In chapter 13, we learnt various types of conflicts and their resolution techniques. Conflicts are problems which affect the relationships of people as well as their effective working. Problem solving is an approach used to solve some of the conflicts that affect people. There are different types of conflict resolutions.
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ORGANIZATIONAL BEHAVIOUR SCHOOL OF BUSINESS ASSIGNMENT COVER SHEET STUDENT DETAILS Student name:Student ID number: UNIT AND TUTORIAL DETAILS Unit name:Unit number: Tutorial group:Tutorial day and time: Lecturer or Tutor name: ASSIGNMENT DETAILS Title:REFLECTION PART 2: THE GROUP Length:Due date:Date submitted: Home campus (where you are enrolled): DECLARATION ☐I hold a copy of this assignment if the original is lost or damaged. ☐ I hereby certify that no part of this assignment or product has been copied from any other student’s work or from any other source except where due acknowledgement is made in the assignment. ☐ I hereby certify that no part of this assignment or product has been submitted by me in another (previous or current) assessment, except where appropriately referenced, and with prior permission from the Lecturer / Tutor / Unit Coordinator for this unit. 1of7
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ORGANIZATIONAL BEHAVIOUR ☐ No part of the assignment/product has been written/produced for me by any other person except where collaboration has been authorised by the Lecturer / Tutor /Unit Coordinator concerned. ☐ I am aware that this work will be reproduced andsubmitted to plagiarism detection software programs for the purpose of detecting possible plagiarism(which may retain a copy on its database for future plagiarism checking). Student’s signature: Note:An examiner or lecturer / tutor has the right to not mark this assignment if the above declaration has not been signed. 2of7
ORGANIZATIONAL BEHAVIOUR REFLECTION PART 2: THE GROUP Type your responses in the boxes below: Summary In chapter 13, we learnt various types of conflicts and their resolution techniques. Conflicts are problems which affect the relationships of people as well as their effective working. Problem solving is an approach used to solve some of the conflicts that affect people. There are different types of conflict resolutions. When problems are solved at the earlier stages, it gives a better solution. However, the people afflicted should be free to find solutions to what is affecting their relationships. And conflict has three key elements which include a compelling feeling, speaking possibility, as well as high level of uncertainty (Bradley et al. 2012, 87). Emotional StateConflicts are emotional in many cases. The consequences associated with conflicts can be severe affecting people, even those who are innocent. Some people bring up issues for discussion with a lot of emotions. Even though conflicts appeal to emotions, there is a need for sobriety when solving them. One must be free to speak out what he actual problem is. Some of the consequences of a conflict may bring fear or affliction to an individual. Solving any conflict is effective when people use a team approach in case individuals have failed to agree (Tjosvold, 2006. 121). The compelling feeling should help people to come together and solve conflicts as a group. 2of7
ORGANIZATIONAL BEHAVIOUR Evaluation When managers are managing conflicts, they should ensure that they are pursuing the right course. Any stake taken should be adequate to cause a necessary disruption. Also, one should have the focus on the conflict resolution methodology. Through this structure, it is easy to evade the blame game. To solve any conflict, it should be tied to some of the fundamental values that govern people or relationships. People should not focus on winning or losing a conflict, but, instead, they should look at ways of solving the conflict. Disagreement is common in any company when trying to solve a conflict (Ramsbotham, et al. 2011, 55). However, it should be analysed on its potential to lead to an alternative solution. Analysis Conflicts are real in the current world. CEOs and other employees are likely to encounter conflicts which tend to threaten their relationships. A company dropping its old ways of doing things and adopting a new one is likely to get into a conflict. Conat encountered a conflict in his attempts t bring change as the new CEO. His aim was to bring transformation that could help the company grow and be among the best in the Fortune 500. The competitive ideas opened a conflict which was hard to solve. However, the application of the conflict resolution principles helped this company to solve these challenges that affected its transformation agenda (Joni and Beyer 2009, 18). 3of7
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ORGANIZATIONAL BEHAVIOUR Conclusions & Recommendations Any conflict is likely to affect future relations. Thus, the approach and the attentiongiventoaconflictdeterminethereliabilityofitssolution (Deutsch, et al. 2011, 44). Manages should take the central position in offering lasting solutions to internal and other organizational conflicts. Where people are coming from diverse cultures, they are likely to have different opinions and ways of doing things. However, when a group comes together, they form values which govern their relationships. Winning or losing a conflict should not be seen as the main target. However, those people with conflict interests or ideas should be sorted out in a manner that promotes equality and satisfaction. Through this process it is easy to avoid further conflicts. 4of7
ORGANIZATIONAL BEHAVIOUR References Bradley, BH, Postlewaite, BP, Klotz, AC, Hamdani MR & Brown KG 2012 ‘Reaping the benefits of task conflict in teams: the critical role of team psychological safety climate’,Journal of Applied Psychology, vol. 97, no. 1, pp. 151– 8 viewed 1 January 2018, EBSCOhostdatabase. Deutsch, M., Coleman, P.T. and Marcus, E.C. eds., 2011.The handbook of conflict resolution: Theory and practice. John Wiley & Sons. Joni, SA & Beyer, D 2009, 'How to pick a good fight',Harvard Business Review, vol. 87, no. 12, pp. 48- 57, Business Source Complete, viewed 1 January 2018, EBSCOhostdatabase. Ramsbotham, O., Miall, H. and Woodhouse, T., 2011.Contemporary conflict resolution. Polity. Tjosvold, D 2006, ‘Defining conflict and making choices about its management: lighting the dark side of organizational life’,International Journal of Conflict Management, vol. 17, no. 2, pp. 87–95, ProQuest Central database, DOI 10.1108/10444060610736585. 5of7