Strategy And Conflict Management

Strategy And Conflict Management

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Strategy And Conflict Management

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Strategy And Conflict Management

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1.You might reflect on any ‘aha moments’ that occurred or ‘moments of clarity.’ Please provide explicit examples of key learnings.
2.Discuss in how far your own participation and performance assisted you in achieving your learning goals and think about what you could have done differently.
3.Reflect upon how you have considered and used any feedback provided to you during the subject and how you are planning on using it in the future?

1.One of the most common dilemmas, in my opinion, faced by the employees are the conflicts. It has been regarded as the inevitable substance and it is important to settle down for the better interest of the company as well as the mental stability of the workers or the employees (Edwards, Yilmaz, & Boex, 2015). In the present case, it has been observed that there are certain things that provoked two employees to involve in conflicts over certain minor issues and this have to be resolved on high priority.
The main problem faced by the respective employees is different background, diverse experience in life and poor communication skill (Dyer & Song, 2015). I have learned certain skills in the initial learning brief that helps me to critically analyse the reasons of the source of the conflicts and enrich my mind with the self-motivating programs. These skills help me to understand the issues properly and at the final level, I have implemented the facts I learnt in a more practical ways. I think conflict management is working as a balanced work in between the employees. Crowfoot & Wondolleck have stated that the positive aspect of the analytical method is that it helps to map the conflicts in a systematic way.
When I have started the subject regarding the final learning basis, I was novice regarding the practical implementation of the theories and the knowledge of conflicted works. The theories help me to manage a variety of conflicts. At the initial level, I came to know about the thorough analysis of the conflicts and to identify the reasons regarding the conflicts. In this case, it has been observed that the lack of listening skill of both the employees restrict them to come into an acceptable conclusion and therefore, lack of ideas are generated within them. At the final level, I become able to scrutinise the problems and capable to conclude the conflicts by practical implementation of the facts and the skills (DeVoogd, Lane?Garon, & Kralowec, 2016).
I have observed that certain conflicts cropped up in between the two employees due to different background and lack of listening skills restrict them to come into an amicable solution. The outcome of the conflicts were affected the interest of the company and harm the mental stability of the employees. Therefore, the conflicts are needed to be resolved in highest priority.
2.I have been learned many things regarding the analysis of the workplace conflicts and the personal goals set out with the employee’s capacity to learn. It has been observed in the case that both the employees have poor listening skill and they are not friendly in case of welcoming a new idea (Galea, Houkes & De Rijk, 2014). This generates conflict in between them and they are unable to come into a fruitful solution.
However, if it is possible to identify the goals and chalk out plan regarding the perfect management of those conflicts, it can be possible to resolve the matter in a systematic way. Based on the above named case, I have chalked out certain goals at the final level. The goals can be categorised as the identification of the sources and perspective of the situation (Marsick & Watkins, 2015). Suppose different tastes or poor listening skill between the employees is the main problem. If these sources can be identified, the conflict can be resolved.
Davis argues that identification of sources or perspective of the situations is not applicable in all kinds of conflicts. The ideas to resolve the dispute or the conflicts and agreement regarding alternative ideas are also necessary in this case (Davis, 2014). For example it can be stated that if one of the conflicting parties generated a new idea to resolve a particular matter in a more effective way, the other party either accept the idea or generate an alternative idea. In this way, the conflict can be resolved between them.
Self-assessment, analytical reading helps me to get the opportunity to take participates in the conflict resolution process at the final level. It has been my close interaction with the reasons responsible for the conflicts and understood the base of the learning outcome to ease the process of categorising learning opportunities. This participation helps me to achieve the goal to certain extent (Goetsch & Davis, 2014).
The first major step regarding the same is to identify the source of the conflict. It is important to analyse the relation between the two conflicting bodies and point out the main reason behind the confliction. It is important to provide a fair chance to both the conflicting parties so that they can share their stories and the loopholes they sustains. This helps me to understand the situation from better aspects. The second step can be highlighted as the perspective on the situation. I have observed that certain situations help to foster the anger and conclude with the contradiction. This situation should be dealt with impartiality and the stress level between the parties should be reduced (Jackson, 2015). The third step can be identified as the alternative solution regarding the conflicting issues. I have been participated in the learning opportunities and it has been observed by me that the self-assessment program assist me to achieve the goal to certain extent. According to Moore, participation in the brainstorming activities could be helpful in case to explore the practical features regarding the confliction and it helps to identify the cross-cultural conflict resolution and variety of workplace conflict management. At the final level, these practical skills have been generated in me and it helps me to identify the base of the conflict in a more realistic way (Block, 2016).
3.Feedback is an essential part of the conflict resolution process and the main tendon regarding the self-assessment program. It can be of various forms, such as advice, praise and evaluation. The base of the feedback should be taken into consideration as feedback helps to ease the process of learning goal achievement. In my opinion, an effective feedback has dual character such as developing the understanding level of the conflicting parties and improving the performance in a relative way. I have been participated in the final teaching brief process through self-assessment and feedback help me to provide a clear guidance regarding the improvement of the relation between the employees (Wolff & Yakinthou, 2013).
On the other hand, Burton had divided feedback in two slides- intrinsic and extrinsic. Extrinsic feedback provides an effective way to address the learning improvements and helps to point out the loopholes of the parties.
I have been given certain feedbacks regarding the motivational and evaluative prospects and that encourage me to support the mentally unstable employees for the betterment of the employees and the company. It is no need to state that the conflicts can affect the interest of the company and the production can be reduced in a remarkable way. It is required to summarise the achievement criteria and point out the reasons of the confliction. In certain situation, feedbacks are essential to improve the quality of the assessment standard in case of resolving a conflict (Einarsen et al., 2016). Mistake regarding the process of learning can happen and proper feedback regarding the same can be helpful for the future events.
I have used the feedback to improve the base of the employees regarding the poor communication skills and awful performance. I have injected the feedbacks to teach the employees to respect others and realign the role of the parties according to their strengths. The individual perspective should be taken into consideration and the problems should be resolved in an amicable way. At the final level, I have understood the facts regarding the conflicting parties. I will implement the important feedbacks through collaborative coaching program and determine the necessities required to resolve the dispute to avoid the future problems
Block, P. (2016). The empowered manager: Positive political skills at work. John Wiley & Sons.
DeVoogd, K., Lane?Garon, P., & Kralowec, C. A. (2016). Direct Instruction and Guided Practice Matter in Conflict Resolution and Social?Emotional Learning. Conflict Resolution Quarterly, 33(3), 279-296.
Dyer, B., & Song, X. M. (2015). The relationship between strategy and conflict management: A Japanese perspective. In Proceedings of the 1995 Academy of Marketing Science (AMS) Annual Conference (pp. 126-132). Springer, Cham.
Edwards, B., Yilmaz, S., & Boex, J. (2015). Decentralization as a Post?Conflict Strategy: Local Government Discretion and Accountability in Sierra Leone. Public Administration and Development, 35(1), 46-60.
Einarsen, S., Skogstad, A., Rørvik, E., Lande, Å. B., & Nielsen, M. B. (2016). Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis. The International Journal of Human Resource Management, 1-22.
Galea, C., Houkes, I., & De Rijk, A. (2014). An insider’s point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life. The International Journal of Human Resource Management, 25(8), 1090-1111.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. Upper Saddle River, NJ: pearson.
Jackson, D. (2015). Employability skill development in work-integrated learning: Barriers and best practice. Studies in Higher Education, 40(2), 350-367.
Marsick, V. J., & Watkins, K. (2015). Informal and Incidental Learning in the Workplace (Routledge Revivals). Routledge.
Wolff, S., & Yakinthou, C. (Eds.). (2013). Conflict management in divided societies: theories and practice. Routledge.

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