...The role of capital in resolving agency conflicts between different groups of bank stakeholders. 1. Introduction This essay discusses the role of capital in resolving agency conflicts between different groups of bank stakeholders, by discussing two papers. The first paper is a descriptive paper written by Berger, Herring, and Szego (2005), called “The Role of Capital in Financial Institutions”. The second paper, “Caught in Between Scylla and Charybdis? Regulating Bank Leverage When There Is Rent Seeking and Risk Shifting”, is a theoretical paper by Acharya, Mehran and Thakor (2013). Both articles examine agency conflicts between different bank stakeholders and how capital could be used to reduce these conflicts. The rest is the paper is structured as follows. Chapter 2 discusses the paper of Berger et al., starting with the question why markets require financial institutions to hold capital, and why financial institutions differ from other companies. Next, we discuss why regulators require capital and why the market is not self-regulating, followed by the unintended consequences of regulation. Chapter 3 discusses the paper of Acharya et al., which starts by discussing two important moral hazard problems. Next, the base model is examined, followed by the extended model. Finally, we conclude by summarizing our findings and discuss the validity of both papers. 2. The role of capital in financial institutions The theoretical paper of Berger, Herring and Szegö (1995), examines...
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...Allied Academies International Conference page 15 CONFLICT IN WORK TEAMS: PROBLEMS AND SOLUTIONS Brittany Sikes, Florida Institute of Technology Robert D. Gulbro, Athens State University Linda Shonesy, Athens State University ABSTRACT Conflict is almost certain to occur in work teams due to the fact that they are comprised of different people possessing different perceptions, personalities, and behaviors. Although incredibly effective, work teams may stumble upon barriers which must be overcome to allow for growth and continuation towards the common goals of the group. It is quite possible that a work team may perform without the presence of conflict, but oftentimes certain measures have been implemented to prevent such conflict from occurring. Occasional conflict, if managed appropriately, can lead to creativity, better decision-making, and improved results. However, too much conflict can lead to a decrease in performance and group cohesion. In global organizations there is an opportunity for cross-cultural differences that may increase conflict. Contained herein are both the positive and negative consequences of conflict, as well as courses of action to understand, prevent, and resolve conflict that occurs within work teams or groups. THE VALUE OF WORK TEAMS A work team is defined as an organized group, committed to the individuals within the group, whose members share the same intent of accomplishing a common goal. Managers have become more inclined to utilize work...
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...improvement in the functioning of the organization-in its efficiency and effectiveness. The changes are brought through the employees in the organization while consultants facilitate the change process. Any OD intervention, therefore, involves close interaction between the consultants and the client organization. Intervention basically refers to an intended activity to bring change in the organization and the consequent activities within the organization. In a general sense, intervention refers to activities that happen in the organization's life. Interventions are carried to move organizations from its current position to a desired position and to achieve the desired change a number of techniques are used. Often two or more independently working groups have to coordinate tasks, on either a temporary or permanent basis, to achieve the...
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...Jacqueline Nock – Team Reflection This week I learned about strategies to help develop effective groups and teams as well as resolving conflict within organizations. This week I also learned about resolving conflicts. An interesting thing I learned about conflict is that it can be either functional or dysfunctional. I learned that conflicts can be resolved by using a mediator, an arbitrator, a conciliator, or a consultant. These are impartial third-party people who are trained to help others resolve their conflicts (Robbins, S. P., & Judge, T. A. (2011), p. 475). I felt comfortable with all the topics discussed this week and didn’t struggle to understand any of them. I work for the local utility company where we have teams to accomplish our projects. In very simple terms, when new gas or electric service is requested, I handle the initial paperwork for new service, another person does the pricing and billing and a technician goes go to the job site to install the meters. As a team, we all do our separate parts to get our customers the utility service they need. Mari Lowry – Team Reflection I thought determining strategies to develop groups and teams were an easy rational way of creating an effective team. Developing groups are a different rational because they are not working towards a common goal but for self-interest only; whereas, a team finds a cohesive path to completing a goal (Robbins, S. P., & Judge, T. A. (2011), These strategies are very...
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...and Schellenberg (1996), Conflict can be defined as the opposition between individuals and groups on the basis of competing interests, different identities, and/or different attitudes. Conflicts may arise from various sources namely personality differences, poorly managed systems, lack of leadership qualities and poor communication between managers and team members. For a conflict, it's important to determine whether it's a good or bad conflict because it will have both positive and negative effects on a team. Positive effects helps the team to operate better with more creativity and performance by increasing employees knowledge and skills at the same time negative effects on the management by creating negative emotions and stress, diverting attention in performing tasks and achieving goals. Conflicts can be productive and unproductive depending on how the management team resolves it. Productive conflicts are about issues, ideas and goals. This can be achieved in a co-operative manner. Whereas unproductive deals with emotions and personalities, in this conflict issue is resolved by teams dominating each other and they will not focus in solving the problems co-operatively. In an organization unproductive conflicts resolving issues depends on both teams personalities, social relations and the situation and one has to recognize their differences before they move towards resolution of a specific conflict. Four different approaches in resolving a conflict resolution • Collaboration...
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...Running Head: CONFLICT Metaphoric Conflict Resolution Mariah Sanchez University of the Rockies: ORG 7270: Theories and Techniques in Group Counseling & Psychotherapy Dr. Alison Walls January 10, 2010 Metaphoric Conflict Resolution Conflict arises when two incompatible opinions intersect. Alternatively, conflict resolution should lead to a reduction in the severity of the conflicting intersection. Conflict can be a valuable experience when managed effectively and constructively. Experiencing a heightened awareness that a problem exists that needs to be resolved and can lead to improvement in the quality of relationships you have with friends, co-workers, and family members is the final objective of conflict resolution. There are as many anger management and conflict-resolution approaches as there are schools of psychological thought. Nevertheless, literature points to the effectiveness of the cognitive-behavioral approaches to anger management as most successful (Leseho, 2010). One important consideration of cognitive-behavioral techniques is that individuals must be able to access their personal cognitions. When targeting a heightened state of arousal, techniques such as paraphrasing, restructuring, and self-talk, include skills that may be available to some individuals but not to others. The specific approach discussed in this paper will examine the discovery and exploration of personal metaphors in anger – a less threatening approach to addressing...
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...University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. |Strategy |Strengths |Weaknesses | | |Management should avoid taking sides when |Utilizing inappropriate body language could | |Problem-Solving |it comes to resolving problems within the |transfer the wrong message, it is important | | |group |to listen to both parties prior to making a | | | |decision | | |Goals can only be met when everyone act |. In the case that a team member is not | | |responsibly and as a team to complete their|pulling their weight and making the expected| |Super ordinate Goals |part of the project. |contribution, it could cause tension within | | | |the group | | |Try not to avoid things, give the group the|Things that could have been taking...
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...RESOLVING CONFLICT IN AN ORGANIZATION Tasha Smith Business 610 Instructor P. Zobisch December 6, 2010 Resolving Conflict in an Organization Team work is recognized more as a collaborative effort by the members for the mutual benefits of corporation and organization employee relations resulted as cooperation among the team members. This signifies the role of effective team and its performance inside the organizational premises. Team work defines the harmony and patience essential to be present in members for the reason of achieving goals in association with team. Research can be down specifically to the conflicting resolution by collaborative attitude building through group activities; making it useful in organization to avoid union based grouping for the reason of enhancing employee productivity Team Building and Conflict Resolution Conflicts reflect the difference in the opinions and ideas that may arise among the group members either due to any cultural barrier or any other workplace hatred due to unequal distribution of power and recognition for performance. Therefore it shows that individual work related activities are subject to give raise to conflicts due to above stated actions. However, in any case if it arise, it is better to go for team building strategies for conflict resolution with minimum emphasis on giving leverage for the expansion and strengthening of conflict as it may enhance the differences among the employees followed by decreasing productivity....
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...What are the indications that conflict may be present in a work group? What are two methods for addressing/resolving such conflicts? Justify your rationale. Read "Challenges Facing PBL Tutors: 12 Tips for Successful Group Facilitation" by Azer from Medical Teacher (2005), located at http://www.fmhs.uaeu.ac.ae/ResearchGroups/MERG/tutoring/12tipsfacilitation2005.pdf Anytime a group of people works together, there is going to be conflict. We all come from different cultural and educational backgrounds. We all have different goals, though often toward the same end. Even with the same goal, there are so many “right” ways of accomplishing that goal. Like our Instructor, Anna Auler stated in Lecture 2, “As nurses lead teams of health care providers, they will truly understand that the role of group participants is vital to the group's success.” Everyone on the team needs to feel appreciated and heard. Devaluation, real or imagined, breeds resentment, which can lead to poor job performance and interpersonal conflict. Lack of communication is both a cause and symptom of a conflict. Lack of cohesion, team effort, and exclusion of individuals is also a sign of conflict within a group. The first step in conflict resolution is root cause analysis to determine if the cause is environmental (work load, supplies, atmosphere, etc), or interpersonal issues. If the cause is found to be the latter, ask the individual group members for input into changes that are required to resolve the problem...
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...------------------------- 03 2. Management and Culture in Borthwick Contracting ------------------------------------------ 03 3.1. What Brothwick Contracting used to be --------------------------------------------------- 03 3.2. Restructuring Brothwick Contracting ------------------------------------------------------ 04 3. Recommendations ---------------------------------------------------------------------------------- 04 4.3. Focusing on the biggest resources ---------------------------------------------------------- 04 4.4. Resolving intergroup conflict --------------------------------------------------------------- 05 4. The Six Thinking Hats ----------------------------------------------------------------------------- 05 5.5. Focusing on the biggest resource ------------------------------------------------------------06 5.6. Resolving intergroup conflict --------------------------------------------------------------- 08 5. S.W.O.T --------------------------------------------------------------------------------------------- 10 6. Summary -------------------------------------------------------------------------------------------- 11 7. References ------------------------------------------------------------------------------------------- 12 Executive Summary Borthwick Contacting is a civil engineering company and Australia’s most successful road and bridge building enterprises. It is a fine organisation...
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...D. Alternative Dispute Resolution Alternative Dispute Resolution means a resolving difference that keep parties from involving the courts and proceeding throughout the litigation process. According to Cheeseman (2010) alternative dispute resolution includes negotiation, mediation, conciliation, mini-trial, fact-finding, arbitration and using a judicial referee. In the case of resolving disputes that arise in a learning team, mediation would be the most appropriate form of alternative dispute resolution. Effectively to realize when mediation is necessary during a learning team dispute, the learning team should first establish a charter that outlines guidelines the group agrees upon. These guidelines include the goal of the group, ground rules for working together, and conflict management. The ground rules establish the means by which members agree to work together, communication methods and timelines and additional means of ensuring respect and commitment to the learning team projects. Conflict management outlines the possible disputes that may arise and methods for obtaining resolution. Examples include team members who miss team discussions, disagreements on how to divide the workload and those who do not complete individual portions of assignments timely or other disputes that hinder the team from achieving its goals and completing assignments. Determining whether a conflict is suitable for ADR, the team charter should include a broad statement to state disputes...
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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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...Running head: MANAGING WORKPLACE CONFLICT Managing Workplace Conflict: A Look at Leadership Styles Abstract Leadership styles play a large part in managing workplace conflict. These styles can help or hinder the actual conflict. This paper will look at several different types of leadership styles and discuss how these styles can play a role in resolving workplace conflict. Is there one style that is better than the other? When trying to resolve workplace conflict there are three steps that a leader should implement to successfully resolve the conflict, these steps will be discussed. In order to understand how leadership styles can affect workplace conflict one must first know what conflict is. Conflict is strong disagreement between people, groups, etc., that results in often angry argument or a difference that prevents agreement: disagreement between ideas, feelings, etc. (Merriam-Webster's collegiate dictionary (10th ed.), 1993). Conflict is not always a bad thing; it can be healthy for an organization to have some conflict. The approach from a leader’s perspective can help or hinder the initial conflict. Conflict is a normal part of everyday life. Just like breathing, conflict is going to happen at some point in your day. Many companies have teams that work closely together and this can be a breeding ground for conflict. When you have groups of people working together you are going to have many different personalities that come into play. Shetach (2012)...
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...Managing Conflict In Organisation- An Overview Volume 8 Issue 4 Fall 2010 Posted On Tue, Sep 21 2010 16:46:00 Authors: Muyiwa Adeyemi Editor's Rating:0 (0 Ratings) Reader's Rating:0 (0 Ratings) Login to Rate | About Ratings Introduction In any organization, effective administration of the resources available is very important and paramount to the attainment of its objectives. The human aspect of the resources is most important and crucial as it is the one responsible for the co-ordination of other factors and more importantly conflict situation among staff cannot be over-emphasized. It is known fact that no two workers are the same, even twins are only alike. Nwakwo (1987), Craston (2002) and Onanuga and Arikewuyo (2005) describes administration as the careful and systematic arrangements and use of resources (human and material), situation and opportunities for the achievement of specific objectives of a given organization. To this end, it is worthy of note that effective organizational administration is necessary for managing conflict situation in any system, such should be embedded in the day-to-day running of the industry. Conforming to this viewpoint, Peretomode (2001) describes administration as the performance of executive duties, the carryout of policies or decisions to fulfill a purpose, and the controlling of the day-to-day running of an organization. To this extent, among the very important duties of an administrator, is the management of...
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...different forms of conflict throughout your lifetime. In order to make appropriate decisions and gain confidence in resolving conflicts, you must be able to: * Recognize potential conflict situations before they occur * Recognize the warning signs and the sequences of events that can fuel conflicts * Predict possible consequences and stay attuned to ways to stop the conflict from occurring. * In any group, such as family, work, and school or other organizations, occasional conflict is unavoidable. For example, at school a student may debate with a fellow student about a current political issue. At home, a teenager may disagree with a parent concerning an established curfew. At work, an employee may have a disagreement with the employer about a company policy. In all cases, conflict of some sort is present. Causes of Conflict Conflict can be caused by the external or internal circumstances of a group. External circumstances are influences outside the group, which may exert pressure on the group, causing conflicts. Internal circumstances are more often the cause of the conflict within a group. Internal circumstances are those behaviors or interactions within the group itself that lead to conflict. There are many ways in which conflicts can begin: misunderstandings, embarrassment, hurt pride, prejudice, fear, change, jealousy, insults, accusations, and peer pressures are just a few. Most of the factors or situations that lead to conflict can be classified...
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