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The organisational conflict is the opposition of goals and interests within the organisation or between organisations. This opposition can lead to developing new creative ideas to resolve the conflicting situation and to creating the negative atmosphere at the workplace which prevents the conflicting parties from achieving the concrete organisational goal (Nelson & Quick, 2012, p. 112).
The organisational conflict occurs because of a range of structural and personal factors which influence the development of the relationships within the organisation. From this point, the conflict can become the result of ineffective authority relationships or differences in the teams goals. Furthermore, the conflict is often the result of inability to communicate effectively, of cultural differences between the employees, and of differences in values (Nelson & Quick, 2012, p. 112-114).
The conflict worsens the result of the organisations work, and it can be resolved with the help of such techniques as the focus on completing the organisational goal, provision of more resources for working, changes in the structure and personnel, and negotiation. In this case, non-action and secrecy will lead to negative results.
To resolve the conflict, it is also possible to refer to avoiding, accommodating, competing, compromising, and collaborating styles. Avoiding and competing styles do not directly lead to resolving the conflict (Conflict resolution tips, 2008; Nelson & Quick, 2012, p. 112-114).
For instance, there is a conflict between teams working at the same project within the organisation. The teams are oriented to different approaches to complete the projects, and their conflict is based on the choice of approaches to follow.
To resolve such a conflict, it is important to note that two teams work to accomplish one organisational goal. The conflict is intergroup, and the teams should focus on cooperative strategy to resolve it. They should openly negotiate on the goal and ways to accomplish it while focusing on integrative negotiation. Thus, the teams should collaborate to achieve the goal.
The Response to the First Post
While answering the proposed questions, the student is good at providing the material from the textbook accurately and according to the asked question. However, the student focuses more on presenting the factual information from the textbook rather than on integrating the learned concepts and materials from the book and video.
The types of conflicts are discussed effectively, but the effective techniques of the conflict resolution are not stated and explained clearly. The provided example is good to demonstrate the role of concentrating on the goals which can address the interests of both the parties.
The Response to the Second Post
The answers to the questions reflect the concepts learned during the course, and they are correlated with the textbooks material. The answers to the first two questions are good. The answer to the question about the methods of the conflict resolution can be discussed as incomplete because the student focuses only on methods used to resolve the intrapersonal conflicts.
The discussion of the situation to answer the fourth question is appropriate, and it is associated with the learned concepts and materials presented during the course, but the concrete example is not provided. Thus, the answers to some questions seem to lack the details. However, the students discussion of the important points of conflict resolution can be discussed as appropriate because the concepts and ideas are effectively integrated and rethought in relation to the proposed situations.
References
Conflict resolution tips. (2008). Web.
Nelson, D., & Quick, J. (2012). Organizational behavior: Science, the real world, and you. USA: Cengage Learning.
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