...Therefore, I was reviewing the textbook and the professor’s notes. Working through this week I learned about the organization culture and conflict resolution. There are many ways to handle the conflict, and the ways mentioned in the lecture were Yielding, Compromising, Forcing, Problem – Solving and Avoiding. The “What is your primary conflict – handling style?” exercise in the textbook provides an opportunity to see one’s conflict – handling style by asking one’s decision in the given scenario. This exercise helped me to understand how to handle the conflict. I’ve scored the highest in the Forcing style. This result means that imposing my wills on the other party is my primary conflict – handling style and trying to reach an agreement that would satisfy both parties would be my fallback intention. This exercise provided me an opportunity to know my personal conflict – handling style and with the research I’ve done, I now know the strengths and weaknesses in the conflict resolving style and may still be able to find a new style of handling conflict. As a manager in the future, to solve the conflict is a key to success, therefore, I will use my conflict resolution style to handle any other conflicts which exist in the organization. However, I need to get more skills to solve the conflicts and to make everyone satisfied with the final decision. As the scenarios in the exercise also provided examples of what kind of conflict – handling style one uses. In the future, I may use these...
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...approach Transformational solutions Environment Operating responsibly Responsible supply chain – Our approach We work with our suppliers to help them meet our ethical, health and safety, social and environmental standards and improve their performance through monitoring, assessments and engagement. We spend billions of pounds each year on equipment and services that enable us to operate our network and on products such as mobile phones, SIM cards and other devices that we sell to our customers. We demand high ethical, health and safety, social and environmental standards of all our suppliers. These are set out in our Code of Ethical Purchasing (http://vodafone.com/ content/dam/group/suppliers/downloads/VPC_Supplier Policy_A2_Code_of_ Ethical_Purchasing_(V3.0).pdf) and integrated from the initial qualification process all the way through to managing our suppliers’ performance. We conduct regular site assessments to ensure compliance with the Code and we work directly with our suppliers to help improve their sustainability performance. To target improvements further down the supply chain, we require our suppliers to demand similar standards of their own suppliers and check this through audits and performance management processes. We participate in industry initiatives to raise standards across the sector. Read on to find out more about our approach to this issue. Or go to the Performance section to read about our progress in 2014/15. Becoming...
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...workplace there will be times when conflicts arises between employees and sometimes it may involve management or management can be completely clueless to the intension stirring within their department. Not only is it within the job description of management to resolve workplace conflicts but also the employees involved. To help resolve conflict it is important for everyone to acknowledge the issues, use active listening, analyzing the issues and dealing with minor disagreements prior to them becoming major problems. Body To ensure sufficient discussion of contentious issues in the workplace you have to make sure you acknowledge the conflict and not ignore it. By working with other employees daily you also work with their feelings and actions. It is necessary to follow certain steps to ensure problems are taken care of. The employees involved must first agree a problem exists and cooperate to solve the issue. By calmly and openly discussing a problem to determine its root cause people have a chance to state their opinions and articulate their views without causing an argument. (Duggan, 2015) As a manager unfortunately you have a hand in resolving team problems that cannot be worked out solely amongst the employees. Managers will be able to use active listening to help bring unspoken conflicts into the open without making them worse during meetings with the team. During meetings involving conflict the manager should make sure minor conflicts do not go unresolved and turn into...
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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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...Introduction Through this course learning, there are three main important team type pop out in my mind, which is cross-cultural teams, virtual teams, and X-teams. Before working with our team rainbow, my previous experience could not support my knowledge and skills to working well in these three types team. 1. Do not know how to control the conflict in the team-building. Generally speaking, the conflict will be occurred in the whole team operation process, especially the team-building run-in period. The team member need to through conversation, working, meeting to be more familiar. In the run-in period, my opinion might be not attention for the cooperation, and some member might be provided drastic discussion to let me felt bad when working in the team. Furthermore, the conflict will block my enthusiasm to contribute more creativity ideas when we were brainstorming. 2. Always need leader leading and follow the leader. In my past team experience, we always need to select the leader for the team. The leader will control all the schedule, resource, activity for the team, and I always waiting the leader to assign the work for me. In addition, the leader will control and make the final decision for the decision. According to my previous team experience, my main concern about the team cooperation is how to deal the team internal conflict. Journey through the ‘leading teams’ class This course provides me much more useful knowledge and experience on the cross-cultural...
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...Introduction Industrial conflict is caused by the disputes and disagreements between the employees and employers in the working environment. Such conflicts can be manifested into covert or overt industrial actions. In Singapore, industrial conflict is greatly suppressed due to government intervention and trade unions. Instead of displaying resistance as a group, forms of covert industrial actions are expressed individually among workers such as absenteeism, low work productivity, attempts in sabotage and various forms of unpleasant conduct to show their dissatisfaction. (Petzall et al. 2007) Overt or collective actions such as strikes and other movements of resistance have gradually ceased to exist in Singapore due to the combination efforts of the government and the tripartite alliance as well as the transformation of its labour movement. In contrast with the past, it is evident that Singapore has turned about its condition from inactive trade unions to establishing employment laws and trade union movement. Take the case of the Hock Lee bus strike in 1955 which escalated into a bus riot, causing four people to be killed and thirty-one injured (National Trades Union Congress 2011). This was a collective form of industrial conflict. After going through political changes and the introduction of collective bargaining through the National Trades Union Congress (NTUC), such overt actions were visibly reduced. However, this does not mean that workers do not have their dissatisfaction...
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...Conflict Management You’re Name MGT/311 July 2, 2012 Instructor Conflict Management Conflict is an expected part of one’s daily life. Conflicts happen in one’s personal life, public encounters and even within one’s work team. The solution to conflict is often through analyzing and resolving it productively. Through this process an individual has the opportunity to explore differences and consider alternatives for the best outcomes. Recently Riordan Manufacturing has come across some concerns and issues with two employees; James and David. Motivating employees and retention has become a concern in the business. Riordans methods for human resources are prohibiting the empowerment of workers, suspending possible progress due to unbalanced revenues, and a reduction in transactions. In order to resolve the situation a need to identify the available conflict management strategies and their strengths and weaknesses would be ideal. Possible conflict management strategies include: 1. Collaboration Strategy Strengths * Results in invention as well as co-creation. * Long-term associations and creates win/win scenario. Weaknesses * Very time consuming * Hard situation to develop 1. Team building Strategy Strengths * Creates long lasting associates and is a win/win scenario * Sets an extremely optimistic mindset through building company traditions Weaknesses * Difficult to create due to difference of opinions * Differences in objectives...
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...Resolving Workplace Conflict Resulting From Poor Communication Hira Qazi University of Maryland University College Abstract The paper discusses the impact of poor communication in the workplace and the preventative and conflict resolving approach that can be adopted to reduce the occurrence and impact of such conflicts in working relationships and productivity. A workplace witnesses a diverse background with individuals having different personalities, values, perception, which affects the way they approach work and problem-solving. Managers must address conflict by helping employees find mutually agreeable solution and create an atmosphere which allows them to continue working together effectively, while helping the company to achieve its realistic goals. A workplace is a microcosm where people with different values and beliefs come together to get things done. When people having different attitudes, perceptions, and ideas are working together under one roof, a personality clash can cause conflict to arise. Among the many leading causes of workplace conflicts, lack of communication is the most common trigger force. Poor communication can lead to misunderstandings, disagreements, and hurt feelings. Workplace conflict can strain working relationships and can turn into a challenging situation affecting both employees and managers. When a conflict is not promptly addressed by leadership, it can make the situation worse. Such tensions in working relationships can sabotage...
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...Walt Disney Company; Maintaining the Happy Ending Paul G Webster II COM530 November 16, 2015 Aileen Smith Walt Disney Company; Maintaining the Happy Ending Section 1: Company Values and Culture Walt Disney Company’s (here on in denoted with WDC) espoused values are as follows; innovation, quality, community, storytelling, optimist, and decency. While very broad subjects, they continue to define them within their website (http://disneycareers.com/en/working-here/culture-diversity/). Innovation to the WDC means a constant desire to change and update new technology to stay ahead of the curve. Quality standards are set to the highest possible bar, ensuring a lasting product, whether it be a movie, theme park, or show. They cultivate an extensive community of employees, executives, and customers through positive ideas and a focus on “entertainment experience for all generations to share” (http://disneycareers.com/en/working-here/culture-diversity/). They are committed to creating stories that are not only timeless, but inspiring as well. They demand an uplifting attitude focused on their trademarked happy endings. Finally, decency is expected not only from how they treat and are treated by their employees, but also in how their products come along. These espoused values are well translated into their enacted values. They have created their own city, Celebration, Florida, based on these principles and created the first privately zoned and maintained city (Stringham, Miller...
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...gain an understanding of what was happening in the interaction and what could be done to try to achieve a better outcome for all parties. In this report firstly a literature review was undertaken in order to introduce the reader in the types of theories which would be examined in the context of the work place case study. Next a detailed discussion of the workplace scenario was undertaken highlighting the key points of the situation and interactions as well as a detailed description of the three key characters and the key behaviours which they are seen to display. In the main section of the report a detailed review of the applicable theories and how they are demonstrated in the case study. The theories investigated cover the areas on Conflict, Communication, Negotiation and the use of Power Bases and found that many different different theories were visible in the day to day communication. Some of the theories which were seen and discussed were Negotiation Styles and Strategies, use of a BANTA, the use of nonverbal communication techniques and theories of social tension. In the final section of the report three recommendations were given which when used would provide the parties a more successful communication and negotiation experience. The recommended strategies were to practice emotional intelligence in their interactions, to recognise that a negotiation does not require a win-lose outcome and finally that when entering a negotiation to ensure you have a BANTA which will...
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...Managing Conflict in the Workplace Professional Development, MBA 525 Managing Conflict in the Workplace Introduction Conflict is something we all have experienced or will experience sometime in our lives; one could say conflict is inevitable. Conflict can sometimes get out of hand and can cause havoc in a person’s work life and family life. Conflict is perceived incompatible differences that result in interference or opposition (Robbins, Coutler, 2011). Whether the differences are real or not is irrelevant (Robbins, Coutler, 2011). If people in a group perceive that differences exist, then there is conflict (Robbins, Coutler, 2011). Because of the environment we live in, the strategic alignment of organization’s expanding their workforce globally, the strategic business goals alignment of workplace diversity initiatives, and companies expanding more into work teams and workgroups; conflict in the workplace has become inevitable. There will always be differences in opinions among work groups; however; effectively managing conflict is the key to balancing conflict resolution in the workplace. Recognizing Conflict Being able to recognize the causes of conflict is an important part of preventing conflict (Pace, 2006). When conflict can be recognized a solution can be created to limit conflict in the workplace. There will be varies opinions in the workplace and work teams; however, when conflict is...
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...and range from verbal abuse to violence to sexual discrimination and harassment. While occurrences of bullying arise because management allow them to, literature suggests that there are various other factors which lead to it. The following sections attempt to explore these determinants. There is much evidence to suggest that workplace bullying is encouraged by management (O’Connell et al, 2007) and other evidence that suggests the opposite view (Einsaren, 2003). I will determine that one of the main responsibilities lies with management, but that other factors such as personalities, workplace ethic, policies, working culture, organizational behaviour and industrial nature have their own roles to play. Through my research I established that a knock-on effect exists within the concepts produced in the literature. We must firstly look at definitions of bullying and conflict to establish why it occurs from reviews of literature. Definition The ESRI describe bullying as “undermining the individual‘s right to dignity at work,” (ESRI, 2001). Bullying is a serious issue which is too often overlooked. It undermines ones integrity and affects one’s ability to work to their best. It causes many problems for the organisation when it occurs. Some of these include: low productivity, low self...
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...the organization and individuals who are employers. On the other hand, employers need employees to manufacture the goods and services that they offer to the public. Therefore both employers and employees function together as a cohesive unit to accomplish a common goal in the continuity of society. It is considered the norm that once a certain level of education has been completed that individuals seek employment to continue the cycle. Both the employer who does the hiring of the employee who does the work depend on each other to complete their unique responsibility and see to it that society function as a whole. The conflict theory, which originated with the German Karl Marx (1818-1883) is the belief that society is in a constant state of struggle. It is believed that society is divided into groups, upper, middle and lower class or the ruling and working class whose aim is to gain control or power over resources such as money, housing,...
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... Page 8 INDUSTRIAL RELATIONS Collective bargaining is the most effective means of giving workers the right to representation in decisions affecting their working lives’ (Donovan, 1968: 54). Discuss Introduction: While Collective Bargaining is a Democratic right of all workers, recent trends have indicated a significant reduction in Trade Union membership. Such a trend is in contrast with recent management directives to integrate employee’s opinion at organisational level. This report attempts to define Collective Bargaining and the approaches undertaken by Employers to manage the area. The Employment Relationship is then studied with a particular emphasis on the structure and balance of power between the Employer and Employee’s. The contribution of the Trade Union movement to the Collective Bargaining issue is then discussed. This Report is then concluded with a definitive view on the role of Collective Bargaining on workers lives. Existing literature will be used to support arguments throughout this report and a brief review of Sweden’s ‘True Corporatism’ system of the 1960’s will be integrated as a method of concluding the report. Collective Bargaining and the Employer: Collective Bargaining is the process of “agreeing terms and conditions of employment through representatives of employers… and employees.” (Burchill, 1997. 91) This process is represented at the micro-level, by...
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... 10 Guided learning hours: 60 Aim and purpose The aim of this unit is for learners to understand the importance of effective team working to an organisation’s success, and to develop skills and knowledge for working in team situations both as a team leader and a team member. Unit introduction People working together in teams, this can benefit organisations greatly and help them to achieve their goals. A motivated workforce is more likely to be efficient and can contribute to the long-term profitability of the business. If team members cooperate, they can inspire each other. This helps the team to solve problems and identifies the individual skills within the team. The work can be allocated within the team so that the complementary skills of team members can be used to best effect. A team is a group of people working together to achieve common objectives, willing to commit to ensuring that the team objectives are achieved. In this unit learners will explore the benefits of team development and teamworking. They will examine the skills required by different team members and how an effective team leader can motivate and develop individuals within teams. Sometimes when people work in teams, they have their own types of communication, which can affect others and cause conflict or tension. In this unit learners will be able to demonstrate their own teamworking abilities identify the strengths they can bring to team activity and recognise...
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