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M6A2-Conflict - Essay Example

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M6A2 Name: University: M6A2 Introduction Leadership, trust and values play a critical role in successful conflict resolution (Donohue & Kolt, 1994). In reflecting my previous interview with Professor Marco Turk, I believe proper leadership assists in identifying the underlying causes of conflict…
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Download file to see previous pages... Leadership also helps in influencing the efforts of the conflicting parties and ensuring that parties take the responsibility of ending the conflict (Donohue & Kolt, 1994). Leadership also ensures that all parties involve participate in decision-making through provision of opportunities to express their won perspectives, feelings and points of view regarding the conflict (Lansford, 2008). I have learned that leadership in conflict management must aim at proper planning of meeting schedules, installing shared beliefs and strengthening social cohesion. Accordingly, leadership will enable conflict experts adequately identify tasks, differing interests or objectives that require cooperation in ending conflicts (Donohue & Kolt, 1994). From my interview with Professor Marco Turk, I have acknowledged that values play an important role in conflict resolution. The Professor agreed that personality traits, beliefs and perceptions of the conflicting parties might either hinder or foster successful conflict resolution. I agree that openness to new challenges, open-mindedness, and cooperative values will foster shared goals during the conflict resolution process among the conflicting parties (Jeong, 1999). ...
Values such as emotional intelligence, self-awareness and emotional stability helps the conflicting parties minimize negative perceptions or aggressive behaviors such as verbal attacks that may compromise the process (Donohue & Kolt, 1994). My modified personal working model for conflict resolution is ideal for interpersonal conflict as well as group-to-group situation conflict (Jeong, 1999). However, leadership, trust and values are more essential in resolving interpersonal conflicts compared to group-to-group situation. Interpersonal conflicts mainly result from differences in personality, poor communication, cross-cultural differences and task conflicts between two or members in an organization (Donohue & Kolt, 1994). Power struggles and poor leadership within an organization may also lead to instances of conflicts among the staff. The first step is to identify the underlying causes of conflict. Accordingly, I believe the conflict expert will then create urgency for a solution through identifying the detrimental impacts of the conflict to the workplace. Successful leaders must be able to identify the possible negative impacts such as decline in profitability, poor relationships among conflicting employees, poor customer service and lack of cooperation within the organization (Donohue & Kolt, 1994). According to my modified model, the next step will involve creating a favorable environment for resolving the conflict. This step will involve use of essential leadership qualities such as ability to ensure open communication, ability to encourage dialogue and appreciate diversity of opinions among the conflicting parties (Jeong, 1999). In addition, the conflicting parties ...Download file to see next pagesRead More
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