Resolving conflicts, people usually go through four stages. The fourth stage of the conflict resolution process is the stage of enacting the best story related to the experienced problematic situation. Thus, during this stage, people try to resolve the conflict according to the most effective and appropriate variant.
At this stage, people should successfully use the communication skills and focus on confrontation, confirmation, and comprehension (Jones, 2013). The importance of confrontation, confirmation, and comprehension can be discussed with references to the case of Trayvon Martin and George Zimmerman.
The conflict between Trayvon Martin and George Zimmerman could be resolved successfully. It is important to note that confrontation, confirmation, and comprehension are successful techniques to make the opposing parties to see the situation from the other perspective and find the peaceful way to resolve the developed conflict. Several variants are discussed as the causes for shooting Trayvon Martin by George Zimmerman.
The first trigger is the racial biases against Trayvon Martin. One more variant is the violent attack of George Zimmerman by Trayvon Martin which made the young man to protect himself and shoot the aggressor (Trayvon Martin Case (George Zimmerman), 2013). The case is not resolved, and it is possible to focus on the role of confrontation, confirmation, and comprehension in resolving the conflict with references to the supposed scenarios.
Confrontation is the technique to resolve the problematic situation and overcome communication problems when a person focuses on the fact that there is incongruence between the words and behavior of the opposing party. Pointing out this incongruence, the party pays attention to the persons possible unwillingness to resolve the conflict peacefully.
Thus, suspecting Trayvon Martin as the person whose actions can be potentially threatening for the neighborhoods, George Zimmerman could focus on the opposition between Martins words and possible aggressive actions (Jones, 2008). The responsibilities of the neighborhood watchman provided Zimmerman with the opportunities to start the dialogue with Martin and use the technique of confrontation in order to conclude about potential risks for the community.
Using the technique of confirmation, Martin and Zimmerman could resolve their conflict successfully because of concentrating on avoiding the misperceptions and misunderstandings associated with the young mens behaviors. To avoid the situation of following Martin by Zimmerman, it was necessary to begin the conversation.
Giving the necessary information on their actions and intentions, Martin and Zimmerman could predict the development of the conflict. Confirmation along with clarifying the intentions is important to reduce the level of tension between the opposing parties.
The concept of comprehension can also be actively applied to the conflict between Martin and Zimmerman. Thus, Zimmerman followed Martin because he discussed the young man as a suspect. This discussion of any person contributes to developing the conflict that is why it was necessary for Martin and Zimmerman to communicate with each other. Martin and Zimmerman had no opportunities to develop an effective dialogue and realize the necessary comprehension.
To achieve the understanding in the conflict situation, both the parties should listen attentively to each other, controlling their aggressive intentions and preventing misunderstandings. Moreover, the concept of comprehension is this case is closely associated with reflection and the adequate response to the problem (Jones, 2013). The active dialogue between the parties could contribute to resolving the conflict peacefully without using the uncontrolled physical force.
From this point, there were chances to resolve the conflict according to the four stages of the conflict resolution strategy and with references to the concepts of confrontation, confirmation, and comprehension.
References
Jones, T. (2008). Conflict coaching: Conflict management strategies and skills for the individual. USA: SAGE Publications.
Jones, T. (2013). Conflict coaching. Web.
Trayvon Martin Case (George Zimmerman). (2013). Web.
Conflict resolution is an important aspect of life that must be used to mediate the situation and find ways that will help people determine the correct path of action. It is a preventative measure and is often used in a stressful and possibly, violent situation. The case of Trayvon Martin vs. George Zimmerman is an example of the time where the application of the conflict resolution theory would be very acceptable and needed.
Trayvon Martin was shot by George Zimmerman and both sides of the story have credible facts. From one point it is possible to see the emotions that Trayvon Martin was going through when he felt that he was being followed. George Zimmerman was a person designated to keep the streets safe, so when he happened to be in a stressful situation, he felt it was his responsibility to act (Trayvon Martin Case (George Zimmerman), 2013). Conflict resolution theory offers several possible avenues that could have been taken.
The first stage would focus on a mediating conversation that would establish the atmosphere and the situation. In this case, both men could have controlled their anger, stress and fear in order to talk to each other in a calm and reasonable manner. Then, they would each state their reasons and discover what they have to say about the situation.
Trayvon Martin would explain that the reason he is shouting is because he is upset with something or is concerned why he is being followed by the watchman. George Zimmerman would give his reasons as to why he thought the situation was suspicious and what must be done to alleviate the stress, as he was older and more experienced (Jones, 2013).
The next stage would deal with the emotions and positions of authority that each person had in this instance. Because they were both very excited, physically and emotionally, it is easy to see why the situation spun out of control very quickly.
When one person is being provoked and the other tries to defend or vice versa, people lose all communication and understanding in the process, as everyone must take a defensive or offensive stance. This is very true of every person because when someone is blaming the other, the person is forced to explain themselves, and if it is done in an aggressive manner, they will be feeling angry and the need to push back and respond in an elevated tone (Jones, 2013).
In the final stages of the conflict resolution both parties would sum up the major points, identify the necessary moments that are key to resolving the conflict and find ways to deal with the situation. The end stage will implement the resolution to life and people will try to act out how they would behave in a proper manner.
It is unfortunate that in this case there was no chance to talk through and find different ways of dealing with the situation. The fact that two men had a chance to talk but no one did and the conflict led to shooting and fighting on the ground, shows that the conflict was managed aggressively. It has been speculated that evidence given was controversial and unclear, so this played a part in the case as well (Ford, 2013).
Overall, it is much better to prevent and resolve conflicts than deal with the consequences. Very often, there is much misunderstanding and it would be easy to avoid with communication and respect to others.
Cultural expressions are main identifiers of any ethnic group for they give communities their real identities as concerns specific communities fears, values and strengths. In addition, these cultural expressions determine how communities perceive other communities with differing cultures hence, forming the foundation of a groups understanding of other communities motives and dealings.
It is important o note here that, primarily these forms of expressions are main inhibitors or accelerators of ethnic conflicts because all communities are in a struggle to receive recognition from any community they get in contact with (Ross, 2007, pp. 3-5).
Currently globally, the human race faces many threats due to many differences that are arising in most societies. Most of these differences are political, social or cultural driven. Depending on an individuals background many factors arise for example ethnocentrism, religious extremism, doubt and prejudice, hence leading to escalation of war among different communities.
In addition, currently the main contributor of the rapidly increasing rate of war between communities is lack of proper mechanisms of forecasting, managing, and dealing with any conflicts that are likely to arise between communities.
It is important to also note that ethnic conflicts not only pose dangers to national security, but also they pose great threats to global security, a factor compounded by ideological differences among different global communities (Saha, 2006 , pp.172-174). A good example is the Sunni and Shiite war that has caused a great deal of havoc not only among the Muslim community but also to the global peace.
This is because these two communities have differing ideological views, hence the struggle for cultural identity and recognition. In addition, in many ways many other international communities have greatly contributed to this ethnic conflict, because of the divided nature of support they accord these two communities (Horowitz, 2000, pp. 1-4).
The Sunni and the Shiite are the two main Islamic groups, although the Sunnis are many as compared to the Shiite population. Majority of the Shiite Muslims follow the Twelver culture, a factor that differentiates them from Sunnis who have many differentiated cultural orientations, depending on their location globally.
Although these differentiations occur between these two factions, same religious beliefs direct their daily lives although some few ideological differences exist. For example, the Sunni believe that the Shiite accord Ali and Islam more power, something they are supposed to accord Hussein. This and many other factors are main contributors to the escalating cultural conflict between these two communities as each struggle to receive recognition both nationally and in internationally (Fay, 2009, pp. 1-2).
These two groups broke ranks almost immediately after Prophet Mohammeds demise. Because the two groups wanted recognition, they started fighting on who was to inherit the Islams leadership powers. Previously these religious groups had leaders who belonged to the Caliph group; a group that had no ties with the prophet. Due to these ideological differences, war erupted between these groups leading to the death of many caliphs, a factor that increased the division.
This is because after the third death the Shiites isolated themselves, hence supporting Ali to take the religions leadership a factor that contradicted with Sunnis belief that the rightful inheritor of the leadership was Abu Bakr; someone they perceived as the apt successor. In addition, due to varying ideological differences on the succession mechanism of the leadership cause even more divisions because the Shiites s believed Alis family being the royal family, his descendants were to take over leadership.
The Sunnis opposed this because they believed that, application of agreement was the only way of solving the leadership dilemma. Owing to their majority in number, the fight for recognition made the Sunnis to want to take precedence in anything that concerns the Islamic religion, something that has caused a great bloodshed because the Shiites also want to rule (Boeree, 2009, p.1).
This two communitys orientation of the Islamic beliefs to is some extent different, hence, leading to many arguments on what in reality the Islamic religion entails. The Sunnis perceive the Shiites as internal fighters, in that their main aim is to defeat the Sunnis instead of the ensuring the Islamic culture spreads through the world.
On the other hand, because the Shiites believe they are the true inheritors of the Muslim kingdom, egocentrism act as their main driving force with the notion that; if they force their values to all Islamic believers, then the religion is bound to spread globally. This forms a major cause of the escalating wars because one the Sunnis believe in many ways the Shiites violate Muhammads wisdom, something that forms the foundation of their existence.
In any society, laws are the main determinant of any values that members of that community embrace. The case is the same with Islam, a religion that believes in various schools of laws. There exist clear differences on the emphasis these two factions accord these schools of law. The Sunnis doctrines strictly adhere to provisions in these schools of law, hence making its ruling structure more flexible; a fact that accords the state more control power as compared to religious leaderships.
This is contrary to the Shiites power structures, which accord the Imams (Muslim leaders) power to dictate or take the overall decision-making position. This two groups lack mechanisms of settling their religious differences because each want to rule by overthrowing each other; factor that has caused many deaths and destruction of property resulting from suicide bombers and other fighting mechanisms.
Between these two communities, there exist sects and ethnic groups that have helped to articulate values and norms of their political divide. Examples of these groups include the Assyrian, Kurdish, and the Turkoman. These groups in many ways have influenced the nature of practices these two sides follow. For example, some Shiite sects believe in martyrdom a practice that traces its roots to past conflicts with the Sunnis.
Other groups for example, the Wahhabi follow radical fundamentalism principles, hence lay less emphasis on Islamic holy books. In addition, these groups believes and interpretations of the Koran vary something that has led to a blame game on who is right leading to many conflicts (Fay, 2009, pp.5-7).
The external communities also have had some impacts on the nature of the relationships that exist between these two communities. Currently, these two groups receive varying support from different nations, the primary nation being the United States.
Currently there exist heightened tensions between these two groups, something that the U.S. has contributed a lot to since the onset of attacks on Middle East countries primarily Iraqi. To America, it wanted to instill democracy in many Middle East countries, something that prompted the Islamic community to revolt.
This is because to them America wanted to bring in western values in an Islamic country. In addition, the fact that, most international communities have taken sides on this war makes it worse because the two factions receive varying support from international communities (Fay, 2009, pp. 9-11).
An example is the Kurds; an Iraq ethnic group that whose majority of its member are Sunnis with few Shiites and Yazidi. Because this group is associated with Saddam Hussein, majority of western countries do not support it; primarily the U.S., a factor that has led to continuous divisions between the Shiites and Sunnis, hence the escalating differences (Dodge, 2007, pp. 87-94).
Another country that has influenced the war is Iran. Majority of Iranian civilians and leaders are Shiites, hence it has always influenced its members in whatever country they are to fight and take control of the power structures, a factor whose impact is great as concerns the war between these two communities.
Conclusion
In conclusion, although the conflict between the Sunni and the Shiite seems to be an ethnic war that started long time ago, many external forces have contributed greatly to its development, a factor that many nations fail to recognize. Hence, it is important for all nations to re-examine the nature of support they give different communities, for in many ways it influences the nature of relationships between this communities.
The conflict between whites and blacks is not devoid of social perception, conformity, and social recognition as crucial components. This conflict has been witnessed in countries that have citizens with both white and black origins.
In many countries, such as the United States of America and South Africa, the conflict between the two ethnic groups has been bad, and in some cases has turned out to be ugly with members engaging violently. The conflicts between members of different ethnic groups have been attributed to social class, politics, and old stereotypes as practiced by most people.
The conflicts, sometimes, arise when a group that feels discriminated against in a given political or social field tries to strengthen its position. In the African countries for example, the conflict between whites and blacks are mainly attributed to the fact that whites are known to have colonized most of the nations in the continent. The process of colonization is known to have been characterized by cruel treatment of the African slaves (Turnbull, 1965).
On the other hand, the conflicts in the two American continents originate from the fact that the whites are historically known to have been the slave masters of the blacks. As slave masters, the whites subjected blacks to miserable living conditions. The fact that this happened a long time ago is not a reason strong enough to heal the wounds to enable members of the ethnic communities to live in peace.
There are people in one group who look down upon those in the other group. It is also important to note here that there are those who have developed a feeling of inferiority. This has, in the end, resulted in conflicts that have prompted them to acquire a given level of social status (Shiraev & Levy, 2010).
Conformity in Blacks and Whites
Conformity refers to a state of life in which people are compelled by circumstances around them to change their attitudes, and their general behaviour. This is usually done with the aim of holding onto a given social or group norm. According to Shiaev and Levy (2010), it is a natural human conformity approach for people to develop the need to maintain positive relationships with those around them.
This has a final target of ensuring that the majority are accommodated. Under conformity, it is known that people tend to surmount the obstacles that exist, and which block them from living according to the expectations of the society.
This enables people to live in good graces with other members of the society who are of different ethnic origin. Judgment is usually employed when there is a feeling that failure to change ones natural behavior can result in a non-positive consequence by the members of the other ethnic community.
This explains why, for example, whites tend to practice lifestyles common among the blacks whenever they visit African countries. This involves, among many other aspects, the way their dressing is done.
It has also been witnessed in American politics that certain blacks have rallied behind certain white candidates for elective posts to avoid situations that would be interpreted in ethnic terms. When people embrace such behavior, there is a general reduction in the tension that would otherwise build up between the members of the two different ethnic groups (Verkuyten, 2005).
Relationship between Social Perception and Social Cognition
It can be stated here that social perception is an element that falls under social cognition. Through this element, an individual finds it possible to perceive the manner in which people from other ethnic groups carry out their duties within a given social world. Social cognition refers to the way people interpret, remember, and process information about the world and themselves (Shiraev & Levy, 2010, p. 256).
Through social perception, it is possible for one to understand how the natural world goes together with socialization, and how each one of them affects the other. On the other hand, social cognition refers to the manner in which the perceived information is gathered, stored, and processed.
In order to explain the concept of perception, and enhance a further understanding of cognition, contact hypothesis was formulated. This holds that the negative attitudes that exist between members of any two conflicting groups can be mediated and addressed through contact of the parties in the conflict.
In the conflict between blacks and whites, the greatest social perceptions that fuel the conflict between the two ethnic groups on a daily basis are economy, social status, and politics (Verkuyten, 2005). It is generally believed that politics is responsible for the many economic challenges blacks face, and this is what has fueled the conflicts between the two groups.
Addressing the Social Perceptions
The application of the contact hypothesis as a valid approach in solving the conflicts between blacks and whites has been barred by some of the social perceptions embraced by the conflicting groups.
It is important for governments all over the world to address the problem of economic disparity among members of the two communities, especially the black community. This could be achieved through the government ensuring that all people get access to equal economic opportunities regardless of their race or ethnic origin (Verkuyten, 2005).
It is also important for the political system in countries where such conflicts exist to embrace a unifying approach while doing politics. In the United States for example, the greatest part of the conflict was fueled by the perception that the whites had put in place political measures that would ensure their supremacy over the blacks. This was sometimes evident when measures suggested to enhance equality among the two groups were opposed with the greatest force (Shiraev & Levy, 2010).
Finally, it is important for the class system to be addressed to ensure that there is successful integration of all cultures among the members of the two groups. This can be addressed when children from both communities are encouraged to school together. Through this approach the children grow up with a clear understanding that all people are equal regardless of their race or ethnic origin (Verkuyten, 2005).
Conclusion
For many decades, there has been discord between blacks and whites all over the world. Social perceptions started and propelled by politics have resulted in the hatred that characterizes the relationship between blacks and whites. Social cognition and conformity have been identified as some of the greatest forces that prevent the integration and coming together of the two groups.
Much has been achieved in efforts to reduce the conflict between the two ethnic groups that have, in some instances, engaged in very violent confrontations (Horowitz, 2001). However, it will take several decades for the two communities to engage in full cooperation, integration and trust.
References
Horowitz, D. L. (2001). The Deadly Ethnic Riot. Berkeley: University of California Press.
Shiraev, E. B., & Levy, D. A. (2010). Cross-cultural psychology: Critical thinking and contemporary applications. Boston: Pearson/Allyn Bacon.
Turnbull, C. M. (1965). Wayward Servants: The Two Worlds of the African Pygmies. Garden City, New York: The Natural History Press.
Verkuyten, M. (2005). The Social Psychology of Ethnic Identity: European Monographs in Social Psychology. New York: Psychology Press.
A conflict is a situation in which a divergence exists between the interests, goals, requirements or values of the involved parties (Masters, 2002). Conflict is a recurrent phenomenon in organizations, projects, departments and businesses which makes conflict management systems essential in facilitating and expediting conflict resolution (Pammer, 2003).
Conflict Management Systems generally seek to capture a comprehensive outlook of a situation or issue and are therefore impartial and neutral. Mediation is an optimistic way of adjusting the traditions of employee associations. Mediations capability to find solutions and securely run responsibilities needs careful incorporation since it is a versatile procedure that is used at any phase, from casual encounters to settling disputes between organizational departments and administrators.
Discussion
Conflict in workplaces has large and adverse effects to the organization involved since it can lead to a significant loss of resources such as time and productivity (Costantino, 1996). This makes a conflict management system a necessity in both the public and private sectors. Various organizations have developed strategies and measures of settling disputes as exemplified by Alternative Dispute Resolution (ADR).
In order to design an effective conflict management system, data has to be collected on the type of conflict affecting an organization so as to establish the type of conflict to address given that conflict can be between workers, between administrators or between workers and their employers (Masters, 2002).
After establishing the type of conflict, the organization has to commit itself to developing an integrated conflict management system. Prior to the adaptation of an integrated conflict management system, the organization is required to execute five critical stages (Pammer, 2003).
These stages are: assessment and inquiry, planning and start up, system design, implementation and transition. Assessment and inquiry on the will of the stakeholders to change is the first step that should be undertaken (Masters, 2002). Thereafter responsibility should be assigned to administer the development and implementation of the system. Innovations in the conflict management system, designs and processes relevant to the organization should then be identified.
After the appropriate design of the system has been selected, early communication should be developed through implementation of early training to foster candor and demonstrate cohesion to all members of the organization (Pammer, 2003). The system should be calibrated to ensure that it is aligned with the vision, mission and values of the organization. A strategic approach has to be developed for effective communication by employing an interest-based tone consistent with the initiative.
Finally, training should be provided to all persons whose role involves managing conflict or controlling the workplace environment (Costantino, 1996). The final integrated conflict management system is therefore expected to offer a highly specialized conflict resolution service for deadlock cases, delicate cases or other cases that need immediate attention.
Conclusion
To make sure the system is effective, any adjustment of the system should be constantly monitored and inculcated into the daily activities of the organization (Costantino, 1996). This will assist in checking how effective the system is and also facilitate various innovations on conflict resolution (Pammer, 2003).
The members of an institution should be taught the importance of embracing the conflict management system and also should be informed on the impact of mutual coexistence. This will ensure the workers develop a positive attitude towards the conflict management system and mitigate any opposition or rejection of the system by the workforce.
References
Costantino. C. A., & Merchant. C. S. (1996). Designing conflict management systems. London: Jossey-Bass Publishers.
Masters. M. F. & Albright. R. F. (2002). The complete guide to conflict resolution in the workplace. Boston: Amaco Div American Mgmt Assn.
Pammer. W. J. & Killian. J. (2003). Handbook of Conflict Management. New York, NY: CRC Press.
While striving to achieve success and creativity, the majority of the businesses experience conflict. Conflict cannot be prevented when employees with varying personalities and opinions are working together.
This paper aims at discussing alternative dispute resolutions to solve the conflict between the operations and accounting departments, which was earlier in week six. Mainly, the conflict was as a result of differing status and group objectives. The impact was miscommunication and no communication. The organization had decided to face and solve the conflict using the phased out strategy.
Whether, When, and How to Use Alternative Dispute Resolution
There are high possibilities of using alternative dispute resolution strategies. Particularly, this is after the failure of the strategies that the organization had used. In case the strategies used by the organization are ineffective, take an extremely long period before positive responses are attained, or aggravate the conflict between the operations and accounting department, alternative methods of conflict resolution should be used (Heffernan, 2010). Since conflicts result from varying perceptions, they should be seen as chances for development and improvement.
Competing/ Forcing
The accounting department may decide to firmly pursue its concerns irrespective of the resistance experienced from the operations department. This will involve pushing the accounting departments viewpoint at the expense of the operations stand and withholding firm resistance to the operations department actions (Chris, 2009).
This strategy will be significant since there was a failure in the less forceful strategies used previously. In addition, it is important that the organization comes to a quick resolution, which will terminate aggression and promote unity, collaboration, and positive development in the organization.
Compromising
According to Chris (2009), the organization will search for mutually tolerable and convenient solutions that favor both departments. This strategy will be used for temporarily solving complicated issues and arriving at expedient solutions. It can also be used when forcing and facing the problem are unsuccessful. In addition, the goals may be extremely significant and more involving and assertive approaches may be unnecessary.
Educating the Employees and Stakeholders
There is a need to create awareness among the employees and stakeholders so as to ensure that the system is effective. This will be accomplished through participative education. The employees from the accounting and operations departments and stakeholders will participate.
The first step will involve comprehending the conflict tendencies, emotional triggers, and the departments emotions towards the present conflict (Barling & Cooper, 2008). Second, there will be an assessment to identify what each department assumes about the other. This is attributed to the fact that there may be false assumptions.
Third, each of the departments will be encouraged to be emphatic towards the other. This will be aimed at assessing whether the other department has a point and its priorities. Finally, the interests of the two departments will be identified so as to come to an agreement.
It is worth emphasizing that proficient communication skills will be very vital. They will promote acknowledgement and listening to the views of each of the departments. Moreover, it will be possible to identify priorities, needs, and interest. Every department will also have an opportunity to narrate their story. Every department will be encouraged to stay neutral and not to react to emotions. Heffernan (2010) argue that clarifications are important and they will be made whenever possible.
Introducing the New System
The two departments and stakeholders will meet and the manager will start a discussion on the progress of the previous conflict resolution strategy used. The participants will indicate whether there has been any success. Consequently, the possibility of alternative resolution strategies will be discussed.
References
Barling, J., & Cooper, C. (2008). The SAGE Handbook of Organizational Behaviour. New York: SAGE Publications Ltd.
Chris, A. (2009). Personality and organization; the conflict between system and the individual. New York: Harper & Row.
Broadcast company decided to launch a new project aimed at enhancing the media coverage and improving the quality of transmitting information. According to the managerial stuff, particularly CEO Harrison Gatsby, the company should create a group composed of members from different departments to provide their plans for this program. They believed that the cooperative work of several departments would provide creative ideas and consistency in presenting the project.
However, the project leader, Tom Brown, the marketing managers faced challenges while making decision and coming to an agreement with other members of the project team. The major conflict burst out between Tom Brown and Gregory Fleming, research and development managers.
Both managers did not want to compromise. Hence, Mr. Brown was stand firm on the ground that it is necessary to make a focus on customers demand and market segmentation whereas Mr. Fleming was more concerned with innovation and creativity because this always determines supply and demand.
Three approaches to resolving the conflict situation
To begin with, this intergroup conflict can be resolved through smoothing techniques. In other words, it is necessary to achieve the balance and harmony between the conflicting parties. This can be carried out through reasonable allocation of functions. Mr. Gatsby, therefore, should re-evaluate the established goals and consider other solutions to the existing problems.
On the one hand, such an approach can foster the process of decision making and enhance the success of the project. On the other hand, if the conflict is not serious, there is no necessity for smoothing it because it can contribute to a healthy development of creative and innovative ideas.
A second viable resolution of the conflict can be compromising. It means that either sales manager or research and development manager should yield to some of the principles. For instance, Tom Gatsby should pay attention to innovative ideas proposed by Fleming and take some of them into account if they do not contradict the main scope of the project.
Besides, the sales manager should keep in mind that technological advancement is a key condition for successful media coverage. One the one hand, compromising can trigger other members of the team to express their concerns about the project and, at the same time, they will have an opportunity to consider other members goal. On the other hand, compromising can weaken the authority of project leader who should be the first to analyze the proposals.
Finally, the third resolution to the conflict under consideration is creating an opposing force. In our case, Mr. Gatsby should be more concerned with the project outcomes rather than with personal preferences and ambitions. In particular, the project leader should bear in mind that if the project is not successful, this failure can negatively influence the companys revenues. When focusing on the idea of competition, the group work can be enhanced that will also contribute to the effectiveness of the companys performance.
However, such an incentive can negative influence the cooperation and decision-making because excessive pressure can prevent the congruence of work. What is worse is that the team member can become depressed by the process of working. As a result, the performance can be considerably diminished. In this case, the manager should take care of the process itself and make everything possible to strike the balance between the active work and competitive conditions.
As a body that involves daily interactions of people with different personalities, getting into conflicts is an issue that cannot be avoided. However, managing the conflicts by recognizing them before they affect the parties involved and continuously tracking them is an option that has been proven to enhance a peaceful co-existence within organizations. In addition, not all conflicts are damaging; in fact, monitored conflicts are considered healthy in an organization as they transform the competitiveness to productivity.
In other words, employees are more motivated to question decisions, and seek more information in cases where conflicting parties are involved. In this case, the organization benefits from the competitiveness displayed. Nonetheless, tolerating excessive tensions among employees may result to absenteeism, increased turnovers, poor service provision to clients, increased work-related stress, and consequently, reduced productivity.
In order to enhance a peaceful co-existence and harness the skills of different employees, an organization should have a model that determines how activities are carried out. Moreover, attitude, values, skills and goals should go hand in hand in order to enhance effectiveness in performance. Organizational behavior determines efficiency in performance, and therefore, affects productivity.
By engaging employees in fun activities outside the office, one is able to not only build teamwork spirit, but also ensure that every skill is utilized to achieve the set goals. Also, motivating employees by complimenting their efforts and rewarding them with bonuses encourages them to work more efficiently, and with the right attitude. By the right attitude, it means that employees work harder to benefit the organization so that they benefit from the productivity, and not working harder in order to compete with their colleagues.
In an environment where people are prone to conflicts due to the nature of their jobs, the use of the grievance policy to mange conflicts has never been effective.
This is because the grievance policy takes longer to respond to the complaints made by employees, and as a result, allow conflicts to build up. Also, the grievance policy does not allow the openness that is required to settle differences among employees. This policy only works effectively in cases of sexual harassments or discrimination whereby the complaint has to be reviewed by their superiors.
However, in issues that involves decision making and disparities in ideas pointed out, employees need an instant system that settles their differences. Decision making is a key factor in an organization; therefore, managers ought to consult from wider sources in order to ensure that the decisions made work for the good of the organization. This means that every opinion from the employees counts, and the manager have to weigh them impartially.
With a healthy conflict, there is always a room for creativity and a healthy exchange of ideas. Communication is therefore vital as it ensures the tranquility of the environment where employees openly share ideas without feeling threatened by their colleagues.
Addressing some of the insecurities that build tensions among employees is a strategy that can be used to manage organizational behaviors. Additionally, it enhances learning and implementation of the four model strategy. This involves internal process, system resource, goal attainment, and strategic constituencies.
By following up on this paradigm, there will be reduced conflicts, enhanced participation, and harnessing of skills possessed by every employee. In conclusion, managing conflicts involves diagnosis which determines the root of the conflicts, and intervention which requires laying out solutions that manage disagreements. However, when a conflict builds up to the extent of affecting the organization, arbitration and mediation are always alternatives that can be explored.
Tatum & Eberlin (2008) wrote an article titled The Relationship between Organizational Justice and Conflict Style. The main purpose of the article is to examine the relationships that exist between organizational justice and the concept of conflict management.
To address the purpose of this study, the researchers have clearly designed the study question about whether there is theoretical evidence of the correlation between the two variables and the degree to which this relationship influences the nature of organizational conflict resolution mechanisms (Tatum & Eberlin, 2008).
In their study, the authors extensively undertook a literature review of the concept of organizational justice within the context of organizational setting. Although abundant studies were conducted on the theory of organizational justice, little research has emphasized the interdependence between the two variables. The methodological approach follows a theoretical model. Therefore, the research would require substantive empirical evidence in a bid to confirm its findings (Tatum & Eberlin, 2008).
However, the critical analyses of the previous studies demonstrate a potential statistical correlation between the organizational justice and conflict management. Tatum & Eberlin (2008) undertook an in-depth analysis of the phenomenal relationship between organizational justice and conflict management in order to develop a model that could explain their interdependence. To achieve this objective, they pursued a theoretical and qualitative study.
Interpretation and findings
The researchers have carefully sought to establish and discuss their findings. The analysis of the article reveals an exhaustive and extensive illustration of the study findings. In their analysis of an organization, they noted that a manager sensitive to issue of organizational justice had a tendency of knowing the potential conflicts that might occur in his or her encounter with an employee.
On the other hand, a manager who disregards these issues always exhibits behavior of procedural concerns in which he or she adopts mechanisms that portray domineering tactics in conflict resolution (Tatum & Eberlin, 2008; Rahim, Magner & Shapiro, 2000).
Significance of the article
The need to integrate justice and fairness in the contemporary organizational settings continues to draw great attention by most managers and corporate stakeholders. Current studies reveal a shift from hierarchical work environments toward embracing teams.
Careful and consistent application of justice as conflict mitigation tool would have far-reaching benefit in meeting the demand for few conflict cases (Rahim, Magner & Shapiro, 2000). Informed of this imperative, this article serves to systematically harmonize the knowledge on conflict management and organizational justice (Tatum & Eberlin, 2008).
Therefore, the article achieves the significant role of demonstrating the innate benefit of approaching conflict management from an organizational culture that recognizes justice and fairness. In the todays managerial settings, the research article illuminates on the topic that previously did not occupy much space, yet with much importance.
Recommendations
The article displays a logical flow of information in a manner to cause understanding of an average reader. The introduction of the article gives a clear thesis or problem statement, which forms the basis of the research. Base on the preceding critical analysis of the nature and significance of the article, I would strongly recommend it as a scholarly source. This follows its succinct and elaborate literature that gives a clear insight on the topic.
Additionally, the article examines a contemporary issue that lends a lot of insight for the managerial application in the management of conflicts. Lastly, the article can serve as a basis for future research while enriching the field of management by adding insights and knowledge on the interdependence of conflict management and organizational justice.
References
Rahim, M. A., Magner, N. R., & Shapiro, D. L. (2000). Do Justice Perceptions Influence Styles of Handling Conflicts with Supervisors?: What Justice Perceptions, Precisely? International Journal of Conflict Management, 11(1), 9.
Tatum, B. C., & Eberlin, R. S. (2008). The Relationship between Organizational Justice and Conflict Style. Business Strategy Series, 9(6), 297-305.
Admittedly, conflict resolution theory and practice have become topical issues at present. It is important to develop effective strategies and methods to implement research on conflict resolutions initiatives (CRIs). In the first place, it is essential to point out peculiarities of the on-going research (what strategies and methods are being used, how effective they are). It is also important to note major difficulties in implementing research. Of course, theoretical data should be supported with certain real life examples.
A framework for considering research
Deutsch and Goldman (2006) outline several types of research. They also comment upon the most appropriate instances of using this or that type of research. Interestingly, the researchers analyse types of audience. For instance, Deutsch and Goldman (2006) consider such research users as funding agencies, administrators, CR practitioners and researchers. Notably, each group of users have certain objectives which often differ greatly.
For instance, funding agencies are more concerned with the effectiveness of the programs whereas practitioners are more interested in the methods used. Deutsch and Goldman (2006) outline some research strategies and difficulties that researchers can face. They focus on the following strategies: experimental research, casual modelling, survey research, experience surveys, learning by analogy.
The researchers comment upon advantages and shortcomings of each strategy. Deutsch and Goldman (2006) support the theoretical data with particular examples which are very illustrative. For instance, they depict particular research based on the process evaluation approach. The work of CRIs was evaluated.
Difficulties and challenges existing in the field
Notably, Pruitt (2006) focuses on difficulties in the study of conflict resolution. The researcher stresses that it is difficult to cover all difficulties within a single chapter, so he considers the most widespread difficulties providing several testable hypotheses. Pruitt (2006) analyses origins of conflict.
He claims that the central source of conflict is divergence of needs of the parties involved. The researcher depicts the process of conflict escalation. He also notes the main reasons for this escalation. Pruitt (2006) concentrates on several approaches to mediation. He also reviews some innovative approaches. Finally, the researcher provides several hypotheses which can be applicable in practice.
Concluding overview
Interestingly, in the concluding overview, Coleman and Marcus (2006) outline the major challenges existing in the study. It is important to note that the researchers start their overview with an anecdote. The provided instance proves that there are far too many issues to be address in the study.
The researchers comment upon such challenges as conflict in situations when oppression is a norm, difficulties in creating readiness, developing skills to act as a change agent, taking into account social context, eliminating conflicts within the field, difficulties in learning, and encouraging innovation. Coleman and Marcus (2006) provide their suggestions to address each of these difficulties. Admittedly, this overview can help researchers to outline possible difficulties which may occur. This will help to be ready to address various issues.
Conclusion
To sum up, the researchers overview major approaches used in the study of conflict resolution. They also comment upon difficulties and challenges that exist in the field. More importantly, the researchers do not simply summarize certain challenges. They provide particular strategies to address most topical issues in conflict resolution theory and practice. The real life examples provided help to understand the way the theory actually works in real life settings.
Reference List
Coleman, P.T., & Marcus, E.C. (2006). Concluding Overview. In M. Deutsch, P. Coleman, & E. Marcus, The Handbook of Conflict Resolution: Theory and Practice (pp. 869-881). San Francisco, CA: John Wiley & Sons.
Deutsch, M., & Goldman, J. (2006). A Framework for Thinking about Research on Conflict Initiatives. In M. Deutsch, P. Coleman, & E. Marcus, The Handbook of Conflict Resolution: Theory and Practice (pp. 825-849). San Francisco, CA: John Wiley & Sons.
Pruitt, D.G. (2006). Some Research Frontiers in the Study of Conflict and Its Resolution. In M. Deutsch, P. Coleman, & E. Marcus, The Handbook of Conflict Resolution: Theory and Practice (pp. 849-869). San Francisco, CA: John Wiley & Sons.