Managing conflict and change research paper
Listening skills are one of the primary skills to be developed when working on one's ability to manage conflict.
Perceived differences in power often impact a decision to address a conflict; however, lessons from aviation and other industries illustrate the benefits of open communication and the risks of silence even in situations of different levels of authority or power.
In fact some types of conflict encourage new solutions to problems and enhance the creativity in the organization.
It is useful when someone is clearly emotional about the issue but reluctant to talk despite the use of the first three techniques.
Research Methodology 1. Primary data were raw data which was gathered by using questionnaires and interview. Another common error is using nonverbal hints or subtle comments with the belief they can successfully address a conflict.
Scholarly articles on conflict resolution in the workplace
Emphasis on loyalty The tendency of groups to increase in consequences suggests that conformity to group norms becomes more important in conflict situations. The human Relation View of Conflict The human relations view of conflict argued that conflict was a natural occurrence. When considering the exact nature of the conflict, some authors offer the following guidance. That no conflict exists. Environmental Change Changes in an organizations external environment, such as shifts in demand, increased competition, government intervention, new technology or changing social values, can cause major areas of conflicts. This research will focus on conflict between groups or individuals in Aleta land polypropylene bag factory. Addressing a difficult situation when one is angry or frustrated is more likely to be ineffective than when one is calm. Because attends to encourage creativity among individuals, this positive form of conflict can translate in to increases productivity. The final type is capability trust; when present, the participants have confidence in others' abilities to deliver on promises. A key or recognizing a dysfunctional conflict is that its origin is often emotional or behavioral. Accommodation may be necessary when one is wrong, if the issue is more critical to others or if the value of harmony in the situation outweighs the benefit of a conflict. The occurrences of conflict have an effect on the overall performance and disorder the goals and objectives of the organization. The Interactions View of Conflict Whereas the human relations view accepted conflict, the inter actionist view of conflict encourages conflict on the grounds that a harmonious, peaceful, tranquil and cooperative group is prone to becoming static, apathetic, and non responsive to needs for change and innovation. Abdulaziz A.
It is important not to confuse the perceived difficulty of the conversation with determination of whether it will be beneficial and appropriate to proceed. The goal is to make the other person feel comfortable speaking.
Conflict resolution journal articles
Other potentially helpful acronyms to use during conflict management are seen in Table 1. Patient safety research reveals that patient outcomes are negatively impacted when conflict mismanagement and other dysfunctions occur. This step seems obvious but is frequently not done or only superficially evaluated. Asking clarifying questions without imposing one's own view of the situation is a skill that often requires practice. Compromise is focused on fixing a problem with a set amount of resources and collaboration allows for a broader view on problem solving. The human Relation View of Conflict The human relations view of conflict argued that conflict was a natural occurrence. Individuals involved in dysfunctional conflict tend to act before thinking, and they often rely on threats, deception, and verbal abuse to communication. Stages of Conflicts Conflict can be more readily understood if it is considered as dynamic process. Then one needs to achieve clarity about what is desired from the confrontation as well as what one is prepared to give up or compromise. Method of Data collection Data required for this study was collected from both primary and secondary sources of data. This technique is risky because one is never clear on the other person's interpretations of the hints or comments. In these cases, managers will want to encourage the conflict.
The results are likely to be better with active engagement rather than avoidance. Level 5 is polarization, which describes situations with intense negative feelings and behavior in which there is little to no hope of resolution. Departmentalization and Specialization Most work organizations are divided in to separate departments with specialized functions.
Additional commonalities in the definition are opposition or incompatibility and some form of interaction.
And the secondary sources were organizational records. Here participants only anticipate conflict.
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