...Conflict Resolution Strategies Russell L. Yakesch, Nesha Johnson, Norman Zeitunian, Oscar Garner, and Ketta Meads MGT/311 July 11, 2013 Ben Morris Conflict Resolution Strategies In many cases, conflict in the workplace just seems to be a fact of life. Situations occur where different people with different goals and needs have come into conflict. It is not necessarily a bad thing that conflict exists. Effectively resolved, conflict can lead to personal growth and development. The following paragraphs list four of the five conflict resolution strategies that are used to resolve conflict successfully – compromising, competing, accommodation, and avoidance. When compromising occurs, there is no winner or loser. Compromise tries to find a solution that will satisfy everyone. Every person who is involved in a conflict gives up something, to gain a solution that is satisfactory to both parties. The team has to be encouraged to consider a resolution to reach a common ground. Competing (win-lose strategy) is one of the five conflict handling intentions. “When one person seeks to satisfy his or her own interests regardless of the impact on the other parties to the conflict, that person is competing. You compete when you place a bet that only one person can win, for example” (Robbins & Judge, 2011, Chapter 14, Conflict and Negotiation). Supporting the situation at K24 about who is developing a new idea for the pilot to the RTV channel, the writers cannot come up with...
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...Conflict Resolution Introduction Conflicts are a natural part of life and therefore a natural phenomenon in the education sector. In any school, there is the potential for conflict, because students may misunderstand one another, teachers may disagree on resource allocation, the administration may have issues with the staff parents may have some causes for complaint against the school or disagree on some of the school policies. The potential for conflict exists because people have different needs, views and values. But, when such conflicts are properly resolved, the atmosphere at school is more pleasant for everyone. Teachers can spend more time teaching and students can spend more time learning. Below is an analysis of the conflict resolution strategies which have been used to resolve conflicts in the education sector. Conflict Resolution Strategies in Schools 1. Mediation: This is a structured, goal oriented process that follows clear steps and resolves disputes confidentially. It helps disputing parties to assess their options realistically and reach mutually acceptable solutions. In mediation, an independent third party, the mediator, helps the parties involved in the conflict to talk with one another and to listen to one another’s grievances. Through this exchange of information, the parties gain insight into how the other is feeling about the situation, and they achieve understanding and respect. Mediation is a very effective conflict resolution strategy...
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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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...Antecedents………………………………………………….10 5. Costs and benefits of conflicts………………………………12 6. framework ………………………………………………….14 Executive summary The purpose of this report is to deal with the conflict resolution strategies of organizations. The study of articles used in this report reveled certain conflict resolution strategies that can be used in this report we shall discuss about both the advantages and disadvantages of the conflicts. How management can tackle the conflict management situation using management resolution techniques is discussed in the articles. Conflict situation prevails in almost every organization the report brings out certain useful tools which can assist the management in conflict resolution. The report deals with various aspects and causes of conflicts occurring in the organization. There are different levels of conflicts occurring at different levels of organization .The report also deals with interpersonal skills that managers require in order to mange conflicts within the organization. It also describes the constructive and destructive conflicts. And it provides a brief framework for the management to work with when conflict situation arises. Introduction: - Conflict is a situation arises within the organization due to arguments related to...
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...develop an establishment in any country. The working style and method varies from country to country based on their culture. There is always a scope of conflicts due to culture variations. The article “Impact of cultural intelligence level on conflict resolution ability” talks about the importance of cultural intelligence level and how this helps to resolve the conflicts. “Therefore, this model presents that a higher level of cultural intelligence positively affects and predicts whether an individual will select an appropriate conflict resolution strategy fitting for the cultural backgrounds of those involved in the conflict” (Ramirez, 2010, p. 2). The author starts off with briefly discussing why it is so important for the business leaders to use different conflict resolution strategies using the cultural intelligence level of the persons involved in the conflict. The author first described the gaps in the current studies of “impact of culture intelligence level in resolving the conflicts” and then explained how the current model would fulfill those gaps. This model helps leaders to prepare different strategies and to use the correct strategy based on the cultural intelligence level of the persons involved in the conflicts. The model considers culture intelligence level as independent variable and conflict resolution ability as dependent variable and the how these two variables are related to cultural intelligence characteristics and versatility. According to the article...
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...Conflict Resolution and Peacemaking University of Phoenix PSY/400 Dr. Abstract Conflict resolution is a method of facilitating a peaceful resolution of a conflict. It is also knowing how to manage and reduce if not resolve a dispute or a conflict. Japan has been employing a strategy in trying to resolve their current conflict with China through a non- violent means and this is through a simple handshake. The Japanese has been negotiating for the handshaking to happen with the goal of striking a mutually satisfactory deal. Key words: handshake, conflict management, negotiation, collaboration. The current tension between China and Japan over disputed islands in East China Sea has been a cause of concern by political and economic leaders in the Southeast and East Asia Regions. However, the tension could be lessened by nonverbal gestures and niceties as asserted by Katie Shonk in her Harvard-published article on November 5th, 2014 entitled “For Conflict Resolution in Asia, A Simple Handshake Could Go Far” (Shonk, 2014). A simple but significant gesture, a handshake between Japanese Prime Minister Shinzo Abe and Chinese President Xi Jinping is what the Japanese officials hope will happen during the regional economic summit in Beijing scheduled this month. There are two major factors that have caused the strain in the relationship between the two countries. First is the refusal of Xi to meet with Abe. It was surmised that “Xi would not engaged in formal...
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...Third Party Conflict Resolution January 17, 2013 Third Party Conflict Resolution In the negotiation process, the use of third-party conflict resolutions often comes into play when parties cannot seem to reach an agreement regarding resolving mutual interests. These types of third-party conflict resolutions are: arbitration, collaboration, litigation and mediation. For the Seatcor Manufacturing Company, the use of third-party conflict resolution is necessary. The researchers of Team A have reported collaborative ideas of this case by (1) analyzing the possible intervention strategies, (2) applying what is thought to be the best strategy, (3) explained how the best strategy should resolve the conflict, and (4) developed a contingency plan in case the best strategy does not work, or is rejected. Intervention strategies Possible intervention strategies include negotiation, mediation, arbitration, litigation, collaboration and hybrids. Two types of hybrid intervention strategies are mediation – arbitration and arbitration-mediation. • Negotiation - There are four elements to the negotiation process, which include managing interdependence, engaging in mutual adjustment, creating or claiming value, and managing conflict. Negotiations consist of two or more parties be that individuals, groups, or organizations. A conflict of needs and desires exist between parties and the parties chose to negotiate. Parties expect a “give and take” process that is fundamental...
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...Introduction Conflict is defined as a confrontation, between one or more parties aspiring towards incompatible or competitive ends. Conflict is Latin meaning to clash or engage in fight, hence it can be define as a misunderstanding or a dispute between two or more parties. It is a clash of basic needs or resources. Conflict appears in different forms that is, interstate, intrastate and state formation conflicts. All these conflicts have to be solved through various stages which include conflict management, conflict resolution and conflict transformation. The stages for solving conflict are discussed below. Main discussion a. Conflict Management Conflict management is a practice of recognising and dealing with disputes in a rational, balanced and effective way Baregu (1999). The above statement suggests that conflict management is trying to avoid or stop a conflict from escalating and this should be done in an active manner. Conflict management is achieved by the use of good negotiation skills, effective communication and problem solving abilities. This means that, those involved in conflict management should be expects, those people who are able to use the conflict tree and deal with the root cause and the perspectives of the disputing parties rather than their positions, so as to reach a common ground thus managing the conflict. Most conflicts are rarely completely solved, but commonly they are downgraded, reduced or contained thus conflict management is a constant process...
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...Conflict Management Plan MGT/311 Version 1 1 University of Phoenix Material Conflict Management Plan 1. Identify the available conflict management strategies and their strengths and weaknesses. Strengths Strategy Weaknesses Could potentially cause poor relationship between competing parties. Reach solution at the expense of others. Time consuming to gain agreement on solution. Mandates effort for all parties involved. Competition Provides a quick resolution. Confront unpopular actions. Collaboration Avoidance The ability to solve initial issue. Builds relationship for future projects. Shared responsibility of resolution. Less stressful because of win-win outcome. Avoids disruption. Buys time to gather thoughts. Failure to reconcile differences of original conflict. Negligence of having a resolution. Temporary solution. Management puts his or her goals on hold so others can achieve their goals. Requires extensive cooperation. Temporary solution. A potential lose-lose situation because parties might not be satisfied. Need for monitoring to ensure that each party lives up to their end of the bargain. Can not be used for complex issues. Accommodation Compromise Allows the ability access the situation from every angle. Preserves future relationships. Ability to prioritize issues that are more important. Efficient resolution. Effective for non complex issues. 2. Which of the available conflict...
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...order to demonstrate knowledge of professional managerial communication techniques. The study answers the following three questions: 1. How does the management’s communication of departmental procedures contribute to the communication environment? 2. What conflict strategy is Vair Corporation currently using? 3. What communication techniques are currently contributing the poor communication environment? These questions are answered via an analysis of the organization using John Dewey’s Rational Problem-Solving Process (Hynes, 2011). Through an examination of the problem-solving process and, in particular, the developed resolutions in the fourth step, several recommendations are made so that Vair Corporation may develop a positive internal communication environment. Introduction Vair Corporation is a growing company that specializes in resale of HVAC and fireplace units for apartment management companies in the greater Washington, D.C. area. As the staff works from multiple locations, internal communication is of vital importance. The Sales Team works closely with the Operations Team to communicate the status of various orders and fulfill deliveries in a timely manner. This communication is often filled with conflict as the Sales Department places priority on specific orders, while the Operations staff strives to fulfill each order in a first-come, first-served sequence. When the Sales staff communicates priority orders to the Office Manager, s/he occasionally requests...
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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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...Groups, Teams, and Conflict Fred Lombardo MTG/311 May 31, 2015 John Clair Groups, Teams, and Conflict University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | During forming stage members roles are defined | By defining roles everyone is aware of each other’s roles are and exactly what their part is, and what is expected of them. | Some members may not like their roles and act out in dysfunctional behavior, or power struggles may form | While in the storming stage strategy’s to resolve conflicts are employed | The hierarchy of the group can begin to demonstrate leadership qualities | Avoidance of power struggles and not willing to use conflict resolution just yet. | Norming stage open lines of communication | Cohesiveness develops due to camaraderie and group identity. | Gossip starts in group from disgruntled members | performing stage plan for team goals | Group energy guides Team to achieve goals. | Disgruntled members can corrupt group energy while slowing production down. | Adjourning stage team is rewarded for reaching team goals. | Wrapping up, group member’s celebration festivities of completing goals. Members esteem at a high. | Disgruntled member create negative results if allowed to participate in festivities | 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide...
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...Conflict Resolution in the Workplace: An Interdisciplinary Prescription for a Healthier Organization Introduction Conflict is rarely defined within organizations; instead, examples are given ranging in scale from mild tension with a colleague caused by miscommunication all the way to interinstitutional conflict involving many stakeholders competing for resources (Zweibel, Goldstein, Manwaring, & Marks2008). Unidentified, and under resolved conflict in an organization can lead to mountainous waves of tension that infect the everyday work environment with decreased productivity and burnout. The focus of this paper will be to examine the effects of conflict resolution through an analysis of business, psychology, and cultural and ethnic studies. Business. Business is the concept of providing goods and services to customers with the prospect of making a profit or not. Human resources (HR), a sub-discipline of business are concerned with the implementation of policies, tools, and strategies related to the management of people. People and problems co-exist. It is impossible to have one without the other. The Nominal Group Technique (NGT), an HR tool, can be used in a conflict situation in the workplace in order to establish the perceived causes of employment relations conflict (van der Waal & Uys 2009). Psychology. The science of psychology focuses on the mental and emotional behaviors of groups and individuals. The psychological process of mentally diagnosing...
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...Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) MGT-445 Wk-1 Individual – Communication and Personality MGT-445 Wk-2 Team – Power Play for Howard Part-A MGT-445 Wk-3 Individual – Negotiation Strategy MGT-445 Wk-3 Team – Power Play for Howard Part-B MGT-445 Wk-4 Individual – Miami School District Negotiation Paper MGT-445 Wk-5 Individual – Article Analysis MGT-445 Wk-5 Team – Third Party Conflict Resolution (2) MGT 445 (Organizational Negotiations) Complete Course WK 1-5l Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-445-organizational-negotiations-complete-course-wk-1-5l/ For More Courses and Exams use this form ( http://hwguiders.com/contact-us/ ) Feel Free to Search your Class through Our Product Categories or From Our Search Bar (http://hwguiders.com/ ) MGT-445 Wk-1 Individual – Communication and Personality MGT-445 Wk-2 Team – Power Play for Howard Part-A MGT-445 Wk-3 Individual – Negotiation Strategy MGT-445 Wk-3 Team – Power Play for Howard Part-B MGT-445 Wk-4 Individual – Miami School District Negotiation Paper MGT-445 Wk-5 Individual – Article Analysis MGT-445 Wk-5 Team – Third Party Conflict Resolution (2) MGT 445 (Organizational Negotiations) Complete Course WK 1-5l Get Tutorial by Clicking on the link below or Copy Paste Link in Your Browser https://hwguiders.com/downloads/mgt-445-organizational-negotiations-complete-course-wk-1-5l/ ...
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...Dispute resolution strategies Name Institution Abstract The paper is about dispute resolution strategies. It identifies three strategies and discusses them in details. Specifically, the paper entails an elaborate discussion on mediation, negotiation and compromise as conflict resolution strategies. Mediation and negotiation are alternative dispute resolution ADR strategies while compromise is an incorporation of litigation and can also be part of ADR. The three strategies are applicable for organizational and other types of conflicts. Apart from proposals off the potential applications of the methods, the paper also presents a comparison between the three methods and the legal systems of resolving conflict. In addition, it discusses in brief the processes, benefits and the limitations of the processes. Mediation Mediation entails a due process that involves a neutral third party, a mediator, in conflict resolution. The mediator is never judgmental nor partisan during the process. The mediator never decides any wrongdoers but focus on the problem-solving process. Mediation allows for the revision and adjustment of the conflict scope. Agreements after mediation are readily acceptable than those from a judicial ruling because all participants are involved in reaching a compromise. Mediation is informal and involves a mediator that guides the process. The mediator engages the disputants to drop hostilities and come to a mutual agreement. In fact...
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