...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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...Running head: CONFLICT IN THE WORKPLACE Conflict in the Workplace: Getting the Job Done Yvonne N. Montgomery George Mason University December 19, 2009 Managers spend between 24 to 60 percent of their time dealing with conflict in the workplace (Fiore). Often times, employees are either in conflict with another person, avoiding the conflict of other employees and managers, or recovering from a conflict in the workplace. Disagreements and differences of opinion can escalate into interpersonal conflict when varying ideas exist regarding personal and organizational success. The strong drive for work related achievement in some employees can clash with employees who do not emphasize work-related success in their lives. I recently experienced an interpersonal conflict with a coworker who wants to be the “go-to” person for a lot of administrative tasks, but repeatedly falls short on accurately completing or placing the appropriate level of emphasis on these tasks. As a result, there are often costly mistakes or delays that create additional work for other employees and managers. I attempted to discuss some of the issues to gain some insight on why the problems occur. Based on her feedback, I could make some recommendations to improve how tasks related to the support she provides me are completed. During the discussion, the individual got an attitude and insisted the tasks can be completed the way “she’s always done them” and essentially disregarded everything...
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...others on what to do; they need to be able to talk to each other throughout the job, the Army communicate through various ways such as hand signals, radio etc... If the Army did not communicate within the job they would not perform the job well; no one would know exactly what they were doing therefore the job would more than likely become very confusing. For example, if there was a conflict that begun and not one of the work colleagues communicated no one would know what job/position they are meant to be taking, therefore the job would become a shamble and would not be completed correctly, this is why communication is very important in the Army. In the Police communication is also vital as they need to know what is expected from them, if Police did not communicate then crimes that were committed would not be solved, therefore it would make the Police force looked very unsuccessful. For example, if Police received a phone call from a distressed person because their house had been burgled and police officers did not radio through, then the crime would not be solved, this is why communication is very important in the Police force. Communication has good and bad points, some good points are: Being able to communicate over a large distance, this is vital in the Army and Police as both forces work in a very large distance of one another. Body language, if there was an argument taking place and the police turned up all aggressive towards the people involved, then the people will not...
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...have to have as much diversity as you possibly can to avoid the possibility of having every member thinking the same way and not getting the best possible outcome. The more input you have from people with different opinions the more you can have open discussion and group members teaching and learning from each other while bringing up options that you would have never come up with otherwise. This doesn’t come easy of course; every member of our team working on this project is coming from different backgrounds and has their own set of values. This is a breeding ground for conflict but it doesn’t have to be the end to effective collaboration and the potential to achieve the goal of the group. According to "Resolving Team Conflict" (1996-2013), “Conflict can be constructive as long as it is managed and dealt with directly and quickly. By respecting differences between people, being able to resolve conflict when it does happen, and also working to prevent it, you will be able to maintain a healthy and creative team atmosphere. The key is to remain open to other people's ideas, beliefs, and assumptions. This may prove to be a challenge for many and it could even be due to subconscious factors making...
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...accomplish Set goals and supporting people / The first step to becoming a successful team is to have a clear understanding of the team’s goals and mission L.T.S. Team leader quality most desirable Honesty L.i.O. Facilitates Self-managed team to perform more effectively Smaller teams and defined objectives Cog Ladder: “polite stage” group approval strong-group identity _______ Low Cogs ladder: transition from 3 stage to 4 stage Attitude change L.T.L.G.B.t.S. sorted out in early stages of team development Membership, purpose, and leadership L.T.L.G.B.t.S. difficult to respond to radical change Reforming L.T.L.G.B.t.S. monitors interpersonal dynamics is process________ Process facilitator W.t.O.i.a.G behaviors helps positive working relationships Gate keeping L.T.S. advantage of working in a team Extends available expertise I.U.C Which is beneficial to teams? Synergy I.U.C unit cohesion is direct result of goals T.D.M.a.C.M group dysfunctional point leading to premature consensus groupthink T.D.M.a.C.M 2 types of conflict: Cognitive and __________ mixed motive L.T.S Disruptive to a team Word machine L.T.S. unit is leaderless work with team to designate leader/ N.D.i.T US military in future operations Coalition N.D.i.T ensures members will protect the interest Mutual trust T.S.a.C. other people are just like me Mirror Image Fallacy T.S.a.C. individuals from a specific group are all alike Stereotyping error N.D.i.T Americans value...
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... A conflict situation can be induced by supporting individualistic thinking or favoring individual competition. Individualistic thinking can be initiated in the group by including some group members who can freely express their views, which can encourage and prod others to do the same. Competition between individuals can be enhanced by acknowledging and rewarding the better performers. Conflict situations can also be introduced by making some organizational changes, such as transferring some group members, redefining roles, and helping the emergence of new leadership. In most organizations, conflicts increase as employees assert their demands for an increased share in organizational rewards, such as position, acknowledgment, appreciation, monetary benefits and independence. Even management faces conflicts with many forces from outside the organization, such as government, unions and other coercive groups. Conflicts arise because of one main reason and that is people disagree. (Young 2010). People disagree for a number of reasons: 1. They see things differently because of differences in understanding and viewpoint. Most of these differences are usually not important. Personality differences or clashes in emotional needs may cause conflicts 2. People have different styles, principles, values, beliefs and slogans which determine their choices and objectives. When choices contradict, people want different things and that can create conflict situations 3. Conflict situations...
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...INSTRUCTOR’S RESOURCE MANUAL CHAPTER SIX Project Team Building, Conflict, and Negotiation To Accompany PROJECT MANAGEMENT: Achieving Competitive Advantage By Jeffrey K. Pinto CHAPTER SIX Project Profile: Japanese Automakers Launch “Pre-Collision” Projects INTRODUCTION 6.1 BUILDING THE PROJECT TEAM 6.2 CHARACTERISTICS OF EFFECTIVE PROJECT TEAMS 6.3 REASONS WHY TEAMS FAIL 6.4 STAGES IN GROUP DEVELOPMENT Punctuated Equilibrium 6.5 ACHIEVING CROSS-FUNCTIONAL COOPERATION Outcomes of Cooperation: Task and Psycho-Social Results Building a High Performing Team 6.6 VIRTUAL PROJECT TEAMS Project Profile: Tele-Immersion Technology Eases the Use of Virtual Teams 6.7 CONFLICT MANAGEMENT What is Conflict? Sources of Conflict Methods for Resolving Conflict 6.8 NEGOTIATION Questions to Ask Prior to the Negotiation Principled Negotiation Summary Key Terms Discussion Questions Case Study 6.1: Columbus Instruments Case Study 6.2: The Bean-Counter and the Cowboy Case Study 6.3: Johnson-Rogers Software Engineering, Inc. Exercise in Negotiation Internet Exercises PMP Certification Sample Questions Bibliography TRANSPARENCIES 6.1 CHARACTERISTICS OF EFFECTIVE PROJECT TEAMS • A CLEAR SENSE OF PROJECT MISSION • AN UNDERSTANDING OF TEAM INTERDEPENDENCIES • COHESIVENESS • A HIGH LEVEL OF TRUST • A SHARED SENSE OF ENTHUSIASM • A “RESULTS”...
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...as the actions and attitudes of people in organizations. The field of organizational behavior (OB) covers the body of knowledge derived from these actions and attitudes. It can help managers understand the complexity within organizations, identify problems, determine the best ways to correct them, and establish whether the changes would make a significant difference. Organizational behavior can greatly clarify the factors that affect how managers manage. It is the field’s job to describe the complex human context in which managers work and to define the problems associated with that realm. The value of organizational behavior is that it isolates important aspects of the manager’s job and offers specific perspectives on the human side of management: people as organizations, people as resources, and people as people. organizational behavior is not an organizational function or area. Instead, it is best described as a perspective or set of tools that all managers can use to carry out their jobs more effectively. By understanding organizational behavior concepts, managers can better understand and appreciate the behavior of those around them. For example, most managers in an organization are directly responsible for the work-related behaviors of a set of other people—their immediate subordinates. Typical managerial activities in this area include motivating employees to work harder, ensuring that their jobs are properly designed, resolving conflicts, evaluating their ...
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...EMPLOYMENT RELATION ISSUES MOHAMMED RAZA MEHDI Texas A&M University- Commerce CWID: 50146519 Table of Contents Abstract 3 Introduction 4 Background 4 Problem Statement 5 Purpose of Study 6 Study Hypothesis 7 Literature Review Methodology Survey Description Data Collection Process Findings Summary, Conclusions, and Recommendations Summary Conclusions Recommendations References Appendix Abstract: In this paper research I have discussed about the job satisfaction in connection to management attitudes towards representatives and firm size utilizing the connected boss worker survey results in USA. We initially research about the management-employee connections and the firm size utilizing most extreme probability probit estimation. Next we research about the different measures of job satisfaction is identified with the management-employee relations by means of most extreme probability requested probit gauges. Four measures of occupation fulfilment that have not been utilized frequently are considered. They are satisfaction with impact over occupation; satisfaction with measure of pay; satisfaction with feeling of accomplishment and satisfaction with deference from directors. Primary findings demonstrate that administration representative connections are less acceptable in the huge firms than in the little firms. Work satisfaction levels are lower in big firms. Less satisfactory management employee relations in big firms might...
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...about moral values, finding solutions to moral issues and justifying moral issues and justifying moral judgments. 2. Ethics is a means of contrasting moral questions from non-moral problems. 3. Ethics is also used as a means of describing the beliefs, attitudes and habits related to an individual’s or group’s morality. Eg. : Ethics given in the Bhagavat Gita or the Bible or the Quran. 4. As per the definition of dictionaries – ‘moral principles’ is about the actions and principles of conduct of the people. i.e. ethical or unethical. Engineering Ethics 1. Like the ethics, engineering ethics also aims at knowing moral values related to engineering, finding accurate solutions to the moral problems in engineering and justifying moral judgments of engineering. 2. Engineering Ethics gives a total view of the moral problems and how to solve these issues specifically related to engineering field. 3. Engineering ethics is also using some currently accepted codes and standards which are to be followed by group of engineers and engineering societies. 4. Engineering ethics also concerns with discovering moral principles such as obligation, rights and ideals in engineering and by applying them to take a correct decision. From these senses of Engineering ethics, one can realize that it is the study of morality. What is morality? The term ‘morality’ concerns with (a) what ought or ought not to be done in a given situation, (b) what is right or wrong...
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...To: First-Level Management Team From: Christopher L. Kearney Date: November 8, 2010 Re: InterClean-Enviro Tech Merger This memo is designed to inform the first-level managers about the recent merger with Environ Tech and the vital role management will play in ensuring the transition is a smooth one for everyone. I will explain the expectations for the management team and discuss how important it is managers lead by example so that other employees will follow the managers lead. The attitude of a manager has a huge effect on subordinates, and as managers it is important not to allow behaviors to hinder the performance of others and this is each supervisor will have to develop better strategies when working in an environment with diversity. The merger will generate a higher degree of diversity, which will allow others to build on their strengths and innovative abilities. InterCleans expansion into new markets affords the company to acquire more consumers. With more consumers come more markets shares that the company can draw from any competitors in the process. This is why it is vitally important for all managers to unify so this can be a successful venture. Embracing the merger will show others the positives making them want to join in and support the merger with renewed ideas. Productivity will be heightened with the new merger of the companies, therefore seeing an increase in revenue. First-level Managers are the backbone and driving force of the company. Managers will be asked...
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...Republic of the Philippines Department of Education DepEd Complex, Meralco Avenue Pasig City K to 12 Curriculum Guide ENGLISH (Grade 10) K to 12 Curriculum Guide ENGLISH (Grade 10) December 2013 THE FRAMEWORK I. PHILOSOPHY AND RATIONALE Language is the basis of all communication and the primary instrument of thought. Thinking, learning, and language are interrelated. Language is governed by rules and systems (language conventions) which are used to explore and communicate meaning. It defines culture which is essential in understanding oneself (personal identity), forming interpersonal relationships (socialization), extending experiences, reflecting on thought and action, and contributing to a better society. Language, therefore, is central to the peoples’ intellectual, social and emotional development and has an essential role in all key learning areas1. Language is the foundation of all human relationships. All human relationships are established on the ability of people to communicate effectively with each other. Our thoughts, values and understandings are developed and expressed through language. This process allows students to understand better the world in which they live and contributes to the development of their personal perspectives of the global community. People use language to make sense of and bring order to their world. Therefore, proficiency in the language enables people to access, process and keep abreast of information, to engage with...
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...Abstract Leadership is an important function in small business. Leadership and management represent two completely different business concepts. Leadership is commonly defined as establishing a clear vision, communicating the vision with others and resolving the conflicts between various individuals who are responsible for completing the company’s vision. Management is the organization and coordination of various economic resources in a business. Leadership can have a significant impact on an organization’s performance. 1. Discuss the role of leadership and how it can impact organizational performance. • Setting the Tone Small business owners usually set the leadership tone for their organization. Owners accomplish this by developing a mission or set of values by which they operate their company. This creates a minimum level of acceptance for employee behavior. Business owners often create company policies or guidelines from the company's mission or values. Policies and guidelines also give business owners the ability to remove under-performing employees from the company. • Types Three types of leadership are common in business: authoritarian, democratic and laissez-faire. Each type of leadership impacts organizational performance differently. Authoritarian leadership is commanding and sets clear expectations for employees in the organizational. Democratic leadership encourages feedback and input from managers or employees regarding organizational performance. Laissez-faire...
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...to managing conflict viably. The exploration upheld TKI offers a commonsense approach to launch safe and nonemotional discourse to resolve conflict. That is the reason its perfect for utilization in such a variety of diverse situations. It can additionally enhance organizational profit by helping individuals pick up knowledge into their own particular and others' conduct which thus helps them settle on better decisions about conclusions. The TKI is directed in simple to-utilize online and self-scorable configurations. Conflict is an inescapable part of human relationships. Where responsibility to mission and extended periods with negligible assets converge, not-for-profit work environments might be overflowing with conflict trades. Conflict can go out from administering varying viewpoints and clearly inconsistent concerns. Assuming that we can acknowledge it as a regular part of our zealous scene, it might be simpler to work with than in the event that we need (or wish!) conflict to never resurface. 2.0 Introduction of Thomas Kilmann Models. The Thomas-Kilmann Conflict Mode Instrument is intended to evaluate an individual conduct and behavior in certain scenarios. "Conflict Situations" are the scenarios in which the concerns of two individuals seem, by all accounts, to be incongruent. Conflict is a social culture context that can enhance our understanding of national diffrences in perceptions of and approaches to conflict(Kwock Leung...
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...Sources, Methodologies and Styles of Conflict Management Mohammad Atashak Member of Young Researchers Club matashak@yahoo.com 09123123141 Parisa Mahzadeh Master degree in educational administration p_mahzadeh@yahoo.com 09122397950 Abstract: Conflict management is an ongoing procedure. It entails continual communication and supervision. In this article, has been reviewed the evolution of conflict management and have been studied sources of conflict, styles of conflict management, conflict management methodologies and major features of the conflict management module and in the end has been presented conflict reduction strategies. Key worlds: conflict management, sources of conflict, styles of conflict management, conflict management methodologies Introduction: The term conflict refers to perceived incompatibilities resulting typically from some form of interference or opposition. Conflict management, then, is the employment of strategies to correct these perceived differences in a positive manner. For many decades, managers had been taught to view conflict as a negative force. However, conflict may actually be either functional or dysfunctional. Whereas dysfunctional conflict is destructive and leads to decreased productivity, functional conflict may actually encourage greater work effort and help task performance. Borisoff and Victor point out, "We have come to recognize and to acknowledge the benefits dealing with conflict affords. Because of our differences, we communicate...
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