...Conflict Management Plan Doug Rose MGT311 Organization Development 3 July 2012 Eve Barnett University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | |Competing |High degree of assertiveness |Win at all costs | | |Used in emergency situations |Hurts others feelings | | |Good for unpopular decisions |Viewed as abusive | | | |If used in less than urgent situations could| | | |cause resentment | | |Parties show respect to each other |Takes longer to resolve | |Collaborating |Works well in team setting |Both parties may not be open to | | |Resolving previously unresolved conflicts |collaboration | | ...
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...Riordan Manufacturing Team Strategy and Conflict Management plan MGT311 Abstract The purpose of this paper is to develop a usable plan to build teams and alleviate conflict that has arisen between to employees of Riordan Manufacturing. A number of possible solution types are presented and the most appropriate ones, for each set of circumstances, are chosen. The purpose of this exercise is to allow the study of particular situations in the classroom setting rather than attempting to learn from them is a business setting. Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Problem Solving Team | Highly specific to one area or process. Uses team members that work in the same area to address a specific issue | Usually built for a specific single task and limited to single location. | Self-managed team | Team selects appropriate members. Group is functional in a particular area. Reduces need for supervisory positions. | Prone to conflicts within team. Power struggles. Conflicts reduce overall function. | Cross-functional team | Brings a broad number of members in from different work areas. Covers a large number of viewpoints. Allows sharing of information across work areas. | Takes time to build trust between work areas. Initial success usually takes longer. | Virtual team | Can bring in subject matter experts in from any location. No travel expense. Members are...
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...The Enforcement of Rights under Collective Agreement Introduction Historically, the relations between employers and employees were accompanied by numerous conflicts which were determined by natural factors. In fact, the conflicts between the management and employees were and still are inevitable since, even thought they work in the same organizations, they still have different purposes. It is obvious that the major goal of employees is to get the maximum payment for their labor and to have guarantees of social protection in case of some accidents, illnesses, retirement, etc. while managers and the owners of companies attempt to get the maximum profit from their organizations exploiting employees possibly reducing the cost of the labor force and increasing the effectiveness and productivity of labor. As a result, the functioning of both parties within the same organizations is based on different approaches to the job each of the parties does. No wonder such a difference leads to the numerous conflicts when one of the parties or both want to protect their own interests since this inevitably affects the interests of the opposing party. In such a situation, the necessity to develop some common rules of the game is obvious. This is why in the course of the development of relationships between employers and employees the legal basis of their relations was created. In this respect, it is necessary to underline that employees, being initially in a deprived position, attempt to protect...
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...ABSTRACT This article examines the sensitive topic of conflict management and negotiation as it affects the behaviour of workers and employers within the workplace. In the course of our activities in our various organization, we are all evolved in numerous situations that need to be dealt with through negotiation. As managers in our different capacities, everyday we strive to manage conflicts. We have written this paper to examine conflict and negotiation, the many angles that scholars have looked at them contemporary issues in these topics and how to manage them. THEORETICAL FRAMEWORK Robbins and Judge (2007) defined conflict as the process beginning when Mr. A perceives that Mr. B has negatively affected or is about to negatively affect something that he (Mr. A) cares about. They discussed the conflict potential sources of conflict in the following categories: communication, structure and personal variables. Communication: This refers to conflict arising as a result a communication barrier is where the sender is passing across a message that the receiver cannot effectively decode. This can be a major source of conflict. Structure: This is conflict that arises as a result of the way the organization is structured. This usually happens when the role of Mr. A is naturally antagonistic of the role of Mr. B. Personal variables: This refers to the likelihood of individuals to dislike someone probably because of one characteristic or the other. Personality...
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...Sri Hadha Healthcare Systems The cause of the conflict between Mr. Jaishankar’s employees was because each party involved failed to accommodate on another on the preference of their radio station. The argument was unjust and uncalled for. The lack of compromising was also apparent in this incident. Rajaram and Buddy Jones need to learn how to act more professionally on the workplace. Had this incident escalated any further, someone could have gotten seriously injured. This would result in company lawsuits and even hospitalization of an employee. Each party in the incident should be accommodating to each other as to the rules of the radio. Instead, it resulted in a racial verbal assault on one another that could have offended all other employees overhearing the argument. Those who were involved acted childish and did not think rationally before acting. The style of conflict management that the distribution center employees are using is a competing style. These distribution center employees are using a low level of cooperativeness and high level of assertiveness. This creates a very hostile environment to work in. Each employee acts in a very selfish and argumentative manner. Both employees didn’t care to accommodate one another. They both felt that they would get their way by strong arming each other. This is clearly not the way employees should go about resolving conflict. It won’t promote a teamwork environment for employees and encourage an “everyman for themselves”...
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...Conflict is a natural part of life and is inevitable working on a project with a team full of people who all have different ideas on how things are going to be done. Anything a project is being worked on, conflicts should be planned for and be addressed on how they will be handled so everyone has the same expectations on what the process is to resolve them. Unfortunately conflict with external teams and people are not always so easily addressed since the project manager of one team does not have influence with a different project’s team, but these issues can still be addressed. In the Tent City case study the team is suffering from a lack of internal communication and were actually receiving more information from news outlets telling the story instead of it being passed around within teams. Interdepartmental communication can cause a lot of conflict between teams, the department that is not receiving the communication becomes frustrated that they are being left out of the loop and then cannot assist customers when they call regarding the information the department did not received. Other departments may then become upset with them because they are not following the information that was sent around unaware that they did not receive it. As a project manager I would refer back to the project charter’s communication plan to see about resolving the issue. If done properly, the communication plan should explain where this information should be coming from, who is responsible...
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...Conflict Management Plan MGT/311 December 2, 2012 Nora Navarrete Abstract This paper answers the following questions about conflict management plan. There is a conflict between two employees, James and David that needs to be addressed before forming work teams. The following answers what conflict resolution techniques are the best for this situation and how roadblocks are handled if they occur. There is always going to be conflict in the workplace, but the best solution to conflict is what is best for the business and what makes it successful. 1. Which of the available conflict management strategies is most appropriate for the current situation with David and James? Provide your rationale, including what factors you considered in making your selection. Your response should be at least 100 words. The most appropriate strategy to deal with the current situation with David and James would be the collaborating technique. Since not all the information is known, the best thing to do would get them together with a mediator to let them explain their side of the story. A lot of unknown information could come out in this meeting and explain a lot of things that are going on. James is assuming David was intentionally causing him problems that may not have been intentional and out of David’s control. While collaborating on these issues, the real reason while things were happening...
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...Conflict Management in an Organization Introduction Druckman and Diehl (2006) stated that conflict resolution involves a series of steps taken toward eliminating friction within members of a particular organization. Arbitrators or people holding neutral positions on the matter usually carry out conflict resolution. They may take a different approach depending on the type of conflict or the magnitude of the conflict. To alleviate issues between parties, active or passive conflict resolution is used. Griffin and Goodwin (2013) explained that active conflict resolution consists of accommodation, compromise, collaboration and competition. Each of these conflict resolution styles have advantages and disadvantages. This article “Conflict resolution” (Lansford, 2008) discussed the advantages enjoyed on application of active conflict resolution. The article also discussed the communication channels for use. Finally, the article identifies the timeline of events in communication of change. Active Conflict Resolution Strategies Active conflict resolution involves several strategies. When coupled with, they possess significant advantages in the processes of conflict resolution. For instance, a collaborative effort has significant advantages. First, it allows parties to express their grievances openly. As a result, the parties find mutually beneficial solutions. According to Lansford (2008) using this strategy, identification of the roots of a problem is possible. The organization is...
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...M.B. Consulting 555 Main Street Austin, TX 77864 512-555-5555 October 1, 2011 Proposal for the Development of a Formal Conflict Management Program Dear Mr. Brown, S.D. Consulting appreciates the opportunity to develop a formal conflict management program for your firm, Hope Educational Services. As we have discussed, your grievance policy is simply not enough to cause your organization to be as effective as it needs to be. In our experience, it is essential for your leadership to understand how the conflict in your company can be an asset to them causing more productivity, growth and motivation. Simply trying to eliminate or ignore conflicts will only cause more unresolved conflicts in an organization. To begin, it is important to understand the 4 approaches to effective organizations: goal attainment, system resource, internal process and strategic constituencies. You will find that conflict resolution will not change or question your company’s structure, but will address the conflicts that are occurring within the system. Taking responsibility for the conflicts will lead to problem solving and learning that is invaluable to a productive organization such as yours. Goal attainment centered organizations care about reaching its primary mission or purpose and tries to measure its effectiveness according to how well they accomplish that goal by measuring the stock earnings or equity gains of the company. Sometimes the goals of the company, however, can be accomplished...
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...“CONFLICT RESOLUTION AT GENERAL HOSPITAL” Page#1 Conflict Resolution at General Hospital Professor McGrath Leadership and Organizational Behavior Bus 520 6/06/2011 Page#2 Discuss the conflict that is occurring at General Hospital Conflict at General Hospital seems to have started before CEO Mike Hammer hired Marge Harding. When hiring Harding conflict just seemed to escalate to a new level. Harding lacked importance of commitment, she showed this when the new life altering technology was being installed, vacation time. It also seems like she displayed a little fight and flight minus the fight. Harding left her assistant in charge of handling the first week of a “New Way”. She also displays no regard to Team/Leader expertise, Harding solely based her decision to implement this new way of having tests read on advice from a former colleague with alternative political motives. Harding was sure with this cutthroat hardnosed decision she figured she would be able to skip a couple of rungs on the ladder to leadership. Bad decisions as this only escalated conflict, especially when the decision to fire co-worker Dr. Baker who was a trusty EKG reader, without consulting or informing co-worker. That one mistake caused a notion that there were never going be any likely hood of commitment from the staff Discuss the conflict management styles that are evident in the case. Most evident is an Intrapersonal Conflict, when Harding displays attributes...
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...By: Kara Mann GM 570Managing Conflict in the Workplace October 16 2011 Professor: Charles Desjardins Table of Contents Description Page Introduction 3 How Gossip usually starts within an Organization 4 Who is usually involved in the gossip 5 Why Mangers are usually in the dark about the gossip within the Organization 6 How managers resolve gossip and keep it Under control within an Organization 7 Conclusion 8 Literature Review 9-10 References 11 Introduction This is an introduction about gossip that happens within the workplace, how it starts, how the rumors that cause the interruption of the production in the workplace. Managers are not trained to handle these types of conflicts; managers have a hard time dealing with issues that are interpersonal. Organizations should have third party counseling and mediators to handle conflict issues. This keeps managers from getting involved, being accused of playing favorites...
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...* What causes you the most conflict at work or school? I think I face more conflicts at work; because, at school there is always resolutions to problems that I might face, there are faculty and staff to help me solve any of my academic problems, there are the technical staff; who, if problems arises while I am using blackboard, can easily be resolved, and there are tutor assistant resources, to help me when I face conflicts with classes that I may need help with; but, at work it’s a whole different set of conflicts; because there are different individuals; who are working in a structural environment; with differences of opinions and ideas that may interfere with the day-to-day operations of the job; and may affect how others respond to problems that arises within the work group. There are groups of people on my job that performs duties that requires interdependence; meaning I look for others to help me accomplish the goals that are required to do the job. If there are issues that arises with one individual in my work group, it can greatly affect the outcome of the entire working environment; and most definitely affect productive working hours, * What is your preferred conflict style and how comfortable are you with it? I prefer the collaborating conflict style; and, I am very comfortable with this style because it helps work through conflicts through open and thorough discussions, so whatever the conflict is, I can hopefully get to the root of it, and then going forward...
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.... Discuss the conflict that is occurring at General Hospital. In my opinion the conflict that is occurring in the General Hospital is the physicians are interested in obtaining personal benefits from representatives of pharmaceutical companies that distributes to the hospital. In most organization this is considered a conflict of interest. The physicians focus is not on their patients but on obtaining personal benefits. The Hospital pays each physician and clinician that is employed a very high salary and the pharmaceutical companies are aware that the physicians are interested in favors if they use products at the hospital. This problem has caused representatives of the pharmaceutical companies to easily get their products in the General Hospital which can sometimes be a difficult task for many pharmaceutical companies. Since the physicians have started this practice it has become a serious problem for the hospital. The ways to control the cost incurred in availing the desirable pharmaceutical resources in the Hospital are also facing some difficulties. Some pharmaceutical companies increased the prices of their products in order to provide some share to the physicians that support their company. Some professionals at the General Hospital have positive thoughts of the decision and others are and this has cause a conflict at General Hospital. 2. Discuss the conflict management styles that are evident in the case. The conflicts of interest at the Hospital is related...
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...the moon” in this week’s lecture and we achieved 41 points, which is close to the likely score-30 points. In the whole process of this activity, we used win/lose conflict management strategy to solve our conflict. For instance, when our group members held different opinions on an question, we would vote for different options and we would always choose the one with the majority approvals, which means the minority had to compromise in order to meet our agreements. I thought it brought short term solutions to immediate problems in that situation, because our time was limited. Lastly, it turned out to be good effectiveness on the result of our activity. During this week’s activity, I preferred to use win/win strategy to cooperate with my group members. However, it is really difficult to satisfy everyone’s need, so sometimes I had to use win/lose style to achieve our goals. For example, when answering some questions, I gave others my answers and explained that why they were reasonable, but sometimes in this activity, my win/lose strategy did not work so well, because I fail to convince them to use my answers. When people interact with each other, it’s quite hard to avoid conflict, so I also have conflict with my friends sometimes. For example, my friend and I hang out in the city three weeks ago, we had a conflict on what kind of food to eat. My friend wanted to eat Malaysian food, but I want to eat Sichuan spicy food. After telling him that I do not like Malaysian food and...
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...Discuss the conflict that is occurring at General Hospital. Introduction This document presents the conflict that occurred at General Hospital and recommendations on how it could have been resolved. It discusses the different management styles that were used to address the issues and it was communicated throughout the organization. The information provided was based off readings supported by (Hellriegel, D., & Slocum, J.W., Jr. 2011). The Conflict that Occurred at General Hospital in my opinion the conflict that is occurring in the General Hospital is the physicians are interested in obtaining personal benefits from representatives of pharmaceutical companies that distributes to the hospital. To stay competitive within the community, General Hospital’s CEO, Mike Hammer had to determine a way to reduce expenses and advance their technological medical services to increase revenues. Mike Hammer knew long term that the hospital’s would lose their accreditation and funding if they didn’t increase their revenue and advance their services. One of the hospital’s biggest expenses was physician-driven cost. Mr. Hammer felt the organization could reduce expenses if the physicians changed some of their medical ways of practices. He communicated his concerns to the director of medicine, Dr. Williams. However, Dr. Williams felt their current practices were the best way to operate the hospital and was opposed to any of Mr. Hammer’s ideas. When meeting with the director of medicine to...
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