The first thing one should realize is, conflict is a part of life and the best thing anybody can do is to deal with it in a positive manner. Because of globalization the work force is becoming more and more diverse, which in turn means more conflict. This is a not a bad thing it just means that a more effective team leaders and managers are required.
Through conflict we have opportunities to define ourselves better and allow us to do things differently in the future. Through resolution of conflict we can evolve and redefine ourselves, our relationships our community and our society. It is no coincidence that we find ourselves in conflict with those we spend the most time with, e.
There are great benefits, just as long as we can constructively resolve conflict with those around us. The members must agree some course of action. This is particularly true when the decisions facing the team are complex. Team members who among alternatives acknowledge that conflict exists, but agree to accept the outcome of the vote.
The key issue becomes how to develop and utilize a suitable voting scheme. There are several kinds of voting rules and different rules are used in different situations. The objective of voting rules can be to find the alternative that the greatest number of team members prefer, the alternative the fewest members object to or the choice that maximizes team welfare. Anything short of unanimity indicates disagreement or conflict within the team.
In many cases, conflict will be reduced or eliminated following the conclusion of voting. Voting does not guarantee conflict resolution. Members may not agree on method of voting. Some members may insist on unanimity, others on simple majority and still others on a weighted majority rule.
Even if a voting method is agreed on, it my not yield a decision or may not yield a dingle decision. Finally, because voting does not eliminate conflicts of interests, but rather provides a way fro members to live with conflict, such decisions may not be stable.
In this sense voting masks disagreements within teams, potentially threaten long-term group and organizational effectiveness. The most common voting procedure is majority rule. However, it presents several problems in the attainment of consensus. Despite it democratic appeal, majority rule does not reflect the strength of individual preferences. The vote of a person who strongly supports the issue, counts the same as the individual who is virtually indifferent.
Consequently, majority rule does not promote creative tradeoffs among issues. One of the most successful keys to conflict management is the ability to make tradeoffs between issues under discussion. When teams discuss only one issue at a time and vote on outcomes under consideration, this results in less profitable outcomes than when teams discuss issues simultaneously and seek consensus.
Unanimous decision-making is time consuming, it encourages team members to consider creative alternative to expend the size of the pie and satisfy the interest of all members.
Unanimous rule can also present a problem. When an individual refuses to compromise he or she can force decisions on the entire group. So, when changes are made to an area or department, in which they work, have experience and are the expert; employees want to have input. In the absence of employee participation there may be apathy, anarchy and malicious compliance. Oftentimes it leads to lack of respect within the profession and feelings of anger, diminished self-worth, and conflict.
However; as a nurse manager oftentimes, changes are made without any input from the employee and I have to manage this situation. In this case, during a staff meeting, I would discuss the changes, reasons they were made, and ask for input as to how we can implement these changes such that they work more effectively in our department. This would allow the employees to feel that they have some control over their work area, their input is valued and contribute to problem solving Cardillo, People have varying opinions, come from different backgrounds and culture and have different values.
When conflict arises over differing in values and cultures, then these conflicts must be dealt with. Communication may be misunderstood and body language misconstrued Cardillo, To confront this type of conflict, someone must be willing to speak out.
Once during my degree review, I received feedback that my team members felt devalued and that they were not being listened to because often times I continued typing when they came into the office; even though I coherently responded to the questions.
After receiving this feedback, anytime someone comes into my office, I would sit on my hands to ensure that I pay attention and not type. When verbal communication and body language is misunderstood, the conflict must be confronted, discussed and a change must be made or an explanation given. Accommodating to meet the needs of promotes harmony and gains credits that can be used at a later date. Crowded conditions and constant interruption can lead to conflict. In this situation, I would use a combination strategy of face-to-face meeting, collaboration and benchmarking.
I would also research what other hospitals have done in this situation and implement best practice. Then I would follow-up with the employee to ensure the implemented changes solved the problem. The higher the level of conflict, the more personal it becomes and non-productive it can be Leigh Thompson, et al. Destructive conflict; also known as Affective or A-type conflict Leigh Thompson, et al. A-type conflict causes the person to lose focus of team goals and issues while closing the mind to new ideas and opinions.
Other effects of A-type conflict may cause witnesses to the negative behavior to limit their future views, ideas, and suggestions. Productive conflict; also known as Cognitive or C-type conflict Leigh Thompson, et al. If team members are educated on how to recognize and handle this type of conflict, C-type conflict can help stimulate creative thinking, causing people to think in different ways and arrive at different solutions while not being afraid to express those viewpoints and opinions to team members.
To get the best result often means looking at a situation from several different points of view. The key to C-type conflict is to keeping it impersonal. Nothing good can come from A-conflict and there is much to be gained from C-type conflict. How do you discourage one and encourage the other is the question. Key factors for promoting an atmosphere where C-type conflict prospers and A-type conflict is stunted, lies with the teams understanding of conflict to begin with.
Key elements of any charter must include the handling of conflicts combined with early education of team members as to how to handle conflict situations. Conflict education is an effective way to reducing A-type conflict while encouraging team members to express varying viewpoints and opinions. There are many misconceptions about conflict.
The first being, conflict is abnormal. Whenever there are multiple individuals striving to solve a problem or interpret a message, or define a goal, there is going to be a difference of opinions that will lead to conflict. When people understand that conflict exists and resolution is perused, then unity can replace conflict Leigh Thompson, et al. Another misconception is that conflicts and difference of opinions are the same. A difference of opinion is usually temporary and usually a result of misunderstandings, which can be resolved by clarification.
Conflict is more severe and not as easily defined or clarified Leigh Thompson, et al. Many people think conflict is a result of differences in personality. Personality differences themselves do not cause conflict.
People with different types of personalities tend to bring different perspectives and points of views. If team members can recognize this as a positive attribute for the team, these differences can stimulate thinking and possible solutions. It is when those differences are played out through behavior and emotion that conflict can occur Leigh Thompson, et al. Anger is often mistaken for conflict. Because conflict and emotions are involved in most conflict situations, people tent to associated all anger with conflict.
However, Anger is just one type of emotion and people have a choice as which type of emotion they will use. This is where team chartering and training can have their greatest positive impact Leigh Thompson, et al. Effective chartering can drastically reduce Affective conflict. The charter should always include operational ground rules that will dictate how the team will come to an agreement when conflict arises.
It should also include rules of engagement for presenting opposite points of views, disagreements, and constructive criticisms. The charter should also recognize that emotions will be impacted and as a result the should be time reserved, on a frequent and regular interval, where team members can vent there issues before their emotions get out of hand. Team education is also an important tool for reducing Affective conflict. Conflict education should be given when a team is formed and at periodic intervals as needed.
It is always a good idea for the team to get a refresher course on conflict management when given new assignments, new members are assigned, or when any team member feels that it is appropriate. If this were the case, there would be no need for a solution process. A well-constructed, functioning team should try to avoid destructive conflict.
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Essay: Workplace Conflict Resolution Abstract This paper intends to look at the causes of conflict in the workplace and the effects that it can have on the employers, employees, and the organization as a whole. Conflict Resolution. Conflict resolution is the process of reaching an agreement between the parties which are having a conflict or it is a process of reaching a consensus and improve the cooperation between the conflicting parties, conflict resolution is a way to overcome the problems of conflict.
Free Essay: Conflict Resolution Case Study Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both. A new director decides to reorganize the department you work in. This reorganization comes about without input from the employees and many of the nurses that you oversee are feeling resentful of the change.