Discussion Assigment unit 5 PDF

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BUS 5113 discussion assignment_vigilance case study...

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3. Sometimes, people assume that a “Collaborative” approach to conflict resolution is better than other modes. Is this the case? Why or why not? The term ‘conflict’ has a wide connotation. It generally refers to a psychological state of mind where a person cannot decide the behavior this way or that way. A conflict usually occurs when two or more people communicate, at an individual level, group level, or organizational level. It is simply misinterpreting one’s words or values. (Lim and Yazdanifard, 2012; Priyakshi n.d). There are five ways of addressing conflicts in a workplace: • Accommodation: surrendering one's own desires and wishes to accommodate that of another. • Avoidance: avoiding or postponing conflict by ignoring it, changing the subject, etc. • Collaboration: working unanimously to mutually solve differences. • Compromise: this is where both parties meet halfway to reach an agreement and the issue is resolved. • Competition: asserting one's opinion and point of view at the potential expense of another. There have been a lot of theories and viewpoints that the collaboration conflict style is the most successful because it seeks to find a solution that satisfies all parties involved and it is regarded as a "win" for those involved. It is commonly known as the problem-solving style for the following reasons: -

It encourages open and honest communications among rivalry parties, as issues

are openly, frankly, and neutrally managed by communicating with both parties (Flanagan and Runde, 2008).

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The collaborating style encourages significant positive relationships and makes

all parties involved in the dispute feel valued and understood. When a mediator critically listens to the concerns people in conflict have with one another, the hostility is diffused thereby allowing free expression. -

Many conflicts are generated because both parties are not listening to the other

person’s view, so they tend to misunderstand the source of the other person’s reasons for not giving in. When people in a dispute express the totality of their concerns, it can foster understanding, empathy, and mutual respect. -

It is effective with a long-term solution, as it sets the tone for future conflict

resolutions, and it gives those involved the shared responsibility to resolve the problem. -

At the end of negotiations, both parties feel they have gained something and no

one feels as if they lost something, thereby making all parties happy with the final decision (Montoya-Weiss et al., 2001). -

However, there may not be a solution that provides a victory for all parties

involved, and if all parties are not committed to compromise, collaboration conflict management will fail, because both parties must be willing to advance towards a mutual goal for collaboration to be successful. On the other hand, the collaboration may not be successful in some scenarios. There exists two teams in the workplace, the operations team, and the project team. Collaboration style may work perfectly with the operations team with the outlined reasons above and also taking into consideration that this team is not time-based. However, with the project team, collaborating conflict management will hit a rock. This team is time-based, working on a strict schedule to achieve milestones. The

collaboration style requires the services of a mediator to listen to the wants, needs, fears, and concerns of all parties involved. The approach must be mild and nonconfrontational because the goal is to make all parties feel comfortable expressing their point of view meet success (Quain, 2019). This is obvious that it takes tons of time, and energy to realize a solution because the specified outcome may be a “win,” a mediator must sift through multiple solutions before achieving compromise. With a project team, this delay will impact negatively on productivity, it may increase tension and resentment because this team has no provision in the schedule or time for conflict management. The aim of this team is FIRST to deliver a project and not to lazy around resolving conflicts, the avoidance and accommodation styles will work perfectly with this team from my personal experience. In conclusion, the consequence of unresolved conflict may affect job satisfaction and employee loyalty in any given organization. Superior should try to mediate a conflict by using the right approach. In addition, the different styles of conflict management have their benefits and weaknesses, users have to identify the most appropriate conflict styles based on the different situations they are in. Without conflict, an organization will not improve. Solving conflicts is the only solution to ensure that conflicts are handled better in the future.

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References: Lim J.H., & Yazdanifard R. (2012, November 1). The Difference of Conflict Management Styles and Conflict Resolution in Workplace. Business & Entrepreneurship Journal, vol.1, no.1, 2012, 141-155 ISSN: 2241-3022 (print version), 2241-312X (online) Scienpress Ltd, 2012 The Five Styles of Conflict Resolution. (2020, October 7). Retrieved from: https://www.notredameonline.com/resources/negotiations/the-five-styles-of-conflict-resolution/ Priyakshi M. (n.d) Organisational Conflict. Retrieved from: https://www.economicsdiscussion.net/management/conflict/organisational-conflict/32334 Quain S. (2019, March 05). The Advantages & Disadvantages of Collaborating Conflict Management. Retrieved from: https://smallbusiness.chron.com/advantages-disadvantages-collaborating-conflictmanagement-36052.html Flanagan, T.A., & Runde, C.E. (2008). Hidden potential embracing conflict can pay off for teams. 28(2), (2008). Montoya-Weiss, M. M., Massey, A. P., & Song, M. (2001). Getting it together: Temporal coordination and conflict management in global virtual teams. Academy of Management Journal, 44, (2001), 1251- 1262....