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MANAGEMENT OF CONFLICT IN WORK TEAM
In today’s competitive scenario, employees want a healthy working atmosphere in the organization but the struggle has become an integral portion of everyday life of an individual or of an organization. Every organization encounters conflict on a everyday base. In the workplace, no matter how much you try to obviate it, if you work with people the chances are that you will have to deal with conflict at some period. The differences cannot be avoided, but it is possible to do them in a manner that we discern them on time. It is necessary to continuously go after the organizational signals which point to their being. Difference of opinion has considerable influence on the behaviour, performance and satisfaction of the employees. This paper brightens the meaning of conflict and the various reasons that give rise to the problem of conflict in the work team. At the same time, it also tries to play up the techniques and measures to manage the conflict systematically so that the efficiency and productivity of the employees can be bettered. It brings out that it is really significant that the manager should understand the concept of conflict fully and try to manage it effectively
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Conflict management is the ability to be able to identify and handle conflicts sensibly, fairly, and efficiently. This paper highlights the various consequences of conflicts in a workplace and how it impacts the performance of an employee in the organisation.For the purpose of measuring the impact of conflict on the performance, a sample of 40 respondents is selected. Conflict Management factors like proper management of conflicts helps to strengthen employees' relationships, resolve problems quickly and effectively, decreases overall tension which is good for a better working environment, leads to greater levels of productivity and creativity,quick decision-making, improves commitment and communication, reduces absenteeism and turnover,reduces stress, leads to collaboration, innovations and new ideas and leads to effective interaction with customers and other stakeholders are selected and put in a well designed questionnaire consisting of 5 point rating scale.For the purpose of analysis, Factor Analysis is used to reflect crucial factors that are responsible for the effective management of conflicts.
Nowadays, it is being reported that bank employees are facing highest levels of stress which is leading to the thought of ending their lives while at work. This entails the need of the present study. The basic idea of the present study is to find out how is stress caused in banking employees. The survey details that due to prolonged working hours and less payments, there is frustration among the employees. The present study intends to bring such factors which should be focused by employers so as to better utilize the capacities of the employees in banks.
KM is about making the right knowledge available to the right people. It is about an environment where an organization can learn, and that it will be able to retrieve and use its knowledge base in current situations as they are needed. In the words of Peter Drucker it is "the coordination and exploitation of organizational knowledge resources, in order to create benefit and competitive advantage" (Drucker 1999).This paper tries to examine the impact of knowledge Management strategies of the organizations and the intentions of the employees to leave the organization because of dissatisfaction with the job .When the people are not happy about the sharing and availability of information and knowledge at the right time ,they may find it difficult to cope with the situation and it may lead to dissatisfaction in them .In the today's competitive world ,companies cannot afford to loose on the Human Resource and hence they are implementing number of strategies for increasing the job satisfaction of the employees .Appropriate Knowledge management strategies are one of them .The study was Exploratory and descriptive in nature. The data was collected from 30 respondents of IT Industries .The method used was the questionnaire and personal interview. On the basis of the analysis it was found that there is a strong correlation between KM policies and Job Satisfaction of employees. This study can be generalized for other sectors also.
The importance of HRM to a large extent depends on human resource development. Training is the most important technique of human resource development. No organization gets a candidate who exactly matches with the job and the organizational requirements. Hence, training is important to develop the employee and make him suitable to the job. Trained employees would be a valuable asset to an organization. Organizational efficiency, productivity, progress and development to a greater extent depend on training. Organizational objectives like viability, stability and growth can also be achieved through training so raining is important, as it constitutes significant part of management control.
Emotional Intelligence plays an important role in helping the managers and employees to cope with this dynamic change in the business environment. The application of emotional intelligence in the organization includes the areas like personnel selection, development of employees, teams and the organization. It has also been found that ultimately it is the emotional and personal competencies that we need to identify and measure if we want to be able to predict performance at workplace resulting in its effectiveness, thereby enhancing the worth of the human capital. The current paper sets out to examine the relationship between the emotional intelligence of executives in Indian business organizations with their personal competencies. The result suggests that emotional intelligence is significantly related with the personal competencies of employees and the variables of personal competency namely, people success, system success and self success have a predictive relationship with emotional intelligence. Employees need to enhance their emotional intelligence skills, apart from technical skills, which in turn will enhance their productivity on the job. Management of emotional intelligence by the team members will help in developing interpersonal skills of the team members.
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A I. Conflict originates from a variety of possible sources. Al. Conflict follows a predictable course or pattern. A3. Conflict is manifested in many ways, which have positive and negative consequences. A4. Conflict and conflict handling behavior is adaptive. AS. Conflict is to be managed with respect to its consequences (rather than its causes ...
Conflict, Conflict Management, Performance management, Workplace conflict, Employee performance, Retail Industry. iii . Submission of Thesis and Dissertation National College of Ireland . Research Students Declaration Form ... I declare that all verbatim extracts contained in the thesis have been distinguished by quotation marks and the sources ...
implementation of ADR based workplace conflict management systems, levels of destructive workplace conflict are raising. As ADR includes all the options to solve conflicts, this is a troublesome trend. A partial explanation for this is that there are many problematic areas in the theoretical framework on workplace conflict.
Conflict in the workplace can be very costly because a lack of proper conflict management strategies and systems can lead to high turnover, low employee morale, and to a deterioration of relations with outside stakeholders (Mintzberg & Waters, 1985; Phillips, 2001). Managers tend to acknowledge the importance of dealing with conflict in
BRARIES. /-1,7. Managing Conflict Across Generations in the Workplace. By Ernesto Vazquez Submitted to the MIT Alfred P. Sloan School of Management on May 4th, 2009 in partial fulfillment of the requirements for the degree of Master of Science in Management ABSTRACT The current American workplace is made up of members of four distinct ...
The next theme centers on the concept of conflict, including workplace conflict and how it can affect organizational performance. The final thematic subsection encompasses five main conflict management strategies (accommodating, avoiding, collaborating, compromising, and competing). Leadership.
Conflict Management in the Workplace: A Case Study in a TVET College in Mpumalanga Province, presented to obtain a Master of Education at UNISA, is my own work and that no one has presented it before to any other institutions of higher learning. All sources cited in my research study are displayed and acknowledged in
Three types of conflict among the subunits of formal organizations are identified: (1) bargaining conflict among the parties to an interest-group relationship; (2) bureaucratic conflict between ...
that HR perspectives state that conflict stems from poor workplace policies and management. Lewin examined findings from IR and HR grievance procedures in unions and found that both perspectives were effective at resolving conflict. He gathered much of his data from a survey conducted by the Bureau of National Affairs in 1995 that
Conflict may have both positive and negative effects on a team. It can help the team operate better by exploring issues more fully, but it can lead to emotional problems that damage communication. Studies on conflict in work teams show that the impact of conflict depends both on the type of conflict and the characteristics of the team (Jehn, 1995).
Winardi (2004), suggests that conflict is an opposition or disagreement between people, groups or organizations.Work conflict is a dispute, a conflict between two people or two groups where the ...
It also tries to focus on conflict management strategies. This paper has endeavored to explain why workplace conflict management is necessary and how to apply conflict management instruments to mitigate the outcomes of conflicts. 3. Theoretical basis of conflict and conflict management Conflict theory originated from the work of Karl Marx.
may have different ways of speaking, writing, and body language (Rakhra, 2018). Interventions. that can be used to address, manage, avoid, and resolve workplace conflict include. communication ...
Contrasting Pathways in the HRM Literature. Summary. This paper reviews the HRM literature on the management of workplace conflict. It suggests that workplace conflict is commonly viewed as a symptom of management failure in this literature: the notion that conflict may be intrinsic to the nature of work due to employees and managers having ...
As long as organizations continue to use work teams, conflict cannot be avoided since it is an inevitable aspect of work teams. Conflict is an outcome of behaviors. It is an integral part of human life. Whenever there is interaction there is conflict. Conflict means expression of hostility, negative attitudes, antagonism, aggression,
The approach to the conflict and the conflict management style also depends on the participant‟s emotional involvement in the conflict according to Bodtker et al. (2001). Bodtker et al. (2001) argues that a conflict is formed by three major elements: 1. Attitudes - ‟Cognitive ideas and emotions‟.
PDF | This research study aimed to investigate and assess effective conflict resolution skills and interventions for managing conflicts within the team.... | Find, read and cite all the research ...
The major conflict management style used by SMU is compromising and the frequently used alternative conflict management system is using disciplinary committee. The commitment of the top management in resolving or managing workplace conflict is average or moderate. In order to manage conflict properly, the management should be
However, there is a significant relationship between conflict management styles and organisational performance (p-value =0.000<0.05). This study concludes that effective conflict management contributes to enhanced employees' productivity and would eventually improve organisational performance.
Conflict may lead to work sabotage, employee morale problems, decline in t he market share of product/service and consequent loss of productivity 2.8 Conflict Management and Resolution
Conflict management is the ability to be able to identify and handle conflicts sensibly, fairly, and efficiently. This paper highlights the various consequences of conflicts in a workplace and how it impacts the performance of an employee in the organisation.For the purpose of measuring the impact of conflict on the performance, a sample of 40 respondents is selected.
CONFLICT MANAGMENT IN ORGANIZA TION 1. Željko T urkalj, Full Professor. Ivana Fosić, T eaching Assistant. Davor Dujak, T eaching Assistant. J.J. Strossmayer University in Osijek. Faculty of ...
Conflict management and diversity: Lessons from civil rights organizations. Journal of Social Issues, 74(4), 746-764. Received on 24 Feb 2022 Revised on 2 March 2023 Published on 10 March 2023.