1.2. Statement of the Problem
This study aims to address the problem of applying conflict management strategies in the public sectors. It is not well known how and to what extent conflict management strategies create employee motivation and innovations and in turn lead organizations performance and/or otherwise be a challenge for the goal of organizations especially in public sectors (Agbal and Juliana 2013).
As stated in the background of this study conflict is inevitable and has many sources in the life of organization. What is the great challenge is how to manage it? If it is not properly managed, it has so many destructive impacts. As stated by scholars many public managers adopt a decision rule of conflict avoidance rather than actively
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These elements are important when a manager deals with functional or dysfunctional Conflicts. It should be early identification of the conflict, early evaluation of the impact of it on performance of employees, and it is necessary to make a plan for encouraging functional conflict or managing dysfunctional conflict (Agba1 and Juliana 2013). According to them the primary strategies for conflict management in the public sectors are: initially education is the key. It incorporates research into conflict and the distribution of the knowledge gained from that research. The other strategy is communication which is the foundation for successful conflict administration sharing lessons learned and even failures will enhance the ability of public administrators in dealing with conflict. So in this scenario communication will help harness the energy from conflict. The final strategy they already identified is training which is about conflict aim to increase the effectiveness of public organizations through knowledge gained and shared can be translated into useful skills for all public sector actors.
Even though, public sector conflict management strategies have so many advantages for the successes of both the employees and organizations, it needs high involvement from the top management and other senior officials. Application of conflict management system depends on the commitment and attitude of top management in addressing conflict events starting from identifying, analyzing and understanding the cause of conflict up to applying the conflict management systems in the organization (Bankovskaya
This is experienced as a result of the desire to maintain status quo. In some organizations, a minor change to the responsibilities of the organizations requires much time and resources (Want, 2006). Change can lead to conflict. Individuals become attached to things they consider as the norm of their workplace. When change occurs the employees have difficulty of letting go of the status qou.
Discernment is generally at loss in the midst of tragedy. The film Ordinary People displays how the Jarrett family copes with the loss of their son, Buck, in a boating accident. Inability to communicate ultimately leads to far more dysfunction than Conrad, Beth, and Calvin can imagine. The misinterpretation of acts of “silence or violence” can be avoided with conflict management techniques.
How to Best Respond to Conflict From the time humans were created, there has always been conflict between us. We all can choose for ourselves how we respond to conflict, and people do this in many different ways. One of the best ways to do this is by keeping a courageous and positive outlook on the situation. This method of responding to conflict is used by many today. Although some might not agree that this is the best way to respond to conflict, there are many examples why this is true, and there are also a lot of experiences of real people who proved or still prove that this is the best way to respond to conflict.
Throughout the film, Ordinary People, the Jarrett family deals with sudden severe tragic news. When the news was received of their son Buck getting in an awful boating accident, the family became a mess. The relations in the family for each family member became weak, due to lack of communication. Beth, Calvin, and Conrad all could have related back to the conflict management skills to help them as a whole.
How people best response to conflict? Since the very beggining of civilization, of humans, of life in every single form. There has always been problems that surge between different life forms. From where to live, or expand, who is the one that gets the most food, who can live on the best house,etc.
Conflict Resolution Comparative Analysis In both conflicts the parent approaches the educator in an aggressive and accusatory manner. One major issue to include for scenario one is that the parent is meeting with the parent in what appears to be an unsanctioned conference, meaning there is no administrator moderating the meeting and ensuring that the conflict does not escalate. Scenario one involves the parent being upset at the teacher for an assignment that she believes is not appropriate for her child, while scenario two involves the parent being angry about a teacher calling his child names and disclosing medical information in front of class. As both scenarios have the parent approach educators in the same manner, a specific focus should be placed on the educator’s reactions as a means to gauge successful conflict resolution.
The Three Styles of Conflict Resolution During the Holocaust, many people suffered greatly, from the Jews, to even the large number of people living in Europe at the time. This caused a variety of large scale problems that affected lots of people. But how did people get through these problems? Anne Frank from “The Diary of Anne Frank” written by Anne Frank, got through her conflict by thinking positively during the entirety of the Holocaust, and hoping things will get better.
Theoretical Framework: Conflict Perspective: Conflict perspective focuses their attention on society as a whole. Conflict theorists see society as in a continuous sate of conflict between groups and classes. He struggle for power and income is a continuous process but one in which many categories of people appear as opponents-classes, races, nationalities and even the sexes. Society is held together through the power of dominant groups or classes. The shared values, which functionalist see as glue for holding society together, do no realty form rue consensus; instead this is an artificial consensus in which the dominant groups or classes impose their values and rules upon rest of the people.
A individual use of conflict should be used by many strategies impacted by the culture of the organization or institution but also by the personal beliefs and values. “The variables surrounding the conflict must be examined to understand and alter the choice of a particular behavioral approach to conflict”(Thomas,1976). When deciding the choice of outcome of a problem you should examine the facts and stay away from the assumptions. When managing conflicts, strategies should be utilized and reviewed so that the conflict can come to an collective solution. Some strategies to obtain during a conflict is the first strategy which is understanding that rushing to end the conflict will cause you to not be able to gather the appropriate information.
A conflict is known to be a common process within an organisation. In Tesco, conflicts are observed at different levels among members of groups and come of them are competing. In such type of conflict, group members pursue their concerns apart from the resistance of other employees. It may involve employees pushing their view points at the expense of others while maintaining the organisational resistance to the actions and activities of other members within the group. For instance, it may be observed that one employee feel his voice and opinions about some matter are being not considered by other members and management of the organisation.
Productive conflicts are the seeds from which any and all meaningful relationships grow. This in itself requires the team to be able to talk about the problem at hand without any kind of personal attacks and instead focuses on what is best for the team. This allows team members to feel comfortable sharing their true opinions and thoughts without any fear that they may get reprised or criticised. The leaders themselves need to be careful not to try to resolve a conflict with temporary harmony and solution in order to protect certain members of the
Effective leaders must learn to embrace conflict because it is an inexorable part of human interactions and without intervention, it seldom finds its own productive solutions (Myatt, 2012). The failure to address conflict early on will likely lead to workplace acrimony, disengagement and poor communication and cooperation (Myatt, 2012). The story of the conflict between Cindy and Dr. Jones is an excellent case to analyze the elements of conflict and conflict management.
Conflict Resolution Action Plan Response There are several different conflict resolution models that can be used to resolve any conflict. According to the University of Notre Dame Mendoza College of Business website five methods include, avoiding the conflict, giving in, standing your ground, compromising, or collaboration (2018). In order to determine the best resolution for the scenario presented, each method will be applied to the situation with the goal being the student receiving his or her accommodations and modifications along with the dignity of both teachers remaining intact resulting in a continued congenial collaborative relationship. If avoidance is used to deal with the situation, the special education teacher would simply
1.0 INTRODUCTION ‘The Conflict Theory’ has always been a major interest of mine as in my opinion it greatly explains how our society is today. During a random discussion with my dad I brought up the theory, he told me to look up ‘Marxism’ as he thought it would interest me, interest in economics and politics in the trend and problems of socio-development in general, cannot be enlightened without understanding the ideas of Karl Marx. I looked him up and was baffled that I had not before that even heard of Karl Marx. Yes I had heard the term ‘Marxism’ before by activist movements but I had never bothered to find out what it entails.
Recently, our unit has been trying to recover from a dysfunctional conflict regarding new leadership, and the goals and expectations of the company. Sims (2002) lists four questions to gauge whether or not a conflict is functional or dysfunctional depending on how many questions are answered “yes.” Unfortunately, I was able to answer yes to all four questions regarding our recent conflict. The outgoing commander was attempting to influence support for his cause by approaching conflict from a hostile standpoint.