...Individual Assignment 1.2 Conflict Paper Veronica S MGT450 9/1/2013 Conflict management in the workplace is a problem that all leaders, managers, and employees have to deal with at one time or another. The basic components of conflict management include improving communication, teamwork, and a systematic approach to resolving disagreements productively. While working as a human resources representative for the Benefits Department, the department was faced with some issues as our director was forced to leave the organization due to a personal conflict with the human resource executive director. After the director left, the department had no direction and the only support the human resource team had was the immediate supervisor. Unfortunately for everyone, including the supervisor, the executive director was targeting everyone that had ever worked with our former director. With the above mentioned, our supervisors' title changed as needed on a daily basis. For example, if there was a need for the department’s expertise and knowledge, then she would be placed back in her position. Otherwise, she would be treated as one of the representatives. This became an emotional roller coaster for everyone involved as we did not feel supported and were very confused. Meanwhile, the executive director decided to name the payroll manager interim director to the Benefits Department which worsened the situation. It became evident that this person had no benefits knowledge...
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...The specific qualities one has in his or her life are very crucial in how we conduct our business, shape our interactions with other people and essentially form our lifestyle. By gaining a better understanding on how we constructively deal with conflict as individuals, we can identify and understand how our approach will influence our behavior by helping us combat our weaknesses and capitalize on our strengths. The life styles inventory tool is a survey of questions geared toward helping individuals gain an insight into our own personality and self-development along with the type of behaviors we exert to others as well. It helps us to look at the positive and negative qualities of our personalities and ways to build on them and improve upon them. I set the bar pretty high in managing to dominate with high scores in all of the "constructive" conflict orientation styles including Pragmatist, Self-Empowered, Conciliator and Relationship builder. All scores for these particular categories ranked between 90 and 93 percentiles. Individuals exhibiting these styles deal with conflict effectively; they see conflict situations as opportunities for personal growth, treat opponents as respected equals, and tend to have a goal beyond winning or losing which enables them to benefit regardless of the conflict's outcome. I have always been complimented on my ability to build and sustain meaningful and satisfying relationships. I scored on the high range and according to the survey...
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...My Conflict Style Paper Conflict Management Course Cody Cooper 6/25/2012 Introduction Over this past eight weeks we have all learned abundance about the different types of conflict and the various types of resolutions for those said conflicts. We did not just learn about conflict but we also looked into ourselves and our peers to see how exactly conflict intertwines with our own lives and how we deal with it on a daily basis. This paper is being written to show exactly what styles we use towards other people and how that looks to them and how it makes them see us. You will also read about some of my own personal examples of how I have ran into conflict and how I try and use my skills to the best of my ability to change the way it affects others and myself directly. I will include some of the information that was assessed by some peers and also the assessments completed by myself to show what I think of myself and what others see me as. Conflict is a problem for many either it be at school or at work but with the knowledge gained by the class, book, and assessments it makes it easier to find yourself changing to what is right. Body Along with this paper I did an assessment on myself and gave two others a peer assessment. When filling it out on myself I knew exactly what kind of person that I was and I scored a 5.36 on the Solution-Orientation part which was higher than the No confrontation and Control styles. When adding up the scores from the two peer assessments...
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...There are definitely multiple forms of conflict develop over the course of Slated. The dominant type of conflict portrayed in this story is man vs. society. As everyone in society attempts to figure out the reason behind the disappearances of friends and family around the world, they spring the blame on anyone and everyone in society except for the people that they should be pointing a finger at, this results in the government tightening the reins on the people even more making the stakes higher. Tense private and public discussion breaks out about false accusations that causes many problems although it wasn’t ever meant to be like that. When all citizens (predominantly Kyla and Ben) start to realize what has really been going on, terrorists...
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...The Effects of Personality Types and Gender Roles on Conflict Management Styles India C. Williams Southeastern Louisiana University Introduction This paper explores the question does personality types and gender roles affect conflict management styles. The research done in this study does support that personality types and gender roles affects the conflict management style of an individual. The personality of an individual can also give insight on how that individual manages conflict (Ome, 2013, pg. 5513). This study is significant because conflicts are essential to interpersonal relationships. Through conflicts, interpersonal relationships are maintained because they can signal a need for change....
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...Conflict in the Coordinators Group Conflict occurs when two people cannot agree on a particular issue. Anyone can come into conflict with someone else, because no two people are exactly alike. Such as, the substantive conflict that the Coordinators Group recently encountered. Moreover, one group member thought that purchasing an already made game would be better than making the game from scratch. However, another group member thought the pre-built game was over-priced and flimsy. Since the disagreement was over a specific issue, the Coordinators Group had a substantive conflict. Thus, to overcome this issue, the group used the A-E-I-O-U Model to resolve the conflict. The A-E-I-O-U Model is, “A conflict resolution model with five steps: Assume...
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...Conflict Resolution and Peacemaking Paper By Jeffrey K. Kelley University of Phoenix Psy/400 Professor Sherri Sedler Biblical Tips and Tools for Conflict resolution: Conflict is all around us, in our homes, churches, communities and work environment. How we handle each conflict will determine whether we strengthen our relationship or break it up. Each situation can be dealt with in a way that can bring healing to a relationship instead of animosity and further pain. Often conflict is looked upon as a negative experience that many refuse to take part in because of poor conflict management skills but if both parties are willing to sit down and talk it can have a positive outcome. When conflict is dealt with correctly and successfully from the start then there will be a greater understanding from each individual involved and an increased likelihood of unity and an improved relationship. “It strikes me as a bit more than ironic that theological education requires certification in Pastoral counseling but absolutely no training in conflict management.” Dr. David Roozen. The Disturbing Trend in the USA Research conducted by the Barna Group has revealed two stunning facts: (1) not only is the majority of the nation's non-churched population comprised of people who consider themselves Christians, but that (2) about four out of ten of these stopped attending due to a "painful" or otherwise "negative" ordeal. Moreover, the problem is getting worse. Based on current...
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...Final Paper Difficult Conversations By Wayne State University School of Social Work Social Work 6991 Professor Pauline Everette Fall 2012 Conflict is everywhere we go, at home, school, church in the community and especially at work. How we decide to handle the conflict at hand will determine whether we strengthen the relationship or break it up. Each situation can be dealt with in a way that can bring healing instead of animosity and further pain. Most of the time conflict is looked at as a negative experience that most people refuse to be a part of because of their own lack of conflict management skills; but if both parties are willing to sit down and discuss the issue, there is a possibility of a positive resolution. If conflict is dealt with properly and successfully from the beginning then there will be a greater understanding from each individual involved and an increased likelihood of unity as well as an improved relationship. In this paper I will discuss difficult conversations I had with my son, John, (name change for confidentiality), when he was 16 years old, who is now 26. As a teenager I expect him to go through teenage issues, I expect conflict which is a natural part our interactions, and disagreements, but as a parent I must effectively address these conflicts/disagreements to improve our relationship and to promote growth. After experiencing these issues with John I have a to react based on the different individual personalities...
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...environments, conflict resolution and counseling is a must. At one point or another, conflicts will arise between coworkers. It is best to have policies, procedures and guidelines in all businesses established to help overcome these issues. It is also important to have a leader that exhibits the qualities of strong leadership and intrapersonal strengths. Effective listening skills, assertiveness and strong communication skills are also a must for a leader who can help bridge a conflict gap and point employees into the right direction. In a board sense, conflict resolution can exist between disagreements, between two individuals, companies involved in litigation or even countries seeking support to the highest level such as the United Nations. The common denominator between all these examples is the need for an outside intervention to solve the issues at hand. The first step in addressing conflict resolution is to identify the source of the issue and the parties involved. As a leader in the business world, it is important to fine tune your intrapersonal skills to indentify when this issues arise. A experienced leader will act fast to resolve the conflict before it spreads throughout the department like a cancer. A conflict can be brought to a manager’s attention by coworkers who witnessed the incident or management may notify a leader of a certain conflict. It is important to keep in mind that not all conflict is necessary confrontational or hostile. Conflict can take many...
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...Conflict Style Assessment and Analysis Paper Sue Parks SOC 350 – Conflict Resolution Siena Heights University October 22, 2015 INTRODUCTION A conflict has arisen so what do we do to manage the conflict? Does it matter how we manage the conflict? My answer to the second question is that it absolutely does matter how we manage the conflict. We encounter conflicts in every facet of our lives; at work, school, home, and even while we are out shopping. Analyzing our conflict style better equips us for when we encounter conflicts, and ultimately develop better relationships. We will be delving into my assessment results, looking into my strengths and weaknesses then figure out what will help me be able to effectively manage conflicts. After the Conflict Style Analysis assignment that I had taken, I then was able to compare my results with the results from the two evaluators that know me. My own results showed that I exhibit avoiding conflict both at home and at work. It also showed that I also exhibited compromising and integrating conflict styles at work not just avoidance. I cannot say that I was surprised that my dominating style was avoidance, taking the assessment only confirmed what I knew. When comparing my results with my two evaluators I was a tad relieved by the consistency but a tad surprised as well with a slight variance from one of the evaluators. BACKGROUND/RESEARCH This assessment was completed by using Application 5.1 Assessing your Conflict...
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...Conflict Diagnosis Paper CJHS/430 Conflict Diagnosis Paper Deaths in the prisons are on the rise in the recent years and the major cause of these deaths are mostly suicide and I this review I will focus mostly on diagnosis on suicide related deaths in the United States. The research in the past has also been criticized for focusing mostly on the static variables like the demographics. In the United States, suicide is more common in prisons compared with the general populations as a whole. Each year it is approximated that the number of prison suicide is 200, and it is the third leading cause of death in prison behind aids and natural cause. Many suicides are seen as accidental deaths. Some workers fear reporting suicide-related incidents for fear of cases being brought against them. Somebody dying in the hospital after attempting suicide may not be reported as deadly occurred at the prison. The homicide rate in local jails nationwide hovered around 3 inmates per 100,000 between 2000 and 2010, according to data from the Bureau of Justice Statistics. Violent, troubled individuals are concentrated in prisons and jails. “The violent prisoners exert pressures on the most vulnerable inmates who end up succumbing to health related problems or they result to suicide.” (Theodore, Max, & Mitch, 2009.) The populations or individuals that are vulnerable to these pressures should be identified, and this is an essential first step towards resolving the problem. However, it...
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...Personal Learning Paper There is more to say….. Avinash Choudhary PGP-12-018 Division-A Personal Learning Paper How do I learn? How does my learning impact my growth? Learning Style: I believe that learning is a process by which we acquire knowled ge, skills and values through s tu dy, experience or practice. Learning is continuous process and it doesn’t happen all at once. It builds up throughout our life as we get more & more aware about the world. All of us go through various phases of learning cycle. One such cycle is proposed by Kolb’s. In accordance with Kolb’s model; I h ave Diverger way of learning , which is a combination of learning through Concrete Experience and Reflective Observation. I l earn mainly through observation and experience. Diverger’s are good at coming up with new & unique ideas and seeing things from various perspectives. Kolb’s Learning Cycle Learning Style Preference: I believe in experiential learning. I like to receive constructive feedback. Being an engineer, it is ingrained in me to question profusely until I am satisfied with the understanding of the matter. . I am a rational thinker. I assess & evaluate situations with divergent thoughts and ask questions to analyze them at depth and form an opinion. Experiential Learning helps me in understanding in a better way. My greatest strength rests on my creative and imaginative mind. Avinash Choudhary Page 2 Personal Learning Paper Enhancing my learning: I...
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...Conflict Resolution Techniques to Address a Specific Departmental Issue Between a Supervisor and an Employee Conflict Resolution Techniques to Address a Specific Departmental Issue Between a Supervisor and an Employee My critical thinking paper will focus on the following, delegation, conflict resolution, and motivation. I discuss and explain my experiences and others at my organization of employment throughout my paper. Leadership is necessary to my organization, but has room for improvement. Due to the numerous employees and managers there are many different personalities that must interact. Many managers delegate task and jobs to an employee the task must be properly identified for achievement. Once the job is delegated to an employee, First off the right employee must be chosen for the job. Precise directions must be delegated to the employee. Throughout the process, progress of assignment must be monitored, follow up checks should be made to determine how well the job is coming along, and positive feedback should be given in order to achieve the best outcome possible. Managing employees is a tough task and challenge that should always be taken seriously. An effective delegator should have the skills and ability to clearly describe the position within an organization. A strong and effective delegator is the most powerful management and leadership skills a manager can have. Having the ability to delegate effectively will certainly get the...
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...“Contents of the Dead Man's Pocket”? a. | Tom thought about what the police would find in his pockets. | b. | Tom dropped coins from his pockets to the street below. | c. | Tom watched his wife get ready to go out alone. | d. | Tom smashed his fist through the window. | ____ 3. Which of the following events causes Tom to go out on the ledge? a. | Tom does research on store displays. | b. | Clare goes to the movies alone. | c. | Tom's paper flies out the window. | d. | Tom puts on his coat. | ____ 4. Which event in “Contents of the Dead Man's Pocket” causes Tom to panic? a. | His wife goes to the movies. | b. | He sees the street below him. | c. | He thinks about the contents of his pockets. | d. | He sees a man reading a newspaper across the street. | ____ 5. Which of the following is a moment of high suspense in the story? a. | Clare leaves. | b. | Tom looks down and panics. | c. | Tom stares through the window into his living room. | d. | Tom sees the yellow paper fly out the window a second time. | ____ 6. Why doesn't Tom simply wait for his wife to come home and help him? a. | He thinks she probably would not notice him out on the ledge. | b. | She will become very angry if she comes home and finds him on the ledge. | c. | She had left early to see the...
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...survey of employment relations in Britain. WERS has been undertaken six times; most recently in 2011 (reporting in 2013). A full range of WERS-related materials, information and advice, including a bibliography of secondary analysis, is available at the official WERS website: www.wers2011.info. Keep up to date with Acas policy and research news and publications The Acas Blog: Read and comment on views, experiences and insights on employment relations policy and research shared on the Acas policy blog Subscribe to policy and research email updates: Sign up to email updates of articles, policy discussion papers, and the latest research from the Acas Strategy Unit and the Research and Evaluation Section. We will not share your contact information with any external organisations. View our full Acas privacy policy for further information. Research papers 2015 •pdf Arbitration in collective disputes: A useful tool in the toolbox [819kb] Ref: 05/15 This report outlines the findings from the evaluation of Acas' Arbitration service. The research covers qualitative interviews with 13 users of the service, including Acas arbitrators, conciliators, employers and union representatives. The research showed that the numbers of cases have declined in recent years, but users continue to welcome it as an alternative means of collective dispute resolution. •pdf Evaluation of Acas Early Conciliation 2015 [2Mb] Ref: 04/15 Matthew Downer, Carrie Harding, Shadi Ghezelayagh, Emily...
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