3. A clear plan, one that is both strategic as well as operational. This will allow for the achievement of goals and deadlines to be met. Ensuring that employees are aware of these deadlines allows productivity to be a main focal point to ensure that those organisational goals are in the process of being achieved. 4.
Cognitive Approach for conflict resolution Al-Tabtabai(39) and colleagues propose a conflict resolution technique using a cognitive analysis approach. This approach identifies a main source of conflict as the cognitive differences between parties. Feedback is presented that gives analysis of each individual 's judgement and comparisons with the counterpart 's judgement. This cognitive feedback provides insight to conflicting parties and gives them an opportunity to reach an acceptable resolution to the conflict. The proposed systematic methodology to conflict resolution identifies and measures the cues, judgements and determines the relationships between these variables.
According to Vazquez (2007), it is helpful to understand the source of potential conflict. Below are some common sources of conflict cited by Vasquez: Conflict type Description Values conflict Involves incompatibility of preferences, principles and practices that people believe in such as religion, ethics or politics. Power conflict Occurs when each party wishes to maintain or maximize the amount of influence that it exerts in the relationship and the social setting such as in a decision making process. Economic conflict Involves competing to attain scarce resources such as monetary or human resources. Interpersonal conflict Occurs when two people or more have incompatible needs, goals, or approaches in their relationship such as different communication or work styles.
Intergroup conflicts occur when there is a misunderstanding among different teams in the same organization. These individuals may have differing goals and interests and each individual now begins to compete with each other to express their ideas which then lead to a conflict. Intragroup conflicts occur among individual within the same team. Conflicts will arise when individual compete for power or authority and most importantly, resources which are limited.
Conflict can control what actions and decisions a person chooses. Conflict can cause big problems for some people. How does conflict Influence someone's decision or action? Sometimes conflict can cause a person to exchange harsh words towards another, also it may result in physical contact between one another. In the face of adversity what causes someone to prevail and others to maybe fail.
However, the differences of organisational policies and procedures such as Bathay and P.A.Y.E.S will affect collaborative working with both the staff as well as service users. According to Dalrymple et al (2006, p.140), working within the effects of stereotyping existence as well as labelling might cause some amount of difficulties as professionals from different organisations priorities, values, constraints and pressures, concerns and worries, legal expectation and obligations are different as it relates to the service users, other professionals as well as themselves. These differences can make collaborative working difficult which results in discriminatory as well as oppressive practices due to mistrust, tension and poor
Cross cultural conflict, communication, and communication problems Hogan anticipated challenges and difficulties of working in a culturally diverse group. When there are cultural differences within the same group work, there is more room for clashes and disappointments. Hence, the collective background may not necessarily represent the ideal positive environment for higher productivity. Ting-Toomey & Oetzel explain conflict (as cited in Boyacigiller, Goodman & Phillips) as an undesired atmosphere of irritation, disturbance, annoyance and dissatisfaction caused by disagreement on goals, procedures, standards, results, different values or limited resources, between members of one group from at least two different
They maintain connections and adjust themselves to conform to the expectations of others. These persons are flexible and can adjust accordingly to fit in any group or team in an organization because they can assess and adopt a communication style that best suits any scenario. In the context of quality versus efficiency, the former focuses on elegance, proper design. If something is given the much-needed attention to quality, it will definitely sell. On the other hand, efficiency is more concerned with getting the job done quickly at a low cost.
Supervising a diverse workforce can include various perspectives and cultural backgrounds that can lead to disagreements and frustrations. It is important to offer continuous coaching to surface the respect and understanding of how each employee can work together and lessen future conflict. This paper included an analysis regarding conflict in a diverse workforce, and the supervisor’s role in working with team members to understand the importance of overcoming and maintaining awareness in conflicted situations. The discussion also included strategies on how to coach and mentor employees to respect diverse perspectives, and contribute to a harmonious and interconnected
The word “conflict” comes from the Latin “confligere”, the literal translation of which is “to bend together” or to “to tense”1. Conflicts are unavoidable and usually an interpersonal relations but it is necessary to know how to resolve it either in our day to day activities, business, state, country or nation state. Conflict is a contest, competition, dispute and tensions as well as manifest clashes between social forces. It’s the situation in which incompatible goals, attitudes, emotions, behaviours or resources lead to a disagreement or conflict between two or more individuals or nations. It often differs from person to person, group to group, cultural background to cultural background or between and among nations.
Her personal appearance and conduct was always professional and courteous. Adaptability: Ms. Martinez has demonstrated ability to adapt effectively to changes in the work environment and new situations with minimum instructions. She developed constructive plans and work methods to properly manage her caseload, and to provide participants with quality service. She has shown that she is committed to help others achieve self-sufficiency. Job