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Conflict Management Plan Essay Contest

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ERIC - Youth and Violent Conflict

Youth and Violent Conflict. Study Guide for Teachers and Students

United States Institute of Peace

The objectives of this study guide are: (1) to increase student understanding of the prevalence of youth participation in violent conflict and the challenges to addressing this global issue; (2) to familiarize students with strategies for conflict prevention, management, and resolution; (3) to develop students' analytical reading, writing, and research skills; (4) to reinforce students' abilities to collaborate and produce a work product with peers using traditional and electronic means of research, discussion, and document preparation; (5) to enable classroom teachers, students, and contest coordinators to write, edit, and submit essays to the United States Institute of Peace; and (6) to provide teachers with lesson plans, worksheets, bibliographic sources, and factual material to assist them in preparing students to write essays for submission to the National Peace Essay Contest. The study guide contains the 2006-2007 National Peace Essay Contest Question, five lessons, and additional activities, tips, resources, and content standards.

United States Institute of Peace. 1200 17th Street NW #200, Washington, DC 20036. Tel: 202-457-1700; Fax: 202-429-6063; Web site: http://www.usip.org

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Conflict Management Plan - Essay

Conflict Management Plan Conflict Management Plan


University of Phoenix Material

Conflict Management Plan

1. Identify the available conflict management strategies and their strengths and weaknesses.


|Strategy |Strengths |Weaknesses |
|Problem Solving |With this method both employees are able to|The employees can become more aggressive in |
| |meet face to face and are able to identify |the presence of each other |
| |what problems they have with each other | |
|Altering the human variables |Using human resource training can help the |Employees can just go through the training |
| |employees understand the rules and why they|and ignore what they learned |
| |should work together. | |
|Superordinate goals |With this they can work together and get to|The employees can just get through the |
| |know each other and try to smooth out any |assignment and ignore each other or created |
| |problems that they may have |more conflict with ideas. |
| | | |
| | | |
| | | |
| | |.

Essay on conflict management - Plagiarism Free Best Paper Writing Website Starting At $10

Essay on conflict management

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Essay on Conflict Management Styles

Essay on Conflict Management Styles

INTORDUCTION
I work for an organization called Hallmark Trading Company. This company provides services such as capital ventures, new and used equipment sales and purchases, and a full line truck center. In the course of doing business, sometimes conflict will arise. In this paper, I will first explain what conflict is, the different types of conflict and then the different styles of management used to handle conflict. My personal style of management will also be shown according to the assessment tool taken from the workbook Organizational Behavior 7th addition written by Schermerhorn JR. Hunt, and Osborn. I will explain how this style contradicts with the style of management in my organization but how the style they use may be more effective.

CONFLICT
Conflict is something that happens often in my organization. However, there are different styles to manage conflict and some are more effective than others. Before I explain these different styles, it is important to understand what conflict is. “Conflict occurs whenever disagreements exist in a social situation over issues of substance or whenever emotional antagonisms create frictions between individuals or groups” (Schermerhorn, Hunt, Osborn, 2002 pg.127, Conflict). There are two distinctive types of conflict, “substantive conflict” and “emotional conflict”.

Substantive conflict happens when one person fundamentally disagrees with another person or group in the course of doing business. For example, my boss bought a package of step vans used in delivering bakery products. He wanted to market the trucks for electrical and mechanical applications where I thought they should be remarketed for another bakery operation. This is just a disagreement of opinions, but management still has to develop a way to manage this type of conflict, which can be very challenging depending on the personalities involved.

Emotional conflict intrudes into the feelings of a situation, such as anger, mistrust, dislike, fear, resentment, and the like. This is commonly called “clash of personalities” (Schermerhorn, Hunt, Osborn, 2002, pg.127,). This type of conflict can sometimes be more draining, and take away from the more important work that needs to be done. Usually this happens between co-workers who may not like one another, or with customers who are not dealt with properly. I have witnessed both types of conflict in my organization and the different styles used in managing these types of conflicts.

CONFLICT MANAGEMENT STYLES
According to Schermerhorn, Hunt, and Osborn there are five ways to manage conflict. The first style I want to write about is Smoothing or Accommodation style. This is when a manager agrees with the other side of the conflicting situation. He/she smoothes the conflict over by maintaining superficial harmony. Second is Collaboration and Problem Solving. This is when a manager trouble shoots the problem and then works through the differences to make it an acceptable situation for everyone. The third is Avoidance. With this style the manager would stay neutral at all costs, trying not to participate in the situation at all. The fourth is Competition and Authoritative Command. This style of management is derived from the term I like to use as the “God” style. When a manager forces the opposite party to agree with him/her. They use their position to win due to their authority. The last style is Compromise. This style is when the manager seeks “acceptable” rather than “optimal” solutions so no one totally wins or loses.

CONFLICT MANAGEMENT STYLES IN MY ORGANIZATION
There is not one style that is used as a guideline in my organization. Each departmental manager uses the style that is conformed by his or her personality. The CEO of the organization tends to use the competition and authoritative command style. He is an ex-military man who has this style instilled into his personality. He is the boss, so we need to do it his way. This is a very counter productive way to manage conflict. He makes us use his philosophies in decisions we make rather than opening the conflict up for debate. The “my way or the highway” attitude. This style of management forces more conflict between the departments and resentment towards him. Even though I do not agree with this style of managing conflict it has been a successful style for him. He has been able to maintain a high level of integrity through the same style. Meaning, although he forces his views and decisions on his employees those decisions and views are mostly good for the company, just sometimes bad for morale.

MY STYLE OF CONFLICT MANAGEMENT
In the organizational behavior workbook 7th addition, there is an assessment test that helps the person taking it understand which style he or she uses. It asks a variety of questions that help pinpoint the style best suited for his/her personality. The style that was best suited for my personality was Collaboration and Problem Solving. According to the text this is the best style to handle conflict. The difference between this and the style that my CEO uses is that I genuinely have a desire to find a solution for everyone’s concerns by working through differences to find the problem so everyone gains as a result. His desire is that everyone should think the way he does for every situation even though everyone’s views are different.

CONCLUSION
This paper has explained what conflict is and the two types of conflict there are. It listed each style of management used to deal with conflict and which styles work best. It also has explained which style is used by my organization “Hallmark Trading Company” and what style I use personally according to the assessment tool in the Organizational Behavior Workbook 7th addition. I enjoyed learning more about the different styles of managing conflict while writing this paper. My desire is now to be able to recognize conflict when it happens and use a style of management that will best resolve the issues in the conflict.

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Essays on Conflict Management – Plan that Works

Essays on Conflict Management – Plan that Works

Conflicts are an integral part of our everyday life. Conflicts happen at home, at the workplace or at the academic institution you study at. Definitely, these situations make us annoyed and nervous. Many people lose control over their emotions while quarrelling, which may lead to quite distressing results.

Perhaps, this is the main reason why conflict management appeared as a science. Now, you have to write an essay on conflict management. This work can help you learn managing tough situations.
However, now you face another challenge. You lack ideas for the essay on conflict management and you are looking for several essay writing strategies. In this article, we want to give you a possible plan for completing essays on conflict management.

  • Point 1: Making a general overview

This is how your essay on conflict management will begin. You have to give definitions for a conflict and conflict management.

  • Point 2: Providing the theoretical background

    This part of essays on conflict management should not be long, but is required. Tell about the major causes of conflicts and present strategies of managing them. Say a few words about famous conflict management theorists and their works in the essay on conflict management.

  • Point 3: Considering cases

    This is going to be the practical and central part of your essay on conflict management. You have to describe several cases (better real-world examples). Analyze the reasons for these particular conflicts; tell about the parties to conflicts and ways out that were found. You can tell about the most effective strategies to solve conflicts and control emotions in the concluding part of your essay on conflict management.


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    Related articles

    Conflict Management Plan

    Conflict Management Plan

    Part II: Conflict Management Plan

    1. Identify the available conflict management strategies and their strengths and weaknesses.

    2. Which of the available conflict management strategies is most appropriate for the current situation with David and James? Provide your rationale, including what factors you considered in making your selection. Your response should be at least 100 words.

    The best way to resolve the conflict between David and James is through collaboration. They need to sit down together and discuss the situation being assertive and cooperative (Robbins, 2011). Their supervisors need to be there with them to observe and guide the meeting. David and James must be given the opportunity to explain their reasoning behind their recent behavior towards each other. Most likely there is some miscommunication or misunderstanding of something in the past that was not resolved and not is an issue. Once they’ve each had the opportunity express themselves, they need to form a plan to solve the problem. They are both great employees and once the conflict is resolved they will work on the same project again and learn how to work with each other better.

    3. If the selected strategy is not successful, what is your alternate strategy? Provide your rationale for this selection. Your response should be at least 100 words.

    If the collaborating will not help, they need to come to a compromise (Robbins, 2011). Their superior will help them at that point to have the right to disagree

    Conflict Management Plan - Free Essays

    Conflict Management Plan

    This Free Essays Conflict Management Plan and other 60,000+ term papers, college essay examples and free essays are available now on ReviewEssays.com

    Autor: au44124 • April 22, 2013 • 706 Words (3 Pages) • 1,355 Views

    Conflict Management Plan

    Identify the available conflict management strategies and their strengths and weaknesses.

    Strategy Strengths Weaknesses

    Altering the Human Variable change behaviors causing conflict; can be done for all members may lead to other conflicts, not everyone may be readjustable; lacks group cooperation

    Altering the Structural Variables change team structure through redesign, transfer and coordination new structure may cause conflict; may increase workload; may need new members

    Problem Solving face to face meeting; goes for complete resolution; requires communication; best for team in mind members may not communicate issue; takes time away from work and may cause further tension

    Superordinate Goals one shared goal; does not need involvement of conflicting parties; avoids additional confrontation lacks teamwork; avoids issues at hand; requires third party

    Expansion of Resources

    increase what ever resource is causing conflict; eliminates further conflict lacks compromise; members may continually conflict for additional resources

    Which of the available conflict management strategies is most appropriate for the current situation with David and James? Provide your rationale, including what factors you considered in making your selection. Your response should be at least 100 words.

    Problem solving would be the best and most idyllic solution to what is happening between James and David. Forcing them to sit down and confront each other will get everything on the table. This means that they are not harboring any additional feelings and all of the issues they have with one another will come out. This will also decrease the amount of disruption their coworkers with their venting and gossip. I considered which would cause the least disruption of the group and allow for the best chance of resolution. I also considered what would happen if the situation was just avoided or overlooked. Their behavioral patterns are less likely to be easily changed.

    If the selected strategy is not successful, what is your alternate strategy? Provide your rationale for this selection. Your response should be at least 100 words.

    When dealing with teams and conflict there are strategies that can be used. The first is the win-win strategy. A plan will be developed and executed in which all parties involved are able to work to the best of their abilities while being satisfied that all of their needs and concerns are being addressed. The next option, which happens to be the most common, is compromise. This strategy does not serve one person but looks

    Conflict Management - College Essay - 5784 Words

    Conflict Management

    Understanding Conflict and Conflict Management
    http://www.foundationcoalition.org/teams

    Definition
    A team is a small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.1 Although student teams may not satisfy all the requirements of the definition, the degree to which they do often determines their effectiveness.

    Rationale
    "Students do not come to school with all the social skills they need to collaborate effectively with others. Therefore, teachers need to teach the appropriate communication, leadership, trust, decision making, and conflict management skills to students and provide the motivation to use these skills in order for groups to function effectively."2 Faculty must take responsibility to help students develop their skills to participate on and lead teams.

    Introduction
    Students bring different ideas, goals, values, beliefs and needs to their teams and these differences are a primary strength of teams. These same differences inevitably lead to conflict, even if the level of conflict is low. Since conflict is inevitable, one of the ways in which faculty members can help students improve their abilities to function on multidisciplinary teams is to work with them to develop their understanding of conflict and their capabilities to manage and resolve conflict. To this end, this document addresses the following questions: • What is conflict and conflict management? • Why learn more about conflict and conflict management? • How do people respond to conflict? • What modes do people use to address conflict? • What factors can affect our conflict modes? • How might you select your conflict management style? • How might you apply this information?

    Why learn more management?

    Listening, oral communication, interpersonal communication, and teamwork rank near the top of skills that employers seek in their new hires.3 When you learn to effectively manage and resolve conflicts with others, then more opportunities for successful team memberships are available to you. If we can learn to manage this highly probable event called conflict (we average five conflicts per day),4 then we are less apt to practice destructive behaviors that will negatively impact our team. Although conflict may be misunderstood and unappreciated, research shows that unresolved conflict can lead to aggression. Most of us use conflict skills that we observed growing up, unless we have made a conscious effort to change our conflict management style. Some of us observed good conflict management, while others observed faulty conflict management. Most of us have several reasons to improve our conflict-management skills. Faculty members should help students develop their conflict management skills. Most people do not resolve conflicts because they either have a faulty skill set and/or because they do not know the organization’s policy on conflict management. All team members need to know their conflict styles, conflict intervention methods, and strategies for conflict skill improvement.

    What is conflict and conflict management?
    Conflict may be defined as a struggle or contest between people with opposing needs, ideas, beliefs, values, or goals. Conflict on teams is inevitable; however, the results of conflict are not predetermined. Conflict might escalate and lead to nonproductive results, or conflict can be beneficially resolved and lead to quality final products. Therefore, learning to manage conflict is integral to a high-performance team. Although very few people go looking for conflict, more often than not, conflict results because of miscommunication between people with regard to their needs, ideas, beliefs, goals, or values. Conflict management is the principle that all conflicts cannot necessarily be resolved, but learning how to manage conflicts can decrease the odds of.

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