concise Analysis of Analysis and Discussion Term Paper

Pages: 3 (1316 words)  ·  Bibliography Sources: 3  ·  Level: Master's  ·  Topic: Business

SAMPLE EXCERPT:

[. . .] Address your assumptions, the contingencies, and how your self-assessment information will influence the strategy.

Managing Conflict:

Challenge-related stresses were found to be born of conflicts that arise from team tasks. Challenges associated with tasks were also positively linked to job satisfaction and performance. We also noted that cross-level relationship between conflict within groups and outcomes of the individual that have to do with performance and consequent satisfaction is mediated by work stress. Overall, it was discovered that conflicts and stress related to work are not always a bad thing for an organization and the expected outcomes. In fact, the two aspects of organizational life and function may be an important element in enhancing the sense of accomplishment by an employee when the task comes to conclusion. Conflicts and stress based on relationships result in negative outcomes for both the organization and the employee (Alice H. Y. Hon and Wilco W. Chan 2016).

The Management Standpoint -- Offering Assessment and Contingency Plan

An organization is a group of people that choose to work together in a coordinated fashion in order to accomplish a wide range of goals; big and small. It is incumbent upon a good manager to facilitate an opportunity for employees to cooperate and coordinate within the set of the organization. They (managers) must plan, lead, organize and control resources; material and humans in order to attain the organizational dreams and visions with minimized conflict, resource limitation, stress or glass ceiling effects on the minority groups within the organization. The CEO of Linkedin, Mr. Jeff Weiner, refers to his strategy for conflict management, when he responds to these prompts from Wall street Journal, as managing with compassion. He states that it starts with appreciating the fact that people view issues differently and may not have the same information about a particular scenario or issue (Weiner, 2011). Moving from classic strategy to being trusted and open in conflict situations is key to achieving high levels of performance in organizations (Daria Prause and Bahaudin G. Mujtaba 2015).

In their conduct of a longitudinal study, the authors look at the relationships between tasks, relationships and conflict process over a time span. In addition, they review the role of conflict resolution in influencing whether some forms of intra-group conflicts are connected to the occurrence of other conflict forms over a span of time. The results show a negative and long-term effect of process conflict that occurs early in the interaction of the team. In particular, they find that process conflict that occurs early in the interaction of a team leads to greater levels of the rest of the types of conflict for the remainder interaction period of the team. Further, the researchers note that the impact of process conflict, on other conflict types over time, may be restricted when the team members find a way of resolving their conflict at the onset in their meeting (Lindred L. Greer, Karen A. Jehn and Elizabeth A. Mannix 2008).

References

Alice H. Y. Hon, and Wilco W. Chan. "The Effects of Group Conflict and Work Stress on Employee Performance." SAGE Journals - Hotel Administration, 2016.

Daria Prause, and Bahaudin G. Mujtaba. "Conflict Management Practices for Diverse Workplaces." Journal of Business Studies Quarterly, 2015.

Igor Kotlyar, and Leonard Karakowsky. "Leading Conflict? Linkages Between Leader Behaviors and Group Conflict." SAGE Journals - Small Group Research, 2006: 377-403.

Lindred L. Greer, Karen A. Jehn, and Elizabeth A. Mannix. "A Longitudinal Investigation of the Relationships Between Different Types of Intragroup Conflict and the Moderating Role of Conflict Resolution." SAGE Journals - Small Group Research, 2008: 278-302.

Mary E. Utley, Deborah R. Richardson, and Constance J. Pilkington. "Personality and interpersonal conflict management." Elsevier - Personality and Individual Differences, 1989: 287-293.

Numl Ain Hidayah Abas. "Emotional Intelligence and Conflict Management Styles." University of Wisconsin-Stout, 2010.

Weiner J. "Conflict Resolution." Wall Street Journal. 2011. http://live.wsj.com/video/linkedin-ceo-on-conflict-resolution/D5B8A41F-D492-47C9-A110-4BB1F24366AC.html#!D5B8A41F-D492-47C9-A110-4BB1F24366AC (accessed August 16, 2014). [END OF PREVIEW]

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