...Conflict Resolution Prepared for Excelsior University Prepared by 5 October 2014 Introduction: The word conflict stirs up thoughts of anger, friction, mistrust, frustration, and hostility. Very rare do people think of conflict as a tool for deeper thinking, better results, and healthier communication that is more dynamic. When conflict is unmanaged, it can destroy cohesiveness, but leaders that use conflict resolution strategies can turn their conflict into an asset. Managed conflict can promote an exchange of ideas to generate well thought out results, encourage employees and team members to think outside of their own ideas, and develop a deeper understanding of the situation. It is common for organizations to view conflict, a disagreement between two or more parties, as a source of emotion, frustration, and negativity. Much of the time, we see conflict as something that is so harmful it should be avoided at all costs. Despite these views of conflict, some disagreements within an organization can be an opportunity for creative thinking, problem-solving, learning, and growth. Conflict is healthy and natural. We all have different personalities, ideas, and points of view. We are not always going to agree on issues and actions…and that’s a good thing. Since we all bring different experiences and ideas to the table, we can open each others’ eyes to new ideas and new ways of approaching issues. (Wichita State University) We can find many books and articles...
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...CASE –iv Conflict in close quarters Overview of the Case Study (3 slides) The case study was an experiment to study the dynamics of isolation in long-term space travel by a team of psychologists at Moscow's Institute for Biomedical Problems (IBMP). Within the confines of a replica Mir space station, three international researchers, including a Canadian, Japanese and Austrian participant were isolated with four Russian cosmonauts for 110 days. At the New Year's Eve party, the participants partook in the drinking of vodka, which was allowed by the Russian space agency. What evolved was a series of events which involved violence, sexual harassment, and questionable ethics. A violent fight erupted between two of the cosmonauts, which was resolved quickly. Later, the Russian commander aggressively kissed, twice, the only female participant, Judith Lapierre. All three of the international participants appealed to the IBMP regarding the Russians behaviour, requesting disciplinary action. The experiment ended in controversy as the Russians downplayed the kiss, saying it was a fleeting kiss and blaming an emotional female participant whilst Lapierre claimed sexual harassment. Thus, was it really sexual harassment or a stolen kiss? Or is the question here that the parties involved here had attached different meanings to the same incident. Cultural differences amongst the participants led to the conflict, which were exacerbated by the influence of alcohol. The Russians...
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...knowing your own roles and responsibilities, and having everyone know the policies and procedures. Also having good communication between everyone involved can make working with a partner much easier and more efficient. 3.3 Identify skills and approaches needed for resolving conflicts. Compromising with a difficult individual is very important, as if a conflict seems one sided it will only anger or agitate the conflicted individuals further. Understanding each others roles can also help diffuse tension by having individuals concentrate on their roles rather than the other person, as well as trying to understand the individuals problems, it could be as simple as turning the channel over, but even if it isn’t, identifying why a conflict has occurred is a very good step towards resolving it, and understanding that problem helps create empathy, which is a very useful tool when consoling or comforting someone. There are also systems in place to resolve conflicts, and risk assessments to help avoid them all together. 3.4 Explain how and when to access support and advice about 1- Partnership working, 2- Resolving conflicts. You can access support and advice about partnership working and resolving conflicts from...
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...Organizational conflict can sometimes be a struggle on a day-to-day basis among employees and employers. Conflict takes on many forms. Miscommunication within an organization between parties can cause organizational conflict. Often times, individuals that have been promoted feel as though their title gives them additional power in regards to how they treat and speak to others. Sometimes, individuals can become jealous of others because of their growth with the company or recognition on performance. Many may argue that conflict is an innate quality in everyone and at any given time, a person can create a conflict among individuals within an organization. This form of negative conflict is the “traditional view” of conflict. Conflict can be viewed as a negative trait; however, I believe that some conflict is good for business. Conflict may give confidence to individuals to speak their minds in settings they wouldn’t ordinarily express themselves in. This form of conflict would be deemed the “interactionist view”. Conflict can also be categorized as a dysfunctional trait that causes irrational decision making as well as create bad relationships among co-workers. This form of conflict is deemed the “human relations view”. In order to resolve conflict, problems must be identified, analyzed, and those people or situations contributing to the conflict must work to fix the problems. Despite these three different views, organizational conflict can be an exhausting experience...
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...and the approval itself would take 3 months. If multiple suppliers are involved clear demarcation points are required to avoid potential conflict of interest. There were internal objections from other division MDs. MD of Radio and Television Programming was of the opinion data & voice was the business of China Post & Telecom. Another MD, of the Radio & Television Broadcasting was of the opinion Alcatel equipment was more robust than Nortel’s. Budget was a key constraint as RMB 110 million was sanctioned but the initial estimates suggested it might cross the same. JBC needed in-house expertise to remotely monitor the network which was lacking. Zhou was not sure if reselling of long distance capacity was permitted by the Chinese government. - - Trace the history of decisions made in the data and voice project. 1) What were the decisions made? What were their implications? Decisions made and their implications are as follows - To launch the DVP by January 2002 – This decision was made without keeping in mind the time required to implement a project of this magnitude. - Budget allotted to the project RMB 110 million – Preliminary estimates indicate higher budgetary requirement. The scale of initial deployment maybe trimmed if the budget is rigid and cannot be increased. - Decision to go ahead with the DVP without clearing potential conflict of interest - Unclear whether Data & Voice was within JBC’s portfolio or...
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...Journal Two: Identifying Conflict in Two Texts Read About Journals in ENG125: Introduction to Literature for more information about the purpose and expectations for journals. This week, you continue writing your journal entries. This journal entry is designed to help you document ideas about conflicts in literature, which will contribute to the information required for the Week Three Draft and the Week Five Literary Analysis. Recognizing conflict is essential to understanding the various commentaries literature can provide. In Journal One, you identified conflict as it might appear in our everyday world and from other sources. Now, consider the following definition of conflict and how it relates to literature from the textbook or the story/poetry links provided under the requirements for the Literary Analysis: Conflict is opposing actions, ideas, and decisions that hold a plot together...the struggle that shapes the plot in a story. Chapters 1-7 of our text contain a number of stories and poems, each of which rely on at least one conflict. Choose two of this week’s assigned literary works and write about the conflicts presented in each of them. In 250 to 500 words Individual versus Society --- “Still she had come down the road toward the big white church alone. Just herself, an old forgetful woman, nearly blind with age” (para 3.1,2) --- appears to be the main conflict in Alice Walker’s narrative ironically, yet metaphorically named "The Welcome Table”. The...
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...John Hickey July 8, 2011 Intro to Criminal Justice The Case of Casey Antony On June 16th 2008, Casey Anthony left her family home with her two-year-old daughter Caylee and did not return for 31 days. When asked by her parents where her daughter was she would lie to them by telling them she was with a nanny who does not exist in their life. One of the first clues that showed that something was off was when Casey’s mother picked up her daughters car from a tow station and it smelled as if a dead corpse had been in the trunk for quite some time. Shortly afterwards, Casey’s parents had reported Caylee missing. In December, everyone’s biggest nightmare ensued when the skeletal remains of Caylee were found in a wooded area not far from Caseys house. All signs pointed to Casey committing this heinous murder. She was very uncooperative with police officers and often lied to them on several occasions. Testing of the trunk showed chemical compounds "consistent with a decompositional event" It was also proven that on Casey’s home computer their were searching’s of "neck breaking", "how to make chloroform", and "death". Another key piece of evidence shows that the same exact type of laundry bag, plastic bags, and duct tape that were found at the crime scene were found in the house where Casey and Caylee lived. Also, Casey’s diary depicted her true feelings of these events, “I have no regrets, just a bit worried. I just want for everything to work out OK. I completely trust...
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...Institutions in which the organizational culture is highly evolved have invested in developing strong internal value systems to resolve ethical dilemmas and value conflicts, and ensure high performance, quality, social responsibility and employee professional satisfaction. Such investments contribute to both individual and organizational development and growth. There is a need to develop a viable organizational culture in institutions of the National Agricultural Research System (NARS). This paper is concerned with how strong-willed and disciplined research and education managers, scientists and teachers can contribute to the development and operationalization of strong internal value systems in NARS. Three kinds of situations, where value conflicts can arise are identified. These relate to individual identity, identifying with the group in the work place, and organizational identity in society. By learning to identify each kind of value conflict situation, individuals can learn to resolve value conflicts in a practical way by a combination of self-inquiry and introspection with shrewedness and realism. The extent to which an individual can do this, without losing either his self-respect or his self-confidence determines the level of his personal satisfaction. With such an approach, each situation of value conflict can be converted into an opportunity for both personal and organizational growth. Though, the paper is directed at NARS, it is sufficiently general to be of relevance...
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...My Job Role My main responsibilities as a home manager are: Care: Initially before a resident is admitted into my home I carry out a needs assessment to ensure the home can meet the needs of the resident, this involves me going to meet them at the address where they are residing or a place of their choice. The home which I manage is a home for residents with different types of dementia and there are different stages, residents that have the onset of dementia are able to answer most questions however there are also residents in which their dementia is quite advanced and they may not have the ability to answer as they may not understand the questions being asked, in this and most cases there are other family members and social workers involved in the assessment process. Working in partnership can have a positive influence on the assessment process, and the benefit of working in partnership is that others can make an effective contribution to the assessment. Working in partnership brings a range of professional perspectives, knowledge and skills to the assessment process. Once the resident comes to my home a care plan is completed using information gained from the assessment and from the resident themselves. On admission the wishes of residents with regards to the way they live their life are obtained. This should be from the resident themselves, if they are able to do so, or from family or other persons that know them well. A detailed history of the resident’s life should also...
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...Under siege - 1 Under Siege: The Kraft Foods 2009 Labor Conflict in Argentina Roberto Luchi Austral University - IAE RLuchi@iae.edu.ar A. Ariel Llorente Austral University - IAE aal05@cema.edu.ar Paper Presented at the 25th Annual International Association of Conflict Management Conference Spier, South Africa July 12 14, 2012 Abstract: This paper examines a particular labor-management negotiation process, a Mandatory Conciliation (MC), as it is named in the Argentinean labor legal system, that took place from July through mid October, 2009, between the managers of the Multinational Corporation (MNC) Kraft Foods (KFT) subsidiary in Argentina -Kraft Foods Argentina (KFTA)- and the Workers Internal Commission (WIC) of the firm s most important industrial plant in the country. The Argentinean Ministry of Labor (MLAB) convened the MC negotiation to settle an organizational conflict, regarding of opposing views about what preventive measures were adequate to cope the risks posed over the workers health by the 2009 global epidemic outbreak of swine influenza A(H1N1), that escalated out of the parties control. The contribution of our case study, on such specific type of labormanagement negotiation, is that it allows to gain a better understanding on how negotiators, confront the complexity of contextual circumstances and manage the process and, in addition, that it explores through the theoretical lens of the Turning Points (TP) framework -precipitants...
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...SOC 110 TEAMWORK, COLLABORATION, AND CONFLICT RESOLUTION GROUP: WCICS178 DATES: October 28, 2008 November 4, 2008 November 11, 2008 November 18, 2008 November 25, 2008 INSTRUCTOR: Dr. Brian N. Hewlett Program Council The Academic Program Councils for each college oversee the design and development of all University of Phoenix curricula. Council members include full-time and practitioner faculty members who have extensive experience in this discipline. Teams of full-time and practitioner faculty content experts are assembled under the direction of these Councils to create specific courses within the academic program. Copyright Copyright ( 2003 by the University of Phoenix. All rights reserved. University of Phoenix® is a registered trademark of Apollo Group, Inc. in the United States and/or other countries. Microsoft®, Windows®, and Windows NT® are registered trademarks of Microsoft Corporation in the United States and/or other countries. All other company and product names are trademarks or registered trademarks or their respective companies. Use of these marks is not intended to imply endorsement, sponsorship, or affiliation. Edited in accordance with University of Phoenix® editorial standards and practices. Course Syllabus |Course Title: |Teamwork, Collaboration, and Conflict Resolution | |Course Schedule: |Tuesdays, October 28 – November...
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...find out too late that they feel a conflict between their own values and their employer’s values. Every person has certain ‘Benchmark Goals’ that dictate what is important to them in life (Pace, 6). Some people value family, money, and some value having a career in a certain field. Employees in positions where there are conflicting values can be unhappy in their position, and it can carry over into their personal life. When values align, it can give an employee a sense of purpose and connection with their position and coworkers. Sometimes though, if the values do not match up, it can cause internal conflict for the employee, or even conflict between employees. There are two main ways that an employee can have conflicts with the values, between them and their supervisors or coworkers, and between them and their company. Someone who has very strong values centered on faith will struggle with a company who requires weekend work which might cause them to miss a weekly service. Katherine Dean reminisces about a position she once held where her supervisor pushed them too hard, because he overly valued sales and financial gain, even above family time and a personal life. She felt that his drive towards profit caused competition between employees instead of a positive environment (Dean, 2011) When a supervisor is pushing their employees so hard for profits and time at the office, an employee who is more geared towards family will feel conflict. The employees felt that they were...
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...Role of Conflict in Effective Group Communication Group communication involves multiple members discussing one or more topics or participating on one or more activities. Having multiple members in one setting brings together different personalities, information, cultures, perceptions, and power or influence. Combining these differences forms reasons for conflict to occur. In order to address conflict effectively in a group setting, it is important to understand exactly what conflict in a group means, and how to address the different types of conflict. Conflict in a group occurs when members disagree over two or more options that a group can take when trying to make a decision, resolve a problem, or achieve a goal. Not all levels of conflict are bad; in fact, most levels of conflict can be effective as long as the group knows how to effectively and proactively address the conflict. For example, say two of your team members have a disagreement on a task you have assigned them. This is known as pseudo-conflict if it is just a misunderstanding, or a simple conflict is they do not agree on the issue. To address this conflict you should direct them to both discuss their opinions on pros and cons, combine their ideas, and work together to form a mutual combined finished product. This allows them to work through conflict and learn from each others ideas. Conflict may not always be easy to solve. Once you have gone through all manners of professionally addressing any level...
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...direction in managing our vast accounting department. Five Stages of Group Development: As new employees are on-boarded, it is important understand the psychology of group formation. The development of groups will typically follow a five stage process. The five stages are: forming, storming, norming, performing, and adjourning. Communication is essential throughout the group forming, as it will help the group move onto the next stage. The first stage, forming, is the initial orientation of a team. The members will work to grow to know each other as well as the mission and goals of the team. It is important to communicate to the team their roles and responsibilities to reduce potential conflict. Conflict is the basis of the next stage, the storming stage. The conflict arises as the members of the group assert their positioning within the group. Group leaders will emerge and their compatibility with the others in the team is vital to their continued formation. As the leader takes control of the group, the group enters the third stage of norming. In this stage, the group resolves the...
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...We define conflict as a disagreement through which the parties involved perceive a threat to their needs, interests or concerns. Every individual is unique and that very uniqueness will lead to conflicts in our relationship. You are in the middle of a conflict and resolution seems imminent, however, each time you approach the summit, the process stalls or goes into reverse. Why is this so? There are several factors that can delay or hinder the resolution process. The first one is Negative body language. A 'closed' posture (arms strapped across the chest), shaking one's leg, shaking one's head, tapping the floor with one's foot, sighing and grunting are all negative and do not help the process. Some men will apologise prematurely to get the woman 'to shut up' because 'I can't take the whole heap a argument'. This ploy may also be due to impatience. Some women will feign agreement while harbouring resentment and when the man thinks the hatchet is buried, the next conflict reveals that it was not buried deep enough. There may be times when there is a need to walk away from the conflict to prevent its escalation and to gather one's thoughts, but the decision to walk away must be thought out carefully as it could become a hindrance. On the flip side, persons may remain at the scene, but stew in silence. Besides that, Constant interruptions also can hinder conflicts resolution. If persons are serious about resolving conflicts, then there must be a concerted effort to allow the other...
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