Leadership and Management: Conflict Resolution Strategies Assignment

This assignment addresses key aspects of conflict management within an organizational setting. It begins by examining the importance of respect and integrity in fostering a positive work environment, emphasizing the role of managers in promoting trust and encouraging team-building activities. The assignment then delves into the sources of conflict, such as interpersonal relationships and lack of appreciation, and explores various conflict resolution strategies, including avoidance and compromise. A specific scenario is analyzed, outlining the expression, solution, and consequences of a conflict situation. The assignment also highlights constructive conflict in the context of a recruiting team meeting. Finally, it touches upon performance management and development processes, stressing the alignment of workforce competencies with organizational goals. The assignment is well-structured, providing a clear understanding of conflict resolution and management principles.

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Management

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Table of Contents
Question 1........................................................................................................................................3
Question 2........................................................................................................................................3
Question 3........................................................................................................................................3
Question 4........................................................................................................................................3
Question 5........................................................................................................................................4
Question 6........................................................................................................................................4
Reference List..................................................................................................................................5

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Question 1
1. The culture of respect and integrity within an organization is creating an environment
where employees need to address self-respect, relationship respect and organizational
respect (Vaduva, Alistar, Thomas, Lupiţu and Neagoie, 2016).
2. As a manager, I would endorse the Code of Conduct and help my team by developing the
culture of trust and respect. Though employee engagement is a huge challenge to tackle, I
would encourage my team to participate in diverse team building activities and inculcate
respect towards each other. It will help them to develop a courteous behavior and value
the diversity within the organization.
Question 2
Conflict is normal in any team but have a detrimental effect which needs the manager’s attention
and be aware of the potential sources of conflict within a work environment (Chisholm and
Smith, 2016). Interpersonal relationships is one of the sources of conflict as a team comprises of
people of different personalities and there lies a possibility of conflict in their ideologies. Lack of
courtesy and appreciation for the work done can lead to conflicting situations. Often office
gossips serve as a catalyst for deteriorating relationships of team members.
Question 3
Conflicts in a team can arise due to difference in ideologies and difference in culture. This might
generate a poor management, breakdown in trust and loss in productivity. Often organizations
opt for strategies to deal with the conflicting situations before the situations escalate beyond
repair. Avoidance is one of those strategies where ignoring or delaying the conflict leads to
resolve the problem without even confronting it (Moore, 2014). The compromising strategy can
be suitable for resolving a conflict as the people listen and negotiate with each other to reach to a
solution peacefully.
Question 4
Description- Tim is a member of the team but undermining my knowledge in front of rest of the
team does not reflect a good professional attitude. Tim makes me feel that I am not
understanding the technicalities of a situation and I do not have the capacity to understand it.

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Expression- It is an obvious reaction from me to feel I am not capable to be the team’s manager.
This makes me uncomfortable to deal with the technical nature of the work.
Solution- I believe Tim and me can have a discussion on understanding the issues he has been
facing and talk about it before the start of the meeting. This will give both of us to present our
viewpoints in the meeting without creating a conflict.
Consequence- In a way of discussing things rather than bringing the conflict in front of other
team members, it will keep my dignity in the meeting and Tim can also present his points. This
should resemble that we both are in good professional terms.
Question 5
I am a member of the recruiting team in my organization. Recently, a meeting was held with the
entire team along with the department heads of marketing, sales and finance. The meeting was
conducted to decide on the suitable candidates that should be hired in the respective departments.
The meeting gave an opportunity of the department heads to keep their requirements in front of
the recruiting team. This helped to create a situation of constructive conflict.
Question 6
As per the opinion given by others, Performance management and development process states
that performance management is a shared knowledge and understanding about individual
contribution towards organizational goal (Mone and London, 2018). The effectiveness of
performance and development process focuses on aligning the workforce, developing their
competencies, and improving the performance of employees to procure better results.

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Reference List
Chisholm, M. and Smith, D.M. eds., 2016. Shared space: divided space: essays on conflict and
territorial organization. 5th ed. Abingdon: Routledge.
Mone, E.M. and London, M., 2018. Employee engagement through effective performance
management: A practical guide for managers. 2nd ed. Abingdon: Routledge.
Moore, C.W., 2014. The mediation process: Practical strategies for resolving conflict. 6th ed.
New York: John Wiley & Sons.
Vaduva, S., Alistar, V.T., Thomas, A.R., Lupiţu, C.D. and Neagoie, D.S., 2016. Moral
leadership in business: towards a business culture of integrity. 3rd ed. Switzerland: Springer.