Conflict

Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the workplace where a co-worker, no matter what you said was always in disagreement with you. Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an uneasy situation at home or in the workplace and could result in people being hurt, work not be accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict within an organization or team which I am familiar with, identify and describe the source(s) and level of the conflict and supporting evidence, describe the steps taken to resolve the conflict, describe a minimum of three conflict outcomes that could reasonably occur as a result of the resolution and the support for my reasoning for each possible outcome. First I will begin with a basic description of conflict.

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

The idea of conflict under this view brings to mind chaos, heated emotion, and high stress. The traditional mindset requires taking all necessary steps to prevent and remove the source of the conflict that may be detrimental to the team. The human relations view understands that conflict is inevitable and part of the natural process of interactions. The human relations view is a more neutral outlook, which allows conflict and is tolerant of its presents. One that comes from this perspective expects conflict in a team setting and is more likely to resolve the issue when it arises rather than trying to eliminate the source. The interactionist view considers conflict to be energizing and helpful in keeping constructive discussion going. The interactionist view is a positive view that encourages opinions and expression of all members of an association. Conflict is considered a positive influence towards change.

Conflict is generally considered a typical part of human interactions and is not in itself essentially damaging. Rather, it is how conflict is managed that determines whether or not the outcomes are going to be constructive or damaging (Deutsch, 2006). Thus, conflict management, the method of managing a dispute and associated conflicts, is very important in producing satisfactory or disappointing outcomes. It is therefore vitally important to know your conflict management style, along with its inherent strengths and weaknesses, as a leader of a healthy organization, in order to deal with conflict in a positive manner.

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

People face conflict every day of their lives and, most often, many different types of conflict in one day. Conflict is something that causes anxiety and fear and most often is something people want to avoid if they can. The good thing about conflict is that is forces a person to focus on the skills they have to find a solution that makes them feel good inside. How people respond to conflict depends on their understanding of the problem facing them, deciding to overcome the challenge successfully and then using brainstorming and decision making skills to actually implement a plan to overcome the conflict they are facing. Claim?

Conflict can and will arise in all business settings. Conflict may not always be a negative aspect, if the conflict can be mediated and constructive, new ideas and projects and can result conversations that start out as conflicts. I personally experience a low amount of conflict, usually because I do my best to avoid it if at all possible. When exposed to conflict, I handle it with an integrating style (McGraw-Hill Connect, 2017). By handling conflict with this style, I have a high concern for others as well as a high concern for myself (Dijkstra, Barelds, Ronner, & Nauta, 2017). I am able work with others towards a solution that will benefit everyone and will include positive aspects of everyone’s

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

These two topics seem very essential for a team effectiveness because it shows the accountability and value of each team member. The movie “Twelve angry men” is a perfect example to illustrate these two topics. In that movie, twelves men were assigned by the judge to decide if or not a young man murdered his father. These men came from different background, did not know each other but had something in common: the goal for which they found themselves in that team. Obviously, conflict was not avoidable because of their different personalities, education, profession, etc..; it was a real diversity group. In the beginning, the judge set the tone: the decision must be unanimous, one vote counted.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

One logic of conflict management that all organizations can agree to is that conflict costs money. If organizations want to limit their losses, then they need to work together to create solutions and get results. Conflicts can be beneficial when used as a source of creativity.

Conflict is innate to human nature. It can sometimes be beneficial to organizations, as it can increase healthy competition and make employees work more efficiently to overcome their conflicting competitors. Yet, at the same time, it can also be detrimental to overall productivity of organizations if the conflict is left unchecked or is not handled in an appropriate manner. Many organizations take the route of a strict approach to conflict management. But this often leaves employees feeling as if they have little say in conflicts. This leads to disengagement in the workplace. Employees are not as committed and personally devoted to

Conflict is an occurrence in virtually any organization, regardless of how large or small it may be. It is exceedingly difficult to get people to agree with one another about everything all the time, especially when they are competing for the same resources (Tsang, 2012, p. 84). This difficult is naturally exacerbated when there are stratifications between people, which frequently occurs in organizations. Organizations may have different categories of employers such as those in sale, marketing, finance, human resources, etc. The three main views of conflict which also play a significant part in the resolving of conflict are the traditional, the human relations, and interactionist views. There are points of similarities and differences between all of these views.

This essay seeks to illustrate how organizational conflict cannot be avoided. It will demonstrate the various ways in which conflict may arise within organizations and classify them into a range of groups. There will be a thorough analysis to show if conflict is positive or negative towards the growth of an organization. Findings of the previous will then lead to different mechanisms that can be used when managing conflict to ensure positive outcomes in an organization.