. Quackenbos (et al
1986) outlined four viewpoints or degrees of involvement a person may have with their religion, and
how it is used to interpret mental health. The four viewpoints are orthodox, moderate, neutralist and
atheistic. These lay on a continuum, where those with orthodox viewpoints believe mental problems
are caused by sin, and on the other end, atheistic sees mental problems as purely psychological.
Another framework was proposed by Batson and Ventis (1982). They argued that a therapist's need
to understand the different ways of being religious in order to understand the impact that religion
may or may not have on their patient. They created their framework around 3 dimensions, each of
which has it's own continuum. The 3 dimensions are quest, ends and means. The 'quest' continuum
measures the degree of importance the individual places on existential questions, but does not
necessarily feel an urgency to have answered. An example of this would be an agnostic, or a
philosopher who enjoys the process of examining these kinds of questions. A person on the high end
of this continuum would tend to have doubts about religion, and be tentative about religious
viewpoints. The 'means' continuum

Managing Conflict Essay
Conflict permeates throughout all human relationship. It generally derives from the
acknowledgment of the individual uniqueness of all people. Ever individual has experienced things
that are distinct to their world. Thus, coloring the lenses from which they see. These experiences
create differences in opinions, world views, and values. Individuals must learn how to manage these
differences when interacting with others. This individual differentiation can be further intensified in
an organizational environment. Interactants within an organization are ostensibly working towards
the same organizational goal. However, because of differences in organizational roles and duties,
many employees find themselves in opposition. It is up those employees to effectively manage the
conflict that dissimilarity creates. That said, this article explores an incident were an employee of a
company found himself in a conflict situation. The reference article highlights the choices that the
employee, Frank, made and the deleterious aftereffects (Liberman, 2012). Frank, an employee of
FootWorld has been selected to participate in a cross–functional team, within the company, to
develop a go–to–market strategy for a new orthopedic technological device. Failing to articulate his
conflicting ideas to the team he begins to vent his frustration to coworkers outside of the team.
Eventually word is relayed back to those who Frank criticized. Consequently, Frank feels he has
become ostracized from the

Essay about Managing Conflict in Healthcare Organizations
What is conflict? According to Masters & Albright (2002), "Conflict exists when two or more
parties disagree about something" (pg. 14). Is conflict bad? Not necessarily, conflict can be good or
bad. In fact, according to Lewicki et al. a moderate amount of conflict can be productive where as
too little or too much conflict can result in complacency or chaos (as cited by Almost, 2006, pg.
447). In healthcare organizations, like other organizations, conflict is an everyday occurrence.
According to Thomas, "managers spend approximately 30% to 40% of their workday dealing with
some form of conflict" (as cited by Haraway & Haraway, 2005, pg. 11). Conflict will exist between
nurses and physicians, within a healthcare organization, and ... Show more content on
Helpwriting.net ...
Once the conflict reaches a certain level it will begin to have adverse effects and can result in
increased turnover and absenteeism, reduced coordination and collaboration, and lower efficiency"
(Spector & Jex, De Dreu et al. as cited by Almost, 2006, pg. 444). Increased absenteeism within the
nursing ranks will result in additional negative outcomes for the remaining nurses and the
organization as a whole. Unfortunately, when one nurse decides not to come to work it leaves fewer
nurses to care for the same number of patients. In some instances it is beneficial to coordinate and
collaborate with others in order to determine the best course of action for a particular problem.
When there is a reduction in coordination and collaboration the best course of action may not be the
one used on multiple occasions. These issues along with reduced efficiency all result in overall less
care and support for the patients that nurses are charged to care for and treat. After a certain level of
conflict or numerous issues, there will be some nurses that will decide to seek employment
elsewhere thus causing increased turnover of personnel. This not only affects the organization but it
also affects the nurses. As far as the organization is concerned, it takes time, effort, and resources to
train and develop a nurse to the level that is expected of someone that works within the organization.
Also, until that nurse reaches

Managing Church Conflict By Hugh Halverstadt
God, whether in divine form or earthly flesh, is not only the God of peace, but is also in control
throughout conflict. In fact, God is the peace within the conflict for the believer. If one is to face
issues and sin not, it is important to understand how to approach difficult confrontations with others
in the church.
In the book Managing Church Conflict, Hugh Halverstadt highlights a few sources of conflict
amongst Christians.
1. Christians are saved yet still affected by sin
2. Christians have different backgrounds and viewpoints, causing a clash in opinions
3. Many Christians are expressing outwardly the inward conflict they are facing as the Holy Spirit is
pulling them towards spiritual maturation
4. Lack of order, structure, and appointed ... Show more content on Helpwriting.net ...
He then goes on to show the importance of handling confrontation on a communal level. Lastly, he
advises those involved to call upon the heads of the church for assistance if no resolution can be
made on the matter. In this depiction the church, and it's leaders, serve as the "last hope" for
resolution of whatever the subject at hand may be. Issues arise when the the support system is
weakened by various holes in the system.
Van Yperen breaks down the 6 characteristics that can be found in a conflicted church
1. Lack of community – Happens when leaders allow a church to become one that does not invite
fellow believers to speak truth and love into our lives.
2. Worldly privacy – When leaders avoid issues due to the unspoken thought that other's issues are
"none of my business"
3. Shifting responsibility – This takes place when leadership within the church ignores or shifts
responsibility for loving discipline and restoration. Allowing conflict to continue without
confession, restitution, or restoration.
4. Avoidance – Takes place when leadership ignores warning signs, keeps quiet, or names sin or
conflict something else.
5. Fear of lawsuits. The fear or threat of legal action.
6. Cheap grace – Keeping conflict/sin in the dark to deceive others or avoid public conflict or

Managing and Resolving Conflicts
MANAGING AND RESOLVING CONFLICTS Introduction Many atimes when the term conflict is
used, the association made is with physical violence. Though, news media and other sources often
use conflict and physical violence interchangeably. The concept of conflict is far more expansive. In
many cases, conflict in the workplace just seems to be a fact of life. We've all seen situations where
different people with different goals and needs have come into conflict. The fact that conflict exists
is not necessarily a bad thing. As long as it is resolved effectively, it can lead to personal and
professional growth. In many cases, effective conflict resolution skills can make the difference
between positive and negative outcomes. The good ... Show more content on Helpwriting.net ...
The emergence of a conflict can change this. Now one can feel threatened, anxious and angry. The
same person whom we enjoyed working with yesterday now seems like an adversary, just because
of our vast, past experience with conflict, most of which was negative. Many of us had not learnt to
deal with conflicts constructively, in fact the converse is true – we have learnt destructive ways of
handling conflicts. As children, as students, as employees and too often as spouses. We have
experienced losing in a conflict because parents, teachers and bosses used their power to win at our
expense. Even though we know the feelings of resentment, anger, dislike, even hostility that we
experience as a result of losing, the win–lose posture is deeply ingrained and when we get in
positions where we have power over people, we too often choose to win at their expense. A great
deal of research shows the damaging effects that win–lose conflict resolution has on interpersonal
relationships. It creates distance, separation, dislike even hatred. It is the main reason people leave
their jobs for new ones and marriages break up. Procedures for Conflict Resolution  Negotiation
i.e. bargaining relationship between parties who have a perceived or actual conflict of interest. 
Mediation i.e. Intervention of an acceptable third party who has limited (or no) authoritative
decision–making power. It leaves the decision–making power

M3.14 Managing Conflict in the Workplace Essay
REFLECTIVE REVIEW – M3.14 MANAGING CONFLICT IN THE WORKPLACE
|Centre Number |Centre Name |
|Candidate Registration No |Candidate Name |
|Please use the headings shown below |Assessment Criteria |
| |The causes of conflict at work are identified |
|Cause and effects of conflict |The stages in the |
| ... Show more content on Helpwriting.net ...
The office was around a 50/50 mix of male and female staff. The call centre was a high–pressure job
and quite a stressful atmosphere. Tempers would often boil however there never seemed to be any
lasting conflict until on an occasion after a works dinner party.
Two ladies wished to sit near one of the managers, the manager was unaware of this. As everyone
took their seats at the tables, only one of the ladies was able to sit at the same table as the manager.
The lady who was not able to sit on the manager's table became quite upset and the following day at
work refused to speak to the other girl. All the colleagues in the office who were aware of the
situation did not pay too much attention to the dispute as

Organizational Behavior: Managing Conflict within the...
Running head: MANAGING CONFLICT MANAGING CONFLICT
Organizational Behavior:
Managing Conflict within the Workplace
�
Abstract
Our team has decided to write our research paper on conflict management. We felt that this topic
would be a good choice because we feel that many of today's companies have problems dealing with
conflict. If managers are trained and aware of conflict management, conflict can bring out creativity
and different points of view. The positive outcomes from conflict management can greatly assist the
success of today's organizations.
�
Conflict in the work place has been a problem for just about everyone. It doesn't matter where you
work or what kind of work it is, conflict is bound to happen. We felt that conflict ... Show more
According to Shelton, Danes and Eisenman article, role demands, difficulty in managing work–
family conflict, and minority entrepreneurs, individuals who deal struggle with work–family
conflicts tends to affect the business performance in a negative way. If a business wants to be
successful, being effective in managing conflict in all areas of life is one key component for
employers and their employees (Shelton, Danes, & Eisenman, 2007).
IMPORTANCE OF CONFLICT MANAGEMENT ON CREATIVITY When looking at
organizational behavior, one cannot underestimate the importance conflict plays within the creative
workplace. Conflict is a fundamental aspect of teamwork, and cannot be avoided so long as a fair
and balanced mix of personalities and life experiences exists within the context of an organization.
Members of a team bring a multitude of knowledge, experiences and perspectives, creating a unique
learning environment where conflict is often referred to as the norm (Correia, 2008). In decades
past, conflict was originally perceived as destructive and ineffective, as a problem that needs to be
minimized and controlled. From this perspective, conflict represents a danger to effective teamwork

by taking time, by being irrelevant to the tasks, and by disrupting the relationships among team
members (Correia, 2008). There are 5 key areas of focus in regards to conflict resolution. First, and
least desirable of the options, is avoidance, which refers to

Managing Conflict And Difficult Interactions
At some point, we all have to interact with people we don't like. Maybe you can't completely avoid
this person because they are a coworker, neighbor, or family member. Interactions with people you
don't like can end badly––with you saying something you later regret or storming off in a temper–
but they don't have to. You can get through these interactions without any major problems by taking
proactive measures that help you get along with them and striving to keep a positive outlook. It can
also help to know how to manage these interactions before they take a turn for the worst.
[[Category:Managing Conflict and Difficult Interactions]] [[Category:Social Nuisances]] ==Steps==
===Being Proactive about the Interaction=== #Observe and imitate ... Show more content on
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Know how much you are willing to take and don't be afraid to draw the boundary somewhere.
Figuring out how much you can take before losing your cool can help defuse a situation before it
turns explosive.https://www.mindbodygreen.com/0–17839/7–tricks–to–stay–calm–when–
interacting–with–people–you–dont–like.html [[Image:Deal with People You Don't Like Step
4.jpeg|center]] #*For example, if you have a coworker who's always bragging about money, you
might say, "Hank, I made a personal commitment to only discuss finances on a need–to basis. I'm
sure you can understand." #*If the person is always pressuring you about your personal life, you
might merely say, "I have a rule about not discussing my personal life at work." #Switch topics
during conversation. If someone you don't like has brought up a topic of conversation that annoys or
frustrates you, switching topics can minimize the annoyance you feel and make it easier to deal with
him or her.[[Image:Deal with People You Don't Like Step 11.jpeg|center]] #*When changing topics,
make sure that the topic you change to is happy or neutral. You also need to make the transition
naturally instead of abruptly. #*Let's say your coworker is whispering about the boss's alleged affair
before a meeting. They mention a restaurant where they supposedly saw the illicit couple. You might
alter the course of the conversation by saying, "Oh,

Managing Conflict in Relationships Essay
Managing and Resolving Conflicts in a relationship
Sonia Pabon
Kaplan Institute
Interpersonal Communication
Mr. Muliken
November 26, 2012
The topic that I have chosen to discuss throughout this paper is Managing and Resolving Conflicts
in a Relationship. This topic is very important to me simply because, I personally see a lot of
relationships failing, including some of mines due to lack of resolving and managing conflicts
correctly. By the end of this paper I hope that I have helped the reader understand and eliminate any
conflicts that confront their everyday lives. Many relationships and about fifty–five percent of
marriages end because of unresolved conflicts. Most of the time these relationships fail because
people forget ... Show more content on Helpwriting.net ...
Conflict need not be catastrophic or personal conflicts are simply part of being human. Deal with
issues as they arise, avoiding conflict makes situations worse. Time does not resolve matters instead
it decreases the chance of a positive outcome. Attempt to understand the other person's point of view
because dismissing the other's views, assigning blame, and exclusive focus on your own perspective
are all counterproductive. Do not judge emotions, no one's feelings are more or less "right" than the
other. Emotions reflect a valid perspective of an individual even if you don't understand it;
acknowledge the other person's reaction as important. Focus on the behavior, situation or problem
area without attacking the person involved. Do not assume your values or beliefs are "right", they
reflect a view of the world from your unique perspective. Respecting another's viewpoint as equally
valuable opens an opportunity for learning and growth (Lifetips moving up in life, 2000). Handling
conflict is a skill which can be learned. It requires practice, discipline and self–control. In the midst
of conflict, most people forget the overall goal in addressing the conflict: Having your partner
understand your feelings and resolving the disagreement. The more a couple can keep this goal in
mind the less likely either will engage in criticism, yelling or name–calling. These behaviors only
fuel the conflict (Managing Conflict in Your Relationship,

Managing Conflicts : Managing Conflict
Managing Conflict Conflicts are mostly unintended; a conflict arises whenever individual's
perception, interpretation, action or decision differ from one another. Workplace team conflict
occurs when a group and team members have different point of views and choices own preferred
ways of accomplishing tasks or goals without considering each member of his/her team. It is normal
for conflict to exist in any organization to the extent that employee and leaders are communicating,
understanding and accepting their difference, as they are exchanging ideas and creativity that help
them to achieve their shared goal. Unfortunately, the lack of conflict management causes many
organizations to face counter–productive that conflict can result in a ... Show more content on
Helpwriting.net ...
After I take over the leadership of that department, I was very concerned how we were going to
overcome several old misconceptions that was harming our department's effectiveness. Although,
things start getting better after implementing a weekly goal oriented and informative staff meetings,
we were still having challenges in terms of day to day interactions. I implemented a
professional/personal development activities as part of our departmental meeting, such as playing
interactive games at the beginning of our meeting, and doing a personal and departmental
assessments regularly. According to the Myers and Briggs Foundation, (2016), Katharine Cook
Briggs and her daughter, Isabel Briggs Myers built their own concept of psychological natures that
displayed 16 personalities formed upon the Carl, Jung, 1921 Psychological Types research
developed that characterized individuals into key types of psychological functions. Each of our team
members took the online "Sixteen Personalities Test" together. Surprisingly, every one of us was
very inspired about both the accuracy and unexpected results the personalities test. It was very
inspiring and discovering experience for everybody as we shared each other's results. Some of our
communication barrier causes were identified during our discussions of the personality types that
was identified. The

Biblical Philosophy Of Team Building And Managing Conflict
Biblical Philosophy of Team Building and Managing Conflict
Submitted to
Dr. Timothy A. Hager
TEAM BUILDING AND MANAGING CONFLICT
CMIN 5163
By
Tyler Sollie
28112 231st Place SE
Maple Valley, WA 98038
(509) 941–0029 tylers@northwestministry.com Northwest University
Kirkland, WA
December 15, 2014 Introduction
Teams take on all shapes and sizes. It seems as if you don't have to look very far to see both the
importance and impact that teams have on almost every aspect of life as we know it. Those who
learn how to properly harness the power of teamwork understand how it can create an incredible
opportunity and potential for progress and accomplishment. Teams that find the ability to work
together with a sense of unity and common vision seem to produce at high levels of effectiveness.
Teamwork also, however, can create environments where conflict and challenge can easily arise and
hinder the ability to work together with effectiveness. Patrick Lencioni states, "As difficult as it is to
build a cohesive team, it is not complicated." As simple as it may be, for many leaders the ability to
build, develop and properly utilize teams is a challenge. For church ministry leaders, the ability to
build and develop teams and manage conflict are vital skill sets that must be invested in to
understand and develop. In the pages ahead I plan to explore from a biblical perspective of why the
building and development of teams is so important, and some of the challenges that

Managing Team Conflict
Managing Team Conflict
Introduction
Teams are considered the catalyst and solution to the challenge of attaining very complex, highly
integrated goals and objectives across an enterprise. The emphasis on teams is so significant today
that it is common to find their use across broad geographic distances, ensuring an organization has
access to the best talent globally regardless of location. This is the concept of virtual teams, and their
continual and rapid adoption is reordering the management and leadership landscape in many
organizations today (Ayoko, Konrad, Boyle, 2012). The existence of virtual teams is also completely
changing the nature of team conflict as well (Purvanova, Bono, 2009). The intent of this analysis is
to evaluate the best practices leaders can use to bring change into their organizations successfully,
while also using management and leadership strategies to prevent and minimize conflict. The
techniques that have proven successful in minimizing conflict are also discussed.
Organizational Change, Team Conflict Management and Resolution
The strongest catalyst that leads to successful change management over time is the commitment
from a leader within the organization to support the transition and mitigate the negative effect on
employees (Felfe, Schyns, 2004). This is continually seen in the context of how transformational
leaders are excellent at being examples of how an organization needs to change by showing through
their own activity that a

Jan & Ken: Managing Conflict in Relationships Essay
Jan & Ken: Managing Conflict in Relationships
Unit 9 Assignment
Marie Holloway
Kaplan University
Author Note:
This research is being submitted on March 11, 2014 for Mark Lambertson's
CM206 Interpersonal Communications course.
Q #1: Using the chapters on language and emotions to help frame your answer, suggest two ways
that Ken could open this conversation more productively, beyond clearly expressing his emotions
and using "I" language. Ken could have used language that promotes cooperation and mutual
respect. "Jan, we've been friends for a long time and I'd like to discuss a situation before it interferes
with our relationship." or " Jan, there's a problem in our friendship that we need to ... Show more
204–206), and nonverbal metacommunication (Wood, 2013, P. 27, 233). Ken used them in his
unsuccessful attempt to emphasize the seriousness of the situation, whereas Jan utilized them with
her defensive listening (Wood, 2013, P. 155). This created a negative outcome. Cues are a symbolic
perception of how we are interpreted whether it be verbal or non verbal. Therefore, our intention
must first be focused on creating a good outcome and consider effective communication by
engaging in dual perspective and monitor the communication (Wood, 2013, P. 31–33) to become
productive and resolve any conflict. Secondly, relax! Don't be so tense and intense about the
situation, it comes across as the chilling effect (Wood, 2013, P. 178) and causes an unwanted
reaction. Show that you are emotionally involved within the conflict by effectively expressing your
emotions (Wood, 2013, P. 180–181) and respond sensitively when others communicate their
emotions (Wood, 2013, P. 186–187). Show grace while engaged in the conflict (Wood, 2013, P.
243).
Q #5: The conversation seems to be framed in a win–lose orientation to conflict. Each person wants
to be right, and to win at the expense of the other. How can Jan and Ken move their conflict
discussion into a win–win orientation? They should focus on a healthy conflict that involves all
three parties: Ken, Jan and the relationship (Wood, 2013, P. 241). Honoring all three within the

Managing Conflict
EBSCO Publishing Citation Format: APA (American Psychological Assoc.): NOTE: Review the
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punctuation guidelines. References Taylor, K. (2014). Managing conflict. Practice Nurse, 44(10),
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Patient Factors * Increased expectations and the difficulties in meeting these demands.
Dissatisfaction with the care provided is perceived as the most common cause of aggression and
violence * Strong patient emotions e.g. uncertainty, frustration, stress and anxiety. Anger is often
secondary to emotions such as anxiety or grief * An underlying medical condition such as
hypoglycaemia or psychotic illness * Physical symptoms including pain, headache or over–tiredness
* Mental health problems such as * Personal problems e.g. financial, relationship, stress at work *
Drugs and alcohol. Staff Factors * Under pressure staff–working in noisy cramped rooms, unable to
trace or contact staff * In adequate staff numbers * Escalating the situation by confrontation, over–
reacting, poor ccmmunication, inconsistencies in handling patients, patronising behaviour, ignoring
a situation or falling to apologise. COMMUNICATION SKILLS Good communication with patients
is likely to reduce the risk of conflict and violence. As nurses, how we communicate with our
patients can have an impact on how difficult situations develop. We need to think about what we say
and how we say it. We should rely on our strong communication skills to determine with our
patients what they can expect from the services we provide. A study by American psychologist,
Albert Mehrabian, determined that non–verbal communication represents over 50% of an
interaction.[ 5]

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