Conflict Management: Case Evaluation
According to Wall & Callister (1995), conflict may occur at the interpersonal level in which an individual comes into conflict with others. Perhaps, conflict may occur at the intergroup level, whereby some level of contention exists between or among groups. Last, conflict may occur between or among organizations, which is known as interorganizational. egardless of the level, experiencing conflict breeds frustration, anxiety, and the dreaded fear of the unknown outcome. Although associated feelings are a byproduct of an unpleasant and natural occurrence, it is necessary for people to progress through the cycle. "As with any social process, there are causes; also, there is a core process which has results or effects. These effects feed back to affect the causes. Such a conflict cycle takes place within a context (environment) and the cycle will flow through numerous iterations (Wall & Callister, 1995, p. 516). For further analysis, an…...

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References

Bobot, L. (2010). Conflict management in buyer-seller relationships. Conflict Resolution Quarterly, 27(3), 291-319. doi:10.1002/crq.260

Wall Jr., J.A., & Callister, R. (1995). Conflict and its management. Journal of Management, 21(3), 515.

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Conflict Identification and esolution
In the current team I am on where I work, there is conflict between myself and another worker, mostly because he always tries to lead but I was assigned to be the team leader. The usurping of my authority and goals has been ongoing, and efforts to mitigate it have been unsuccessful. The source of this conflict would seem to be the other person, but the true source of the conflict is that he and I are both very similar in the way we approach things, and we are both natural leaders. Although I was chosen by our manager to lead the team, my coworker is used to being a leader and has a difficult time restraining himself from taking over and taking the lead in numerous situations. This current team is not the first place where he has done this, either to me or to other…...

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References

Aureli, F. & de Waal, F.B.M. (eds). (2000). Natural conflict resolution. Berkeley, CA: University of California Press.

Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, Inc.

Wilmot, W. & Hocker, J. (2007). Interpersonal conflict. New York, NY: McGraw-Hill Companies.

Indeed, Norma Jean had on several occasions hinted that she was not comfortable in the relationship. She kept hinting that she was on the way out of the said relationship. Although Norma Jean has already made up her mind that she does not want to stay in the relationship, Leroy still attempts to convince her not to leave him.
Apart from the conflicts identified above, several other person to person conflicts can be easily identified throughout the text. For instance, there exists conflict between both Leroy and Norma Jean and Mabel. The source of conflict in this case is the desire Mabel harbors to have Leroy and Norma Jean visit Shiloh. Both Norma Jean and Leroy are not so keen on visiting the proposed place though. They only give in after Mabel becomes rather insistent. Norma Jean's smoking habit also brings about some form of conflict between her and her…...

Conflict a Trading Floor
What are the stakes for the protagonist in "Conflict on a Trading Floor?" What options are available?

The four different options that are available for First America include: restructuring the deal, allowing the transaction to proceed, reporting the various discrepancies to upper management and letting Poseidon executives know about the conflict. ("Conflict on a Trading Floor," 2006)

The four stakes include: the relationship with the client, possible issues with ethical violations, regulatory challenges and the image of the firm over the long-term. The combination of these different elements is important, because they are showing the choices and outcomes from these actions. "Conflict on a Trading Floor," 2006)

Which would you choose?

The best option is to restructure the deal. The reason why is because of the unusually high fees that are being charged. This will hurt the relationship between the bank and Poseidon. Once this happens, is when the firm will…...

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References

Conflict on a Trading Floor. (2006). Harvard Business School.

What We Do. (2012). IMF. Retrieved from:  http://www.imf.org/external/about/whatwedo.htm 

Kent, A. (2009). Beyond Compliance. Singapore: NAU Press.

Schuerkens, U. (2008). Globalization. New York, NY: Routledge.

This led him to not be concerned about future inspections. Yet, new members had joined the team and did not know how to handle inspection processes. The other team members did not step up to inform them because they thought the Commanding Officer would fulfill his responsibilities and do so himself. This lack of communication then was one of the biggest causes of the later conflict at hand. Communication is often a major source of conflict in any organization. Here, the article states that "Communication-based misunderstanding becomes especially prevalent if the other is angry, dislikes, or distrusts the party" (Wall & Callister 1995 p 522). In this, the lack of communication could have easily generated negative feelings and resentment, if not immediately fixed and adjusted after the lowered grade was received.
Another source of the conflict resides within the structure of the group itself. Wall & Callister (1995) state that…...

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References

Alper, S., Tjosvold, D., & Law, K.S. (2000). Conflict management, efficacy, and performance in organizational teams. Personnel Psychology, 53, 625 -- 642.

Barker J, Tjosvold D, Andrews IR. (1988). Conflict approaches of effective and ineffective managers: A field study in a matrix organization. Journal of Management Studies, 25, 167-178.

Wall, James a. & Callister, Ronda Roberts. (1995). Conflict and its management. Journal of Management, 21(3). 515-558.

These conflicts do not affect only the people involved, but may affect an entire nation, especially in the case of the latter type of conflict.
There are, indeed, many types of conflict, just as there are many potential solutions to conflict. With any kind of solution comes a good understanding of the roots of the conflict, but also of the personalities involved and how mutual respect and understanding, as well as a lasting peaceful outcome, can be achieved. n the Chinese setting, for instance, conflict stemmed from demanding superiors, inconsistency between theory and practice and favoritism. (Leung, 2007) in the same setting, the employees employed conflict resolution strategies that were focused on avoidance and cooperation between certain kinds of employees.

Despite the more unique character of the above-described situation, it is important to note that conflict resolution stems from the same kind of basic emotional and psychological feelings and can be…...

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I believe that one of the best ways in which to resolve any conflict is through communication. This can attain understanding and respect, which are two key elements to preventing future conflict. A peer mediator is necessary in order to achieve these outcomes, however, and he or she must be a very good mediator who is willing to listen and provide good feedback and easily implemented solutions. (Resolution Remedies, 2010) it is only in this way that conflict can truly be avoided in the future.

*Please note that all sources attached by the customer were utilized, including Shakar and Leung. The citation for the independent source is as follows:

No Author. The ADR Process. 2010. Resolution Remedie. Retrieved from, .

283). Essentially, interests-based strategies are used in outcomes in which one desires either fairness of organization effectiveness, for the simple fact that this stratagem frequently requires the use of third-party intervention. In most instances, that third party will merely assist in facilitating the resolving of such a conflict by speaking to each disputant and helping them to solve the conflict for themselves. The third-party's role is strictly supplementary, unless it chooses to combine this particular strategy with a power-based one. Those who can intervene as a third party include either supervisors or other organization members, which usually attempt to do so on a fairly informal basis. Disputants can also employ this strategy without a third party by engaging in "positional negotiating" (Schachar, 2001, p. 23) with one another.
The more effective of these strategies, however, appears to be the power-based approach for settling conflicts within an organization. There are a…...

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References

Shachar, M. (2011). Conflict Resolution Management Textbook.

TUI University. "Foundations of conflict resolution." NCM 501. Module 3.

Jameson, J.K. (1999). "Toward a comprehensive model for the assessment and management of intra-organizational conflict: Developing the framework." International Journal of Conflict Management. Bowling Green. 10 (3): 268-294.

Conflict in the Workplace:
While not all conflict is negative, conflict is an inevitable aspect of the modern business life and working environment because where there are people, there is conflict. When considered as a positive measure, conflict in some workplaces can be regarded as healthy since it is an opportunity for the business to effect positive change. On the contrary, unhealthy conflict can also occur in the workplace when it has the potential of causing negative consequences on the business. Some of the most common causes of conflict in the workplace include poor communication, poor leadership, overwork, job stress, favoritism, unrealistic work expectations, and personality clashes. However, in the past few years, workplace conflict has also originated from cultural factors because of the increase in globalization. The modern business environment is characterized by numerous attempts to include people from diverse cultural backgrounds as crucial aspects of the success and profitability…...

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References:

Elfenbein, H.A. & O'Reilly, C.A. (2005), Fitting In: The Effects of Relational Demography and Person-Culture on Group Process and Performance. Stanford Graduate School of Business, viewed 14 August 2012,

LeBaron, M (2003), Culture and Conflict, Beyond Intractability, viewed 14 August 2012,

Watt, B. (2005), How to Hire for Cultural Fit, HC Online, viewed 14 August 2012,

Conflict Management and Negotiation, Case 8 Sick Leave
Kelly, Mark and Suzanne -- two Canadians and a British citizens, respectively -- are working as Assistant Language Teachers (ALTs) within the Japan Exchange and Teaching Program (JET) in Soto, Japan. In an effort to improve the English education standards used in Japanese schools, the national government designed the JET program to facilitate the exchange of English teachers from international locales. Government agencies and other educational experts believed that the process of exchanging teachers would serve to further the growing commitment to internalization on the municipal level, emphasizing the value of English-language competency for Japanese citizens and government workers. In order to properly address the instance of workplace issues or complaints from its ALTs, the JET program allowed for a process of resolution mediated by the Conference of Local Authorities for International elations (CLAI). Although the CLAI program was intended to be proactive…...

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References

Lewicki, J.R., Barry, B., & Saunders, M.D. (2011). Essentials of negotiation (5th ed.). New

York, NY: McGraw Hill. ISBN-13: 9780073530369

Lewicki, J.R., Barry, B., & Saunders, M.D. (2010). Negotiation: Readings, exercises and cases

(6th ed.). New York, NY: McGraw Hill. ISBN-13: 9780073530314

In reviewing the main considerations that define conflict management situations and in making a determination which strategy has a likelihood of being effective the factors to be considered are:

Issue Importance

Relationship Importance

Relative Power

It is important to consider the importance of the issue, which has been done and although the conflict is centered around important issues the resolution is not one that lack of resolve creates immediate demand of resolution through force. In terms of relationship, the situation is one that suggests fostering of relationships through the resolution process to be vital. As to relative power, that power held by supervisors does not need to come into play unless no other form of resolution is successful.

Recommendation for Resolution of Conflict:

After having performed research of conflict resolution and studied the methods utilized by other institutions in conflict resolution it is stated as a recommendation that the method of "Collaboration" be used in reaching…...

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Bibliography

Conflict Management Style and Strategy (nd) Wright State University College of Business [Online available at http://www.wright.edu/~scott.williams/LeaderLetter/conflict.htm#the]

Lingren, Herbert (1983) Managing Conflict Successfully [Online available at   F-9, Relationships Issued September 1983;http://ianrpubs.unl.edu/family/heg181.htm ]FileHEG181

Braley, Richard (nd) Conflict Management Styles [Online available at  http://www.cameron.edu/~richardb/V_CMStyles.html 

Conflict Management Styles (nd) Congregational Resource Guide Online available at  http://www.congregationalresources.org/PWD/P4.4.asp ]

Conflict in a Separate Peace
Conflict can be said to be a disagreement which is brought about by a threat (real or perceived) to the interests or needs of an individual or group of individuals. When conflict is between several parties, it is referred to as external conflict. However, when the same occurs within an individual, it is referred to as internal conflict. In this text, I take into consideration the conflicts (both external and internal) that were faced by Leper, Brinker and Finny in the novel, 'A Separate Peace.' I also look at how each of the three characters resolved the conflict.

Conflicts Faced by Finny

Finny's internal conflict is well brought out in the novel. Though he is talented when it comes to athletics, Finny is apprehensive of Gene's academic performance. An academic genius, Gene in one instance complains to Finny about his dismal grade in a certain mathematics test. In…...

As a result, any kind of negotiation would involve some form of give and take from both sides. (Loo, 2006, pp. 24 -- 25)
Recommend a strategy for Hammer to resolve the problem.

To resolve the situation, Hammer must sit down with: the doctors, Harding and Dr. oyer. At which point he would listen to the issues that were caused by the new system she implemented and possible ways that the issue can be rectified. At the same time, he would listen to why Harding utilized the approach that was taken, instead of working with the staff. Once Hammer has listened to both sides, he would bring Dr. oyer back to the hospital, to address the problems with EKGs. The system that Harding is using would be suspended until a workable approach can be established. ecause Harding went on vacation and refused to discuss the issue with the staff, she should…...

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Bibliography

Choosing a Conflict Management Style. (n.d.). Dispute Resolution Ohio. Retrieved from: http://disputeresolution.ohio.gov/schools/contentpages/styles.htm#avoiding

Chitwood, R. (2004). The Lack of Leadership is why Companies are Hurting. Max Sacks. Retrieved from:  http://www.maxsacks.com/articles/article0803.html 

Fisher, E. (2004). The Art of Managing Everyday Conflict. Westport, CT: Praeger.

Loo, T. (2006). Dealing with Difficult People. Street Negotiation. (pp. 24 -- 25). Ostego, MI: Page Free Publishing.

Conflict Management and Conflict esolution in Literature review

"The Administrative Power Grab" attempts to manage the conflict between the power that the leader posses and the ability to use that power properly. On the one hand, some leaders utilize the power that they have to act as tyrants which leads to greater conflict within the school because people believe that their opinions are not being heard or implemented into the overall organizational strategy. The article attempts to explain that there can be a happy medium between having power and managing that power in ways that are appropriate and effective. This particular article seems to focus more on conflict management than conflict resolution. This emphasis is most evident in the fact that the author does not really expound upon the ways in which conflict can be solved instead the focus is on avoiding significant conflict by harnessing the power of the leader…...

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References

Cook V.S., Johnston L.M. (2008) Where Does Conflict Management Fit in the System's Leadership Puzzle? AASA Journal of Scholarship and Practice. 4(4). 12-15

"Leadership Styles." Retrieved May 27, 2010 from;  http://www.mindtools.com/pages/article/newLDR_84.htm 

Edgar H. Schein (1997) Organizational Culture & Leadership. Retrieved May 27, 2010 from;  http://www.tnellen.com/ted/tc/schein.html 

Richard D. Sorenson (2007) the Administrative Power Grab. The School Administrator. 6 (64) Retrieved May 27, 2010 from;  http://www.aasa.org/SchoolAdministratorArticle.aspx?id=6678

In this regard, Ouchi points out that, "If there are rival business associations or if the ethnic organizations are in conflict with each other, you must get them together for their common good and for the good of the children" (20).
Conclusion

The research concerning the impact of conflict and what forms conflict can assume in school systems showed that a wide range of conflict types can occur between and within school boards, school administrators, teachers, parents, and the surrounding community, including language, differences concerning the importance of various federal and state mandates such as the No Child Left Behind Act, and the types of curricular offerings that should be provided. Other sources of conflict included basic differences over individual values and preferences, and because resources are by definition scarce, budget issues were also shown to be common source of conflict. In the final analysis, it is reasonable to conclude that…...

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Works Cited

Anderson-Butcher, Dawn and Deb Ashton. 2004, January. "Innovative Models of Collaboration

to Serve Children, Youths Families, and Communities." Children & Schools 26(1): 39-

41.

Fueuerstein, Abe. 2009. "School Board Ethics and Effectiveness." Planning and Changing,

95-133.
In this selection, Chong examines the foreign policy used by Singapore during the 1990s to establish its credentials as a full participant in the international conversation. I will use the examples explored in this article to support the thesis that soft power is a realistic and viable choice of policy.

Fukuyama, Francis, "he End of History?" National Interest 16 Summer 1989, pp. 3-18.

Fukuyama's assertion that the fall of the Soviet Union will result in the triumph of Western political liberalism has not yet been proven true; I will use his article as a warning against presuming too much in the political realm, especially in light of Jervis' assertion above that there will always be unpredictable actions in politics.

Gambill, Gary, "he Balance of error: War by Other Means in the Middle East," Journal of Palestine Studies 28:1, 1998, pp. 51-66

Gambill's examination of how terror changes the political actions that may and…...

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This text on neorealism provides an excellent reference about the theory and its priorities. In the chapter by Waltz, Waltz explains the structural conditions of international anarchy when allowed to prevail. I will construct an argument to Waltz as to why international anarchy will not be a result of a soft power approach.

Weaver, Mary Anne, "The Real bin Laden," The New Yorker, 24 January 2000

Weaver's article introduces the reader to Osama bin Laden's history and influences, and also deals with some of the United States' response to his terrorist actions. Again, this article will support the theory that new ideas, such as soft power, are needed in international relations to better fight these new threats.

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The most common ethical issues facing health care managers are balancing profits with patients, avoiding conflicts of interest, making sure people get equally fair treatment (as opposed to better treatment for rich people, etc.), addressing the concerns of nurses who may feel they are not providing care with enough of a benefit, and managing patients who do not have the capacity to make decisions, such as pediatric and geriatric patients. These issues can be addressed in the strategic plan through clearly spelling out specific policies that have to be followed. That helps to avoid the issue as one of ethics,....