Conflict Management Analysis: Nick's Case and Workplace Conflicts

This report delves into the complexities of workplace conflict, beginning with an introduction that highlights the prevalence of disagreements in professional settings and emphasizes the importance of conflict resolution for organizational success. It presents two tools—the Conflict Wheel and the Conflict Tree—to analyze the root causes of conflict, specifically within the context of a case study involving an employee named Nick at the National Recreational Agency. The report evaluates the causes of conflict through the lenses of the "Goals and Conflicts" and "Power and Conflict" perspectives, providing a balanced analysis of the positive and negative influences. Furthermore, it explores conflict prevention strategies by applying the Thomas-Kilmann Model, outlining how Nick could have prevented and managed conflicts. The report concludes with an objective restatement of the thesis, reinforcing the significance of effective conflict management in fostering a harmonious and productive work environment. The report provides a comprehensive overview of conflict management theories and their practical application.

Running head: CONFLICT MANAGEMENT
Conflict Management
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Introduction
Individuals tend to spend their time in the workplaces as compared to the time they spend
at their homes. Conflict may arise at places of work, but they should be ignored; instead, they
should be solved. Conflict assessment at places of work is necessary to ensure that members live
at peace and harmony. Peace at workplaces promotes the success of the organization and also,
the achievement of goals and the objectives of the organization (Jenaibi, 2017). Conflicts that
might occur might be caused by a lack of communication amongst the staff and the roles of the
employees. Conflicts that arise at places of work is mainly dependent on the hierarchy of
authority of the members that are involved in that particular organization. The communication
may be either indirect or direct, depending on the parties that are involved. Direct
communication involves making direct communication by use of emails with those in authority.
Direct communication can also bring about conflicts, but they should be assessed and solved
appropriately and in accordance with the rules of that particular organization. Indirect
communication involves the sending and receiving of messages from one employee to another
via the use of the third party (Currie et al., 2017). Communication can place of work can be the
sources of conflicts in both hierarchy and flat organization. Conflicts issues have been shared at
the job, and therefore, the organization concerned should develop various techniques of solving
them whenever they arise.
This paper is written to analyze various conflict that arises in places of work, to explain
the causes of the disagreements at work and even, the possible solutions that can be applied in
workplaces to solve conflict when they emerge. Also, this paper is written to explain the conflict
tools and theories that can be used in the explanation of the case of Nick to solve the conflicts
that he experiences at work.

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Tools Used to Analyze the Causes of Conflicts
Conflict Wheel
This tool is used in assessing the cause the conflict. It provides with the overview of the
disagreement issue. Also, it reveals the components that are involved in the conflict. The causes
and the components are both identified and united to make the wheel move, that is, smooth
running of the operations.
Conflict wheel can be applied our case study to analyze the cause of the conflicts. For
example, the cause of the conflicts in the National Recreational Agency is caused by neglecting
of the responsibility by those in top management. For example, Nick was referred to the
Assistant Manager for any consultations on his role, but the assistant manager was not available
for assistance (Mott & Megdal, 2016). Another cause of the conflicts is the fact that those in top
management do not know privately correct the employees. For instance, Assistant manager
corrected Nick in front of the client on his delays at the workplace. This was after the issue was
raised by one of the customers. The dynamics experienced at work also was the cause of the
conflicts. For example, it reached a point the other staff did not communicate to Nick due to the
raising of the proposal at work.
Conflicts Tree
This tool is used in assessing the causes of the conflicts by looking at the structural
makeup of the tree from the root to the leaves. The trees represent conflicts that are experienced
in workplaces — the action of the tree shedding its leaves how that conflict is dynamic and can
be changed.

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This tools can, however, be applied in our case study to explain that the root is firm and
should ensure the nourishment of the leaves. This can be explained that the management should
solve the issue of the members whenever they are raised, but our case study, the management did
not solve or consider the proposal of (Nick, 2016). The shedding of the leaves of the conflicts
tree can be explained as the effects of the conflicts when they are not solved. For example, Nick
later resigned from the job due to lack of consideration of the methods of resolving the conflicts.
Another cause of the conflicts is the structural factor of a tree such as withering or turning yellow
of a tree. This can be applied in our case study, whereby the poor performance of the
organization causes conflicts. For example, the assistant manager could not help Nick when the
customers had flooded, and this led to delay and later conflict.
Causes of Conflicts
There are both positive and negative causes of conflicts in an organization. For instance,
the model of the goals and conflict is an example of the positive explanation of the causes of the
conflict in our case study, and the perspective of the power and conflicts is an example of a
negative cause of the conflicts.
Goals and Conflicts Perspective.
Conflicts can be caused by the fact that each individual wants to achieve certain goals in
life. In the case of our case study, this perspective of the goals and conflicts can be applied in
explaining the cause of the conflicts at the organization. For example, the fact that Nick wants to
play his role in the organization is the cause of conflicts (Kasser,2016). Nick is determined in the
achievement of the organization goals, and this is which lead him to conflicts. In our case study,
Nick is aiming at performing exemplary at work, and this causes the colleagues do not
communicate to him.

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Another cause of the conflicts is the fact that Nick wants to achieve the goals of the
organization, and thus writing a proposal to the manager leads to conflicts with the assistant
manager. Besides, the cause of the conflict arises when Nick is exploited for the achievement of
the goals of the organization. For example, the assistant manager could not help in handling the
increasing number of customers. Instead, she sat at her. She even listened and warned Nick on
his slow nature in the performance of work.
Power and Conflict
Power is the potential of causing conflicts in most organization. For instance, in our case
study of the National Recreational Agency, those in power are the causes of the conflicts. For
instance, it was observed that some of the workers at the same level as Nick worked for a few
hours as compared to Nick, and this is due to the poor management system. Also, conflicts are
caused by those individuals in power because they did not listen to the workers. For example, the
proposal written by Nick was not considered, and this made the conflicting situation worse. Also,
another cause of the conflict due to power was reflected in the front office (Brooks & Wohlforth,
2015). It happened that Nick was serving the increasing number of the customer and after an
issue was given by one of the clients, the assistant walked in immediately and gave warning to
Nick at the eyes of the customer. The presence of power by the management made Nick to no
longer handle the conflicts, and his resignation followed this.
Strategies Used in Solving Conflicts
Suppose that I was Nick in the case study, I would use the Thomas-Kilmann model in
preventing the conflicts that I will face in the organization. This model consists of five strategies
for managing conflicts that might arise. They include: avoiding, compromising, collaborating,
competing, and even accommodating of the issues that might arise in the organization. For

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example, I would use the avoidance strategy to make sure that conflicts do not arise. For
instance, I would manage conflicts by avoiding bad response to the assistant manager. The
assistant manager, despite complaining and approaching me while at work concerning the issue
of the delay of the customers and about taking notes on the delay (Goode & Wolf, 2019). I would
instead be calm and continue serving the customers at the front office appropriately, thus
preventing conflicts. Also, I would avoid gossiping the other employees on the action of the
assistant, thus further reducing the chances of the conflicts happening.
Also, I would consider using the competing strategy of the Thomas-Kilmann model. I
would not compete with any employees, especially the employee who is at the same level as me.
Instead, I will compete in achieving the goals of the organization and even my goals. This will
lead to a lack of interest of other individuals and lead to concentration in my roles at work, thus
preventing conflicts. Also, I would use the compromising technique in preventing and managing
the conflicts that might arise. For instance, by minding the interest of the customers and mine
too, I would perform my role assigned by the management to ensure the satisfaction of the
customers, and I included.
Accommodating strategy is another essential strategy that I can apply to prevent the
emergence of the conflicts in the organization (Koley & Rao, 2018). For example, I will be more
concerned with the achievement of the goals of the organization and even the interest of the
customers at the workplace as compared to my interest. This makes me concentrate on the work
rather than personal interests. Also, I would consider collaborating with the other employees in
the organization for the achievement of the goals.

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Thomas-Kilmann Model
` Thomas and Kilmann developed this model. This model consists of five different ways
that can be used in preventing and also managing the conflicts whenever they arise. This five.
This model was an expansion of the early knowledge of the first researchers. Thomas and
Kilmann felt that the early model had lacked the psychological basis of identifying various styles
of managing conflicts (Rahim, 2017). The strategies identified in solving conflicts in this model
included avoiding, accommodating, collaborating, compromising, and competing.
Avoiding a style of solving conflicts involves the action of lacking concern interest of the
other members who are in the organization — also, it the development of the interest in oneself
and leaving other individuals. The style of preventing conflicts in the organization is, however,
associated with various advantages and disadvantages. This style is not the best in solving the
conflicts that arise in an organization. It is associated with advantages such as it reduces the
chances of interaction among employees. Besides, it is associated with disadvantage such as
complexion of an issue due to lack of communication and acts of avoiding each other.
Competing is another that involves the individuals in the organization is concerned with
only their goals and interest of the organization over their employee's interest. The competing
technique is important in achieving solving of the conflicts and also solving them through the
achievement of the organization objectives, the advantage associated with this method is that
considers the aims of the organization over other party needs (Riasi & Asadzadeh, 2015).
Compromising is another method that involves both members in an organization showing being
concerned with each party interest. By doing this, the conflicts are managed and prevented easily
by making consideration of the benefits that each individual will receive. The advantage
associated with this style is the prevention of the escalation of the conflict.

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Accommodating is yet another style that involves under consideration of an individual
needs while having a higher consideration of the other members. This prevents conflicts by
making consideration of the activities that are relevant to others as compared to oneself. By
doing this, the conflicts that might arise from the interaction with other colleagues in the
organization are highly avoided. Besides, collaborating is another important style in this model
that is applied in solving and preventing conflicts. This style involves the cooperation of both
parties towards the achievements of the goals of the organization.
Conclusion
Conflicts is one of the issues that arise in places of work. Each organization should,
therefore, consider the causes of conflicts and assess the relevant strategies that can be used in
resolving conflicts (Hershcovis, Reich & Niven, 2015). Some of the examples of the causes of
conflicts in the organization include lack of communication, poor management, misuse of power,
among other causes. Conflicts should, however, be prevented using means such as collaboration,
avoidance, among other styles to ensure the smooth running of the organization's operations.

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