Mgmt 57 Managing Conflict In Assessment Answers

Define the major conflict issue.

Identify the conflict resolution components.

Remember: Often, the issues, emotions, and relationships are directly described in the case, whereas the source of the conflict is not.

If necessary, indicate how organizational factors affect the conflict resolution process.

Situation Analysis: Another part of the analysis is to explain the mechanisms that are causing the conflict. 

Incorporate specific and relevant conflict resolution concepts.  

Avoid providing general or commonsensical responses that do not incorporate course concepts, as well as just simply summarizing case facts or examples.  

Don’t make assumptions that cannot be supported by the facts in the case. 

Be wary of imposing personal opinions on the case that cannot be supported by case facts or relevant conflict resolution concepts; try not to place blame.

Avoid providing viewpoints that are sketchy or overlook important course concepts, case facts, and events.

Answer:

Introduction:

Conflicts are a part and parcel of life. Conflict or problems are a very common factor both in the professional and the personal lives as well. As per the opinion of (Wallensteen, 2015), there have to be problems with solutions. There are different approaches by which one can try to solve a particular problem. There are conflicts among the family members and also among the employees at the workplace. In the workplace, the conflict may also arise due to the power struggle. However (Singer, 2018) has stated that the conflicts in the workplace and the families can also be reduced by following some very simple methods. In the given case it is seen that the conflict resolution is becoming very important as there is a huge problem being faced by Joe at his house and in his office as well.

He is trying to balance his academics, his family life and his night classes at the same time. However, this is becoming a huge problem. He is suffering from the psychological conflicts as he cannot stay back at home to help his wife in her day to day chores. He is worried as he cannot take care of his pregnant wife. He is also not able to take care of his daughter Betsy. So, he is really much tensed. On the other hand, he is trying to balance his work as well. He is having a tough time to deal with rough employees and on the other hand, he is not getting anyone suitable for the pot of a team leader. So he is having a huge responsibility.

The conflict resolution components are very useful in this matter.

The current problem is to develop a strong customer service rather than looking at the tough customers like Tina tumultuous. Joe and Jim have to realize that they must spend time and energy in finding a strong team leader and in strengthening the customer service position. They will have to understand that there will be many such people that they might come across in the future (Babalola et al., 2018). However, they have to make arrangements for dealing with this problem rather than paying more attention to one single tough customer.

Seek common ground

The best way to solve the workplace conflicts is to make sure that they are working for the common good (Kelman, 2016). In other words, both Joe and Jim have to find out the areas of their common interest. They have to come to a settlement or an agreement with each other so that they can work together. Jim has to understand that Joe is going through a tough time and the needs some changes in his shift timings. On the other hand, Joe has to understand that Jim has been honoring his need but at the same time, he is also answerable to his superiors (McCarter et al., 2016).

Models for conflict resolution

Jim can use the competitive mode (Thomas-Kilman Conflict Mode Instrument: TKI model) in order to solve this workplace conflict. As he has power and a position, he has to make sure that none of his employees are suffering in silence. He needs to put forward collaborative or joint efforts so that he can take the right decision during times of emergency. He might arrange for some group meeting or board meetings where he can highlight the issue being faced by Joe. He can take the decision that will neither hamper the customer service rendered by the office nor harm Joe in any way.

The compromising mode can also be used by Jim, Joe, June and also Betsy. Joe and Jim have to understand the needs of each other and have to work mutually (Cohen-Chen et al., 2014). Joe has to somehow balance his night class and his office. On the other hand, Jim has to five some time so that Joe can recruit someone apt for the position of the team leader. On the other hand, he might also arrange for some backup plan like appointing some assistants who will be taking charge of Joe’s work when he is on a short leave for his classes, exams or his family. Betsy and June have to realize that Joe cannot afford to stay back at home to take care of them as he is really struggling. Moreover, he is not even caring about his own health and is taking up huge stress for the wellbeing of his family. So, everyone has to give up something or make some sacrifices for coming to a mutual; decision and resolving the conflicts.

References

Wallensteen, P. (2015). Understanding conflict resolution. Sage.

Singer, L. (2018). Settling disputes: Conflict resolution in business, families, and the legal system. Routledge.

Babalola, M. T., Stouten, J., Euwema, M. C., & Ovadje, F. (2018). The relation between ethical leadership and workplace conflicts: The mediating role of employee resolution efficacy. Journal of Management, 44(5), 2037-2063.

Kelman, H. C. (2016). The Problem-Solving Workshop in conflict resolution (1972). In Resolving Deep-Rooted Conflicts (pp. 101-130). Routledge.

McCarter, M. W., Wade-Benzoni, K. A., Fudge Kamal, D., Bang, H. M., Hyde, S., & Maredia, R. (2016). Models of Conflict in Management: A Literature Review.

Cohen-Chen, S., Halperin, E., Crisp, R. J., & Gross, J. J. (2014). Hope in the Middle East: Malleability beliefs, hope, and the willingness to compromise for peace. Social Psychological and Personality Science, 5(1), 67-75.