Discuss about the Counseling Case Study for Conflict Management.
The research paper evaluates different issues coming from the case study provided and the need for effective conflict management strategies. There is also the requirement of identifying and overcoming certain conflicts rise within the senior and junior members of the working team of the organization (Moore, 2014). There are various theories and statements to research about critical issues occur due to poor leadership strategy. Causes and effects of the industrial conflicts have been observed from many international research analysts, and the remedies to control these conflicts have also been discussed broadly in this article. Theory of ‘Universal self-efficacy’ and the theory of ‘Social self-efficacy’, describe the causes of conflicts in a workplace environment and also suggest individuals build a powerful managerial strategy to get rid of those industrial arguments.
Thesis statement: “Effective use of conflict management strategies helps in reducing conflicts.”
The conflict between Nick and the AM occurred due to several reasons. The major cause was the temporary absence of the company’s senior manager on those days. Secondly, the reason was for personal cooperative between AM and Nick. Various managerial tasks, including, attending various business meetings, visiting counters and special events, made the senior manager busy, and hence, the SM was not able to guide Nick for the event task. Nick, being a fresher candidate, was not aware of the tasks given by the management (Prati et al., 2016). The only thing, Nick needed at that time, was a supportive guidance, to perform the work effectually. Thinking of these critical matters, the senior manager handover the leadership tasks to the Assistant manager, to give a good guidance to Nick. The AM remaining busy in certain managerial tasks with the headquarters, could not be able to give proper guidance to Nick. Nick was worried about the event tasks, waited for a long time for the AM to come for guidance, but it did not happen exactly. Then, Nick tried to take help from the other staffs, but everybody remaining busy in their own work, could not solve the problem of Nick. The basic reason for the conflict is due to a stressful work environment in the association (Turkan & Cemaloglu, 2016). The improper work made Nick hear negative words from many of the customers. Even, in front of the customers, the AM insulted him badly, by giving the entire task fault cause to Nick only. Nick informed about this event to the top management, that, the fault was the AM, whose lack of guidance, made many mistakes in serving the customers (Hong, 2014). So, if the assistant manager would have assisted Nick by at least a little bit guidance of performing the task, then, there would not any conflict create between both of them.
The causes of these conflicts have been discussed by various theories and concepts:
As per the theories of universal and social self-efficacy, of Conflict Management, dominating, in a cooperative, and integrating is a part of an effectual leadership strategy to avoid certain organizational conflicts (Maruyama et al., 2015). The self-efficacy helps one leader to supervise and work effectually in a team for an organization. The absence of which creates various conflicts.
The use of the conflict resolutions strategies is of great importance as it helps in evaluating the desired effectiveness of the entire firm concerned. The provided case study evaluated different scenes where the conflicts can easily take place and therefore as to maintain the efficiency of the organization, the formation of the effective strategies is required (Din et al., 2014). Nick was facing many difficulties as he was new to the workplace and no proper training provided to him. One of the strategies is to monitor the performance of the respective employees and to assist them with proper guidance and training required as this will help in bringing out positive results for the firm concerned. The discussions of the causes of conflicts are supposed to be of great importance as it points out the preferred causes for the concerned conflict within the concerned workplace (Bourne et al., 2015). Lack of the effective communication between the team members is found to be the most common causes of conflict and in order to reduce this effective use of different communicational techniques needed to be used by the team members as well as each and every employee associated with the firm (Onyali & Okoye, 2015). Use of the proper communication techniques will help in increasing the effective of the entire workplace concerned. In this particular case, if the tasks and how to execute the desired would have been communicated with Nick then it would have brought positive results for the concerned organization (Cangelosi, 2013). Moreover, the verbal and the non-verbal means of communication helps in communicating the exact message to the concerned employees which, therefore, makes it easy for them to execute the entire work processes (Atak, 2016). Collaboration and cooperation are two of the most important points which help in increasing the efficiency of the entire workplace concerned. The collaboration between the employees helps in completing the desired work within the time frame mentioned and cooperation helps in evaluating the quality of the task allocated to the respective employees. Next is the use of written communication, which helps in resolving particular issues when escalated to the senior members. This can be taken as the most vital tool that reduces the conflicts within the particular workplace. If any of the employees feels some issues regarding the execution of the work processes, them he or she may escalate the desired issue to the respective senior member of the group with the help of written communication (Baan et al., 2014). The exchanges of the messages with the help of written communication provide particular issues and therefore, the exact resolution can be found it with the help of suitable thinking on the matter. Next is the mediation, it has been seen when the conflicts take place between two of the people then the entry of the third and responsible person can play a great role in resolving the particular conflict completely (Mason, 2014). Entry of the suitable person, senior then these two persons concerned will help in resolving the entire matter with great effectiveness.
On the other hand, there are some of the more effective strategies that can be considered to be more useful in resolving the conflicts within the workplace concerned. One need to understand that his or her responsibilities are of great importance as it helps in bringing out more positive results for the firm (Aziziha et al., 2014). Then, one should not argue with any other individual within the workplace. The person facing difficulty while executing his or her work should report to the senior member in case of any query. Compromising is the other method that can be adopted in order to finish the conflict. Entirely, the paper revealed different aspects of the thesis mentioned in the introduction section (Sima, et al., 2016). Their different strategies have been evaluated and this can be effectively used by Nick as concerning with the case study provided. Collaboration is supposed to be of immense importance as it facilitates in evaluating the desired needs of each of the employees concerned and it also provides some sort of guidance to the concerned employee within the workplace (Certo, 2015). The use of compromise with the senior members would have brought some changes for Nick. The final method that can be used to finish conflict the voting system for each of the employees but this can be applied for two of the person of the same post. Comprising with the work of the other teammates is helpful and conflicts can be reduced. It has been evaluated that the formulation of the effective conflict management tactics is vital as it improves the overall performance of the organization throughout the workplace concerned. Training is important as it increases the skills and the knowledge of each of the employee associated with the firm regarding the execution of their respective work (Zou et al., 2016). As this particular case study is concerned, lack of the proper training to Nick was supposed to be the issues for the irregular performance of the firm (Momanyi & Juma, 2016). Moreover, the firm needs to assist each of its employees with proper guidance and the formation of the monitoring and control everybody’s performance can easily be monitored.
Conclusion
The paper concludes, about various causes and effects of organizational conflicts between the senior employees and the junior ones. From the case study, it has been observed that unfair and response less behavior of a manager created a conflict in the firm. Nick, being a newcomer of the company, was not aware of the organizational tasks. Senior Manager of the company, remaining engaged in certain managerial works, handover the supervision task to the assistant manager of the company. At the time of that particular event, the AM behaved very badly, with Nick, and even not guided for the tasks. This created an unfair relationship and behavior with Nick, and as a result, a typical argument occurred. There are so many causes of this conflict, discussed in the paper by means of several theories and justifications. The paper also includes certain leadership strategies to overcome these critical workplace conflicts.
References
Anthony, A. O. (2014). Integrating Peace Education/Culture as Conflict Management Strategies into Nigeria’s Educational System for Peaceful Co-Existence. International Journal of Peace, Education, and Development, 2(2and3), 71-80.
Atak, M. (2016). A Research on the Effect of Emotional Intelligence Level on Conflict Management Skill. The International Journal of Research in Teacher Education, 7(3), 28-43.
Aziziha, H., Mousavi, S., Tabatabaee, S., & Khodsetan, A. (2014). Investigating the effect of different conflict management strategies on the brand promise: A case study of the banking industry. Management Science Letters, 4(1), 1-4.
Baan, C., Bergmüller, R., Smith, D. W., & Molnar, B. (2014). Conflict management in free-ranging wolves, Canis lupus. Animal Behaviour, 90, 327-334.
Beitler, L. A., Beitler, L. A., Machowski, S., Machowski, S., Johnson, S., Johnson, S., … & Zapf, D. (2016). Conflict management and age in service professions. International Journal of Conflict Management, 27(3), 302-330.
Bourne, P. A., Clarke-Christian, J., Sharpe-Pryce, C., Hudson-Davis, A., & Francis, C. (2015). Strategies in Dealing with Violence in Schools: Perceived Effectiveness of Conflict Management Strategies Used by Education Leaders in Reducing Students’ Disagreements. Psychiatry, 18(248), 2.
Cangelosi, J. S. (2013). Classroom management strategies: Gaining and maintaining students’ cooperation. John Wiley & Sons.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Din, S., Bibi, Z., Karim, J., & Khan, M. S. (2014). Don’t Blame Conflict for the Adverse Consequences: A Study in Conflict Management. Pakistan Journal of Social Sciences (PJSS), 34(1), 243-254.
Hong, J. (2014). Conflict management in an age of globalization: A comparison of intracultural and intercultural conflict management strategies between Koreans and Americans. Global Media Journal, 2005.
Maruyama, H., Ujiie, T., Takai, J., Takahama, Y., Sakagami, H., Shibayama, M., … & Takatsuji, C. (2015). Cultural Difference in Conflict Management Strategies of Children and Its Development: Comparing 3-and 5-Year-Olds Across China, Japan, and Korea. Early education and development, 26(8), 1210-1233.
Mason, W. (2014). Peer mediation as a form of conflict resolution (Doctoral dissertation, eastern Oregon university).
Momanyi, D. K., & Juma, D. (2016). The influence of conflict management strategies on employee satisfaction: A case study of KCB Bank Kenya limited, head office. International Academic Journal of Human Resource and Business Administration, 2(2), 130-144.
Moore, C. W. (2014). The mediation process: Practical strategies for resolving the conflict. John Wiley & Sons.
Onyali, L. C., & Okoye, F. O. (2015). Adoption and utilization of effective conflict management strategies for promoting peace-culture in secondary schools in Anambra state, Nigeria. European Scientific Journal, 11(31).
Papenhausen, C., & Parayitam, S. (2015). Conflict Management Strategies as Moderators in the Antecedents to Affective Conflict and its Influence on Team Effectiveness. Journal of Business and Management, 21(1), 101.
Prati, G., Albanesi, C., Pietrantoni, L., & Airoldi, L. (2016). Public perceptions of beach nourishment and conflict management strategies: A case study of Portonovo Bay in the Adriatic Italian Coast. Land Use Policy, 50, 422-428.
Sima, M. J., Pika, S., & Bugnyar, T. (2016). Experimental manipulation of food accessibility affects conflict management behavior in ravens. Ethology, 122(2), 114-126.
Turkan, H., & Cemaloglu, N. (2016). 926: Conflict Management Strategies of Attendings in Medicine. Critical Care Medicine, 44(12), 307.
Zou, H., Chen, X., Lam, L. W. R., & Liu, X. (2016). Psychological capital and conflict management in the entrepreneur–venture capitalist relationship in China: The entrepreneur perspective. International Small Business Journal, 34(4), 446-467.
Discuss about the Counseling Case Study for Conflict Management.
The research paper evaluates different issues coming from the case study provided and the need for effective conflict management strategies. There is also the requirement of identifying and overcoming certain conflicts rise within the senior and junior members of the working team of the organization (Moore, 2014). There are various theories and statements to research about critical issues occur due to poor leadership strategy. Causes and effects of the industrial conflicts have been observed from many international research analysts, and the remedies to control these conflicts have also been discussed broadly in this article. Theory of ‘Universal self-efficacy’ and the theory of ‘Social self-efficacy’, describe the causes of conflicts in a workplace environment and also suggest individuals build a powerful managerial strategy to get rid of those industrial arguments.
Thesis statement: “Effective use of conflict management strategies helps in reducing conflicts.”
The conflict between Nick and the AM occurred due to several reasons. The major cause was the temporary absence of the company’s senior manager on those days. Secondly, the reason was for personal cooperative between AM and Nick. Various managerial tasks, including, attending various business meetings, visiting counters and special events, made the senior manager busy, and hence, the SM was not able to guide Nick for the event task. Nick, being a fresher candidate, was not aware of the tasks given by the management (Prati et al., 2016). The only thing, Nick needed at that time, was a supportive guidance, to perform the work effectually. Thinking of these critical matters, the senior manager handover the leadership tasks to the Assistant manager, to give a good guidance to Nick. The AM remaining busy in certain managerial tasks with the headquarters, could not be able to give proper guidance to Nick. Nick was worried about the event tasks, waited for a long time for the AM to come for guidance, but it did not happen exactly. Then, Nick tried to take help from the other staffs, but everybody remaining busy in their own work, could not solve the problem of Nick. The basic reason for the conflict is due to a stressful work environment in the association (Turkan & Cemaloglu, 2016). The improper work made Nick hear negative words from many of the customers. Even, in front of the customers, the AM insulted him badly, by giving the entire task fault cause to Nick only. Nick informed about this event to the top management, that, the fault was the AM, whose lack of guidance, made many mistakes in serving the customers (Hong, 2014). So, if the assistant manager would have assisted Nick by at least a little bit guidance of performing the task, then, there would not any conflict create between both of them.
The causes of these conflicts have been discussed by various theories and concepts:
As per the theories of universal and social self-efficacy, of Conflict Management, dominating, in a cooperative, and integrating is a part of an effectual leadership strategy to avoid certain organizational conflicts (Maruyama et al., 2015). The self-efficacy helps one leader to supervise and work effectually in a team for an organization. The absence of which creates various conflicts.
The use of the conflict resolutions strategies is of great importance as it helps in evaluating the desired effectiveness of the entire firm concerned. The provided case study evaluated different scenes where the conflicts can easily take place and therefore as to maintain the efficiency of the organization, the formation of the effective strategies is required (Din et al., 2014). Nick was facing many difficulties as he was new to the workplace and no proper training provided to him. One of the strategies is to monitor the performance of the respective employees and to assist them with proper guidance and training required as this will help in bringing out positive results for the firm concerned. The discussions of the causes of conflicts are supposed to be of great importance as it points out the preferred causes for the concerned conflict within the concerned workplace (Bourne et al., 2015). Lack of the effective communication between the team members is found to be the most common causes of conflict and in order to reduce this effective use of different communicational techniques needed to be used by the team members as well as each and every employee associated with the firm (Onyali & Okoye, 2015). Use of the proper communication techniques will help in increasing the effective of the entire workplace concerned. In this particular case, if the tasks and how to execute the desired would have been communicated with Nick then it would have brought positive results for the concerned organization (Cangelosi, 2013). Moreover, the verbal and the non-verbal means of communication helps in communicating the exact message to the concerned employees which, therefore, makes it easy for them to execute the entire work processes (Atak, 2016). Collaboration and cooperation are two of the most important points which help in increasing the efficiency of the entire workplace concerned. The collaboration between the employees helps in completing the desired work within the time frame mentioned and cooperation helps in evaluating the quality of the task allocated to the respective employees. Next is the use of written communication, which helps in resolving particular issues when escalated to the senior members. This can be taken as the most vital tool that reduces the conflicts within the particular workplace. If any of the employees feels some issues regarding the execution of the work processes, them he or she may escalate the desired issue to the respective senior member of the group with the help of written communication (Baan et al., 2014). The exchanges of the messages with the help of written communication provide particular issues and therefore, the exact resolution can be found it with the help of suitable thinking on the matter. Next is the mediation, it has been seen when the conflicts take place between two of the people then the entry of the third and responsible person can play a great role in resolving the particular conflict completely (Mason, 2014). Entry of the suitable person, senior then these two persons concerned will help in resolving the entire matter with great effectiveness.
On the other hand, there are some of the more effective strategies that can be considered to be more useful in resolving the conflicts within the workplace concerned. One need to understand that his or her responsibilities are of great importance as it helps in bringing out more positive results for the firm (Aziziha et al., 2014). Then, one should not argue with any other individual within the workplace. The person facing difficulty while executing his or her work should report to the senior member in case of any query. Compromising is the other method that can be adopted in order to finish the conflict. Entirely, the paper revealed different aspects of the thesis mentioned in the introduction section (Sima, et al., 2016). Their different strategies have been evaluated and this can be effectively used by Nick as concerning with the case study provided. Collaboration is supposed to be of immense importance as it facilitates in evaluating the desired needs of each of the employees concerned and it also provides some sort of guidance to the concerned employee within the workplace (Certo, 2015). The use of compromise with the senior members would have brought some changes for Nick. The final method that can be used to finish conflict the voting system for each of the employees but this can be applied for two of the person of the same post. Comprising with the work of the other teammates is helpful and conflicts can be reduced. It has been evaluated that the formulation of the effective conflict management tactics is vital as it improves the overall performance of the organization throughout the workplace concerned. Training is important as it increases the skills and the knowledge of each of the employee associated with the firm regarding the execution of their respective work (Zou et al., 2016). As this particular case study is concerned, lack of the proper training to Nick was supposed to be the issues for the irregular performance of the firm (Momanyi & Juma, 2016). Moreover, the firm needs to assist each of its employees with proper guidance and the formation of the monitoring and control everybody’s performance can easily be monitored.
Conclusion
The paper concludes, about various causes and effects of organizational conflicts between the senior employees and the junior ones. From the case study, it has been observed that unfair and response less behavior of a manager created a conflict in the firm. Nick, being a newcomer of the company, was not aware of the organizational tasks. Senior Manager of the company, remaining engaged in certain managerial works, handover the supervision task to the assistant manager of the company. At the time of that particular event, the AM behaved very badly, with Nick, and even not guided for the tasks. This created an unfair relationship and behavior with Nick, and as a result, a typical argument occurred. There are so many causes of this conflict, discussed in the paper by means of several theories and justifications. The paper also includes certain leadership strategies to overcome these critical workplace conflicts.
References
Anthony, A. O. (2014). Integrating Peace Education/Culture as Conflict Management Strategies into Nigeria’s Educational System for Peaceful Co-Existence. International Journal of Peace, Education, and Development, 2(2and3), 71-80.
Atak, M. (2016). A Research on the Effect of Emotional Intelligence Level on Conflict Management Skill. The International Journal of Research in Teacher Education, 7(3), 28-43.
Aziziha, H., Mousavi, S., Tabatabaee, S., & Khodsetan, A. (2014). Investigating the effect of different conflict management strategies on the brand promise: A case study of the banking industry. Management Science Letters, 4(1), 1-4.
Baan, C., Bergmüller, R., Smith, D. W., & Molnar, B. (2014). Conflict management in free-ranging wolves, Canis lupus. Animal Behaviour, 90, 327-334.
Beitler, L. A., Beitler, L. A., Machowski, S., Machowski, S., Johnson, S., Johnson, S., … & Zapf, D. (2016). Conflict management and age in service professions. International Journal of Conflict Management, 27(3), 302-330.
Bourne, P. A., Clarke-Christian, J., Sharpe-Pryce, C., Hudson-Davis, A., & Francis, C. (2015). Strategies in Dealing with Violence in Schools: Perceived Effectiveness of Conflict Management Strategies Used by Education Leaders in Reducing Students’ Disagreements. Psychiatry, 18(248), 2.
Cangelosi, J. S. (2013). Classroom management strategies: Gaining and maintaining students’ cooperation. John Wiley & Sons.
Certo, S. (2015). Supervision: Concepts and skill-building. McGraw-Hill Higher Education.
Din, S., Bibi, Z., Karim, J., & Khan, M. S. (2014). Don’t Blame Conflict for the Adverse Consequences: A Study in Conflict Management. Pakistan Journal of Social Sciences (PJSS), 34(1), 243-254.
Hong, J. (2014). Conflict management in an age of globalization: A comparison of intracultural and intercultural conflict management strategies between Koreans and Americans. Global Media Journal, 2005.
Maruyama, H., Ujiie, T., Takai, J., Takahama, Y., Sakagami, H., Shibayama, M., … & Takatsuji, C. (2015). Cultural Difference in Conflict Management Strategies of Children and Its Development: Comparing 3-and 5-Year-Olds Across China, Japan, and Korea. Early education and development, 26(8), 1210-1233.
Mason, W. (2014). Peer mediation as a form of conflict resolution (Doctoral dissertation, eastern Oregon university).
Momanyi, D. K., & Juma, D. (2016). The influence of conflict management strategies on employee satisfaction: A case study of KCB Bank Kenya limited, head office. International Academic Journal of Human Resource and Business Administration, 2(2), 130-144.
Moore, C. W. (2014). The mediation process: Practical strategies for resolving the conflict. John Wiley & Sons.
Onyali, L. C., & Okoye, F. O. (2015). Adoption and utilization of effective conflict management strategies for promoting peace-culture in secondary schools in Anambra state, Nigeria. European Scientific Journal, 11(31).
Papenhausen, C., & Parayitam, S. (2015). Conflict Management Strategies as Moderators in the Antecedents to Affective Conflict and its Influence on Team Effectiveness. Journal of Business and Management, 21(1), 101.
Prati, G., Albanesi, C., Pietrantoni, L., & Airoldi, L. (2016). Public perceptions of beach nourishment and conflict management strategies: A case study of Portonovo Bay in the Adriatic Italian Coast. Land Use Policy, 50, 422-428.
Sima, M. J., Pika, S., & Bugnyar, T. (2016). Experimental manipulation of food accessibility affects conflict management behavior in ravens. Ethology, 122(2), 114-126.
Turkan, H., & Cemaloglu, N. (2016). 926: Conflict Management Strategies of Attendings in Medicine. Critical Care Medicine, 44(12), 307.
Zou, H., Chen, X., Lam, L. W. R., & Liu, X. (2016). Psychological capital and conflict management in the entrepreneur–venture capitalist relationship in China: The entrepreneur perspective. International Small Business Journal, 34(4), 446-467.
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