EXECUTIVE SUMMARY This training program is designed to explore the causes and approaches in the resolution of conflict and to assist participants in gaining a better understanding of the concepts of the two aspects of Conflict Management. Participants are able to integrate a deeper understanding of the concepts behind the sources of conflict, and the different conflict resolution techniques especially relating to organizational conflicts and apply it appropriately to conflict situations. The person analysis was used to assess the training needs of the participants. Research was conducted through three methods: the use of questionnaires, surveys, and secondary research, to find out the training needs and learning styles of participants. Through research, it was gathered that participants have a basic and general knowledge of conflict management. However, the participants still show signs of uncertainty when answering the questions and therefore this knowledge could be further reinforced through the training workshop. Most of the participants cited their best learning style to be through reading and writing, and most of them were accommodators. However, some data gathered from the questionnaire was contrary to the responses of several tutors upon being consulted to find out their thoughts on key training needs of their students (participants) and their learning styles. Ms Tay Chin Chin felt that videos and role-plays (auditory, kinesthetic, visual) were effective methods that participants would learn better from. Therefore, a secondary research was used to support the previous sources. Since there is a performance gap in the student’s knowledge and they are interested to learn more about conflict management, a training need is ... ... middle of paper ... ... approaches accordingly. 2. TRAINING NEEDS ASSESSMENT 2.1 Methods Used Person analysis was used to assess training needs, and methods used are as follows: No Method Description 1. Questionnaire 24 students currently taking the module, Organisational Behaviour were approached to determine their level of understanding on conflict management and their possible learning styles. However, this questionnaire targeted at these current OB students were limited as their survey responses were based on their general understanding on the topic as they have not yet been taught. 2. Interview A short interview was also conducted with Ms Tay Chin Chin, module leader of Organisational Behaviour. The interview assisted in the decision of appropriate training methods to use and also feedback was collected on areas where trainers may have overlooked in previous OB workshops.
Conflict Resolution: Understand to Achieve. Whenever people unite to work as a team for anything more than a brief duration, some conflict is normal, and should be expected (Engleberg, Wynn & Schutter, 2003). Because of the inevitability of conflict, being able to recognize, address, and ultimately resolve it is vitally important, since unresolved conflict may have undesirable effects, including reduced morale, or increased turnover (De Janasz, Dowd & Schneider, 2001). Just as conflicts within team environments vary, so do methods for resolving them.
Introduction: The project is about my previous employer. I was Accountant for Rapid Consulting. Tech Company based in Irvine, California. Tech Company makes several apps for medical services. They have a consulting division as well. Thus the company has 25 staff and one outsourcing team in India. This company is administered and manage by founder and & President. Staff levels are CEO, Operation Director, CFO/Accountant, Project manager, Office Manager, Computer engineers and support staff.
Good communication has the ability to avoid conflict, as well as to resolve it. However, there are many ways in which an ongoing conflict can be resolved.
O’Rourke, J. & Collins, S. (2008). Managing Conflict and Workplace Relationships. New York: Cengage Learning.
Along with the preparation for conflict resolutions, understanding the situation in the team during the conflict is important. Clarifying positions along with listing the facts and all the necessary analyzation of the particular situation helps in resolving the conflict in a team. Applying this process can effectively address and resolve the conflict in a
Conflict is one of those things that are unavoidable in any life aspects, especially at workplace. I have experienced with several conflicts before, I know that I do not give up easily. After completing the assessment, I am now confident that I have been using the right conflict handling strategies. Compromising and Problem Solving are usually my favorable choices when I am involved in a conflict. My goal of using these two methods is to make sure that neither of the parties will be placed in an unfavorable position in relation to the other one. We either both get a little or be replaced by another solution which is mutually beneficial. By understanding the advantages of the strategies, I will keep using them instead of following Forcing or Yielding dimension. In a conflict, no one wants to fall to the other party’s wishes and to follow the solution without any of his own interests. In other words, no one can force his opponent to commit to all of his ideas and preferences. Moreover, I will never try to avoid any kinds of conflict situations. I need to improve my conflict management skills so that I can confidently confront whatever can happen during a conflict. The key to success in these situations is facing the issue, keeping calm, and coming up with a solution that can bring benefits to both sides. I believe that what I ha...
Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).
...he who, what, where, why and when methodologies of conducting reprimands, redirects and reinforcement of motivation. Chapter 7 showed me how to manage any type of conflict within the workplace regardless of the situation in an expedient, safe, and effective manner. I also enjoyed learning more about conflict management, strategies used in handling conflicts, and the relationship between each level of conflicts and organizational outcomes.
Conflict seems to inevitable when trying to merge two companies. Conflict is described as the “Process which begins when one party perceives that the other has frustrated or is about to frustrate, some concern of his” (Kumar, 2009). Synergon’s CEO uses a “take no prisoners” approach and would fire most of the management team within 12 months of taking over a company using an approach they call neutron bombing. In cases where both companies are successful like in the case of Synergon Capital and Beauchamp you add even more conflict. The managers of Beauchamp are used to operating in a positive way that has produced profits for the company and you add Nick Cunningham a manager of Synergon who is used to restructure management in newly acquired poorly ran
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Robbins, S. P., & Judge, T. A. (2013). Organizational Behavior. Upper Saddle River: Prentice Hall.
Conflicts and disputes are one of the major aspects in society that need to be dealt with on a regular basis. When these conflicts and disputes arise in the workforce, at home, in an institute, or/and in public, there needs to be some form of resolution in order to resolve and maintain a peaceful environment. Conflicts are a part of a healthy relationship, however at times, these conflicts need to be resolved using a conflict resolution process. Although there are several processes that can be used to solve conflicts, mediation and advocacy are two of the most common conflict resolution processes that can be utilized to come to a harmonious conclusion or resolution. Even though mediation and advocacy may seem to fall under the same category, these two are individually and specifically used for certain problematic scenarios as they both uniquely utilize distinctive skills and steps.
that may result in a struggle for power or position. Conflict management, therefore, can be
In the organizational setting, it comes through job retention or desires to be met, employer/employee disagreements and settlement, confidentiality reports and information sharing; all these leads to change in feeling and attitude. However, there are conflict management challenges facing many organizations in Nigeria. It is phenomenal, but can be controlled or managed. Notably, there seems to be growing importance of the conflict in various organizations. Olu and Adesobomi (2013) in a survey revealed that managers spend most of their time handling issues and that conflict management is important for them to function effectively. This means that conflict is always an issue and that peace is one of the important tools needed for an effective running of the organizational Conflict Levels of Educational Supervisors”, stated that supervisors sometimes experience organizational conflict which included other inter-groups and even with departmental heads. Furthermore, communication competence was reported to predict organization conflict. However, conflict remains an issue in organizations and the objective of conflict management are mainly to issue good lasting and quality solution. It is to give disputants fair process and sense of empowerment to resolve conflicts (Spiroska, 2014). This means that conflict is a continuous process and does not cease. However, as a result of a large number of cases of poor conflict management, its