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Conclusion on management styles
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Akintayo (2012) reports research findings on examining the influence of management styles on the conflict in the article “Influence of Management Styles on Conflict Resolution Effectiveness in Work Organization in South-Western Nigeria”. The research problem of this study is the relationship between management styles and conflict resolution effectiveness in work organizations in South-Western Nigeria. The purpose of the study was to ascertain the relative impact of management style on conflict resolution effectiveness towards ensuring a sustainable industrial peace and harmony in Nigeria. The questions/hypothesis that guided the study was to find out whether a significant relationship exists between the management style adopted by the managers and conflict effectiveness and whether there is a significance difference between male and female managers’ conflict management styles. However, the researcher conducted this case study with the goal of identifying the management style adopted by managers in work organizations. A descriptive research design was used to establish the relationship between the management style and conflict resolution effectiveness. The target population of 211 respondents was selected which consisted of all the top and middle management managers in six selected private organizations; using …show more content…
The researchers hypothesized that effective conflict management affects employees’ performance in any organization. The purpose of the study was to determine the impact of conflict management on the performance of employees in a public sector organization. Notably, the researchers did not focus the study on the private organization; it may not have had any implication since the cause of conflict on both sectors may likely be the
Managers and associates continually face conflict in the workplace. Using the five conflict resolution styles and knowing when to use them makes resolving differences easier.
In this paper, conflict, its effects, and some management and resolution strategies as they relate to team dynamics will be discussed. Understanding the various conflict resolution methods, including how and when to apply them, is of utmost importance. In teams, different types of conflict call for different solutions. Conflict resolution is certainly not an area in which one size fits all. Conflict may be classified as Substantive, Procedural, or Affective, depending upon the context to which it relates.
Huan, L. & Yazdanifard, R. (2012). The Differences of Conflict Management Styles and Conflict Resolution in Workplaces. Business & Entrepreneurship Journal. 1(1), 141-155.
While Mike believes that conflict is a normal part of any organization, and the real challenge is how one deals with it. He then provides you with his “5 Keys of Dealing with Workplace Conflict,” (Myatt, 2012) which are: “Define Acceptable Behavior, Hit Conflict Head-on, Understanding the WIIFM Factor, The Importance Factor, and View Conflict as Opportunity.” (Myatt, 2012) What I have learned for this article is, that in order to be a good leader, you need to know how to deal with conflict, employ effective conflict resolution, while also avoided unnecessary
It has been estimated in a study by the American Management Association that managers spend between 20% to as much as 50% of their times dealing with conflict among their employees (American Sentinel, 2012). When workplace conflicts are left unresolved they can lead to dissatisfaction, depression and other problems such as aggression and violence (Whitworth 2008). The negative, sometimes hostile, environment created by unresolved conflict has been recognized to be a hazard not only to staff, but also to patient care (The Joint Commission 2008).
In different industries, there are companies that operate for a purpose, but the bottom line is the management style between supervisors and subordinate can break or make an organization. Organizations and businesses have to run their management a certain way in order to motivate their employees. The main type of organization management is the Classical Theory which contains Theory X. There are five key employee conflict management styles. Building relationships between employees and managers is crucial for an organization to function and execute their purpose whether it is to provide a service or product. Both theories and conflict strategies were present in the film “Office Space” to demonstrate the negatives of corrupt management and ongoing conflicts which were not resolved that led to destruction.
When considering your conflict management style with others, be it; personal or professional, we tend to use the style that seems appropriate to the conflict.
Team Dynamics - Conflict Resolution Strategies People work in groups or teams every day, whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral and ethical beliefs, and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals while keeping the greater good of the team in mind. Conflict, as it arises, should be combated and abated through swift and thorough resolution techniques.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
This research has asked us to look into three different styles of management and find real life examples of companies or individuals who have or are currently using such styles of management. To begin we will take a look into the use of an autocratic style of management versus a participative. In this portion we will look into Leona Helmsley and her chain of hotels. Once this potion is completed, our next section will be looking into a centralized style of management versus a decentralized style. In this section of the research, we will be looking into Apple Inc and how they have built an empire with a centralized style of managing philosophy. Finally, in the final section of the research we will be taking a look at how Google has created an informal environment in which employees have direct access to executives and have the ability to share thoughts and ideas that are taken serious and to the heart.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Zulkifee Bin Daud, Khulida Kirana Yahya, (2011) in his research paper “The Influence of Heads of Department Personalities on the Selection of Grievance Handling Styles “Grievance management is an important topic in the area of industrial relations. Research on grievance management is burgeoning, and yet the understanding of its antecedents and consequences remains rather unclear. This research discusses the styles in handling grievances among heads of department at a telecommunication headquarters and branches located in Peninsular Malaysia and the determinant of personalities in selecting the appropriate
Borisoff, D., & Victor, D.A. (1998). Conflict Management: A Communication Skills Approach (2nd Ed.). Boston, MA: Allyn and Bacon.
Gross and Guerrero (2000) supported Rahim’s conflict management styles and identified that these styles are associated with organizational climate and culture, job satisfaction. Their research on 50 employees uncovered some facts include employees who were involved in unmanaged conflict end up in job dissatisfaction and subsequently their performance deters (p. 208). The competence-based model developed by Canary, Cupach and Serpe (2001) contrast with Rahim’s theory, where the effectiveness of conflict management styles is based on the situation and understanding of individuals (p. 81). They tried to find a resolution for the conflict instead of implementing the strategy to reduce tension by applying conflict management styles, resulting in inconsistent outcomes (p. 531).
Conflict exists in every organization as a result of incompatible needs, goals, and objectives of two people while aligning to the overall business requirements. Though disagreement is linked with negative impact, the approach has healthy considerations (Leung, 2008). For instance, some conflicts create an avenue for the exchange of ideas and creativity to meet the set organizational purposes. However, damaging disagreement in organizations results in employee dissatisfaction, turnover, and poor services and reduced productivity. The paper establishes different types of interpersonal conflict and key resolution strategies used to address the problem. Human resource managers need to have the capacity to identify different levels of conflicts and the best methods to negate them.