Essays on The Concept and Approach of Conflict Management Coursework

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The paper "The Concept and Approach of Conflict Management " is an outstanding example of management coursework.   A project manager plays a key role when it comes to handling all types of conflict with a diverse level of emotional environment. A lot of time is used trying to handle these issues, thus being able and in a better position to resolves, the conflict in an efficient way becomes crucial for a project manager. Cost, time and quality are crucial measures of value in a project, and once a conflict is managed effectively and professionally in the project process then it will have positive effects on measures of value.

The manner in which a manager approaches a conflict where they play emotions can be a threat to the entire organization and relationships among the employees. Methods that can prevent conflict and develop employees’ behaviours are worth exploring. Methods such as feedback can help individuals to develop and get a chance to understand themselves well and their behaviours. Managers must make sure that issues that are emotional charged do not evolve to a conflict which could grow and become dysfunctional.

The concept and approach of conflict management can be divided into conflict prevention and management of functional conflicts. Introduction Conflict circumstances are crucial issues within the workplace. Conflict is that circumstance where the requirements, interests, objectives, and estimations of the considerable number of groups included influence each other. It is a typical phenomenon inside the working environment as various partners may have diverse priorities, conflict evolving from team members, projects, departments, organization and clients among others (Thomas, 1992). These conflicts can be based on work procedures or how work is drawn closer and commitment of the group parts and obligations.

The other type of conflict is on the relationship conflict to such an extent that communication and relations between colleagues. The final part of the conflict is the task-based conflict in which disagreements concerning work issue. According to Kurtzberg et al. (2005), a linear correlation exists between team performance and team-based conflict. Moreover, all organizations encounter conflicts on a daily basis. These conflicts cannot be avoided, but managing them is possible in a manner that they are recognized on time.

Therefore, it is crucial to have a continuous track of the organizational signals that point to their existence. A reduction in work performance effectiveness, correspondence between representatives, demotivation and ultimate workers' disappointment are various negative outcomes of conflict. A contention does not really need to be negative as an extensive number of conflicts can be beneficial to an organization in that they can assist in the accomplishment of better business results and a change impulse as well as the growth of the organization (Thomas, 1992).

Adequate conflict management can result in a series of positive impacts such as creativity simulation and innovation inside a company and towards quality reduction, improvement as well as incurred tension. Therefore, if conflicts result in constructive changes they must be encouraged as a way of making a better relationship between employees on the basis of mutual respect. In other case, conflicts should be viewed as beneficial resources that facilitate constant novel learning, knowledge acquisition and potential development of an organization.

Reference

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Thomas, K.W., 1992. Conflict and conflict management: Reflections and update. Journal of organizational behavior, 13(3), pp.265-274.

Foblets, M.C., 1998. Cultural delicts: the repercussion of cultural conflicts on delinquent behaviour. Reflections on the contribution of legal anthropology to a contemporary debate. European Journal of Crime Criminal Law and Criminal Justice, 6, pp.187-207.

Scudder, T.J., 2013. Personality types in relationship awareness theory: The validation of Freud's libidinal types and explication of Porter's motivational typology (Doctoral dissertation, FIELDING GRADUATE UNIVERSITY).

Thomas, K.W., 1974. Thomas-Kilmann conflict mode instrument. Tuxedo, NY: Xicom.

Bradley, B.H., Klotz, A., Baur, J.E. and Banford, C.G., 2013, January. When Does Conflict Improve Team Performance? A Review of Evidence and Framework for Future Research. In Academy of Management Proceedings(Vol. 2013, No. 1, p. 17093). Academy of Management.

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