Name: Course: Institution: Instructor: Date: Case summary Every successful management is dependent on the ability to effectively and efficiently manage conflicts. Conflict resolution comprises of hands-on information for efficient communicating with workers, understanding and using organizational politics and disciplining and even terminating employee’s contracts and much more…
The subject of conflict resolution is and will always remain vital despite the organizational philosophy adopted for mediating worker-worker relationship (Daniel, 2001). Furthermore, because of increased global competition and attendant demand to increase profitability by reducing the bottom line; it is a fact worth noting that conflict in the modern workplace is more than ever likely to be attributable to both in-fighting over limited resources bases within and between firm units and lessened opportunities for stable employment(Daniel, 2001). In writing about conflict resolution, Daniel discussed about three conflict resolution theories which include: power contests, rights contest and interest reconciliation. In this paper, the main focus will be on interest reconciliation as a way of resolving conflict. In trying to understand ways for resolving conflict, the paper will use the 1926 United Kingdom general strike as an example. Discussion Interest reconciliation, according to Daniel, is one of the best methods for solving either personally or at organizational level. The interest reconciliation theory involves a crucial step of recognizing potential for conflict of interest. In many instances, effective conflict resolution can make a difference between negative and positive outcomes (Daniel, 2001). The following is some viable steps that arise from interest reconciliation as a way of resolving conflict, as lifted from the works of Daniel (2001). This mostly applies to organization or government institutions as the case of 1926 UK conflict. Develop a clear policy on disclosure, so that all the stakeholders know what outside interest must be divulged. This is necessary because sometimes affected parties might have not recognized the conflict or did not reveal it in good time. Distribute this information or policy to each and every that is affected by the conflict either directly or indirectly. This will make the information available to the world at large. Keep the policy proportionate. For example, it may arise that a person who has a conflicting interest should just dislodge himself from a decision-making process or a particular meeting. The next step is to develop a clear policy that will handle the situation by ensuring that a person does not disclose conflicting interest. The 1926 UK general strike was a general strike that lasted nine days. It was a conflict between general council of the Trade Union Congress (TUC) and the British government. The main area of conflict was the demand by the TUC to force the government to prevent the wage reduction and worsening conditions for 800,000 locked-out coal miners. The workers maintained resistance for a few months before their own economic demands forced them to go back to the mines. On May 1926, the trade union congress announced that the strike was called off after a return to work formula was developed between them and the British government. This was after thorough consultation with the concerned parties and after some interest has been satisfied. As can be noted, the above example is true description of how interest reconciliation can be used to resolve conflicts. Both the TUC and the British government had different interest at first. However, with the emergence of conflict, they were forced to reconcile their ...
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This identifies the significance of conflict resolution. In this paper, I review a work related situation that involved a conflict, explore the scope of the conflict, its resolution approach, and an alternative resolution approach. Overview of the situation Organizations realize conflicts in different forms and at different levels.
It will also strive to compare other scholarly work in relation to conflict resolution and management while highlighting on some of the possible techniques used in conflict resolution at work places. Introduction Conflict resolution can be defined as the process through which disputes between individuals are solved.
This dispute resolution process will be carried out peacefully and in a quiet place where each party will feel comfortable and secure. The secrecy of the parties involved will be guaranteed. Each person will have time to express their concerns amicably, look for a common ground that both of them can agree on; create a future resolution other than concentrating on the history.
The two important situations in conflict resolution are such a) peer to peer and b) employee-supervisor where HR is involved. These techniques are used at my workplace and I find them working well with small problems here and there.
Peer to Peer is the technique where if two employees come forth with an issue, the supervisor would listen to each of them separately and then decide what actions must be taken.
ch as downsizing, staffing shortages, problem in retaining efficient staff etc., must hence be skillfully avoided by the management (Kovner & Neuhauser, 2004). Hence it is of utmost significance for the management to participate and seek active involvement with the issues and
Conflict is an unhealthy practice capable of undermining and compromising the nursing profession. It may involve a state of power struggle at the workplace. Efficiently managed conflict by the nurses leads to personal and organizational growth; this forms a positive
Every organization's desire remains to minimize any instances of conflict within the organization as a means of establishing a peaceful coexistence. Organizational conflict refers to the state of discord within an organization occurring because of actual or perceived opposition of needs, interests, and work within an organization.
The elements of conflict resolution and peacemaking are well outlined in the article. They include the aspect of being neutral and working for a mutual benefit from a common ground. Finally, conflict resolution can be achieved through the elements stated above and peace can prevail.
In the event of a conflict, there results a state of turmoil that destructs the working relationship of people or an organization. The causes of conflict could range from a multivariate of factors including economic as well as social differences.
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