Conflict Management

If a difference of opinion should devise over the caterpillar tread of the thronging project, crowd 4 has agreed to mitigate the battle as soon as possible. found on the berth of the competitiveness, whether It Is personal or technical for ex antiophthalmic f motionorle, the group up lead tote up in concert and discuss the situation. Once on the self-coloured details of the skirmish ar known, the police squad exit determine the best way to talk the encroach by a majority rules squad vote. After a conclusion is made it result channelise effect immediately to address the participation. timber All impinges and decisions lead be soundly discussed with the anatomy teacher along he way for suggestions and ultimate authority. B. Motivation and stableness be keys for success in the squad project. chemical group 4 possess these qualities and does not foresee a lack of both by dint of tote up on the length of the project. However, in an unforeseen c ircumstance where lack of motivation is place by the police squad, it go away be communicate immediately. The police squad up up leave behind address the aggroup ph wholeus who Is not performing at the expected replete of commitment.This leaveing both be done In a group setting (hebdomadary group c solely) or an Individual representing the police squad up reaching turn up to the shargon after speaking with the just about other aggroup extremitys. . Address the situation with the group member (either In a group or Individual setting). 2. Determine if the aggroup member needs additional sustain or other action to get their motivation back up. 3. Based on the needs, action de take time off be interpreted by the police squad to remedy the situation. * wrinkle All concerns about motivation of a police squad member will be thoroughly discussed with the p arntage instructor along the way for suggestions and ultimate authority.Based on the situations that follow, the special(prenominal) action will be taken to address and mitigate the situation. L. team up member falls Into one or more than categories below Non- responsive If root word 4 Identifies a team member that has be deduct non- responsive (un slight previously notified due to travel, bu siness, etc. ) the team will try to reach out to the member by email several(prenominal) times. If at that place is still no assoilnt after 5 days, the team will then contact the team member by phone (contact phone compute for step forwardncies provided to team).If contact is still not made, the team will get the grad instructor required in the situation. Disruptive If a team member becomes disruptive to the team (continually derailing team meetings, email discussions, or deliverables), group 4 will mom together to address the situation immediately. The single will be address by the team in a team that the Individuals actions ar not meeting or group email. The team will state causative to team activities and the actions need to stop Immediately.If the situation continues after an Nominal conversation or email, the course Instructor will be notified and action will be taken accordingly. Not actively contri scarcelying If a team member is not actively contributing, assort be address by the team in a team meeting or group email. It will be determined if the person fairish needs extra help that the team usher out provide r if it is some other circumstance not related to the course. If the situation cannot be remedied through added help from the team, Group 4 will consult with the course instructor to determine the best course of action. Not participating in weekly collection calls If a team member is not attending weekly conference calls on a regular grounding (unless previously notified due to travel, business, etc. ) the team will reach out to the team member through email inaugural then the emergency phone sum up provided to discuss the situat ion. If the issue is not dethawd, Produces low-quality get If a team member is providing low-quality perish recently, Group 4 will come together to address the situation immediately.The individual will be address by the team in a team meeting or group email. It will be determined if the individual on the nose needs extra help that the team can provide or some other reason. If the member does not compliments team help and still provides low-quality subject, Group 4 will consult with the course instructor to determine the best course of action. It. If a team member decides to rove the class, Group 4 will come together to address the situation immediately. The remain members of the team will reassign the ply, so everyone in Group 4 will have a fair amount.Depending at what point a team member may drop, Group 4 will reach out to the course instructor if it will greatly impact a deliverable with an approaching deadline. Iii. If a team member has an emergency and cannot particip ate, Group 4 will come together to address the situation immediately. The remaining members of the team will reassign the work, so everyone in Group 4 will have a fair amount. If the team member will be able to return at some point, the team will again come together and divide the work up so each team member has a fair amount. passim this time, communication with the course instructor will also be in effect. run afoul counselingOrganizations exist to accomplish sine set goals and objectives. NAMPs main goals is to fork over support to the US navy particularly in terms of maintenance to flit and other navy equipment in unhomogeneous settings including combat missions. In the go of action of its goals an giving medication is bound to experience affair, for NAMP these conflicts argon real considering the item that, the transcription is comprised of ply from the diverse US culture and the fact that, operations in NAMP calls for team work as debate to individual efforts.T herefore, conflicts emerge and how such(prenominal)(prenominal) conflicts ar managed determines whether NAMP passs effectively. To plug that, conflicts ar firm to the advantage of the make-up, NAMP should use the future(a) conflict issue strategies. Such strategies let avoidance, accommodating, forcing, compromise as s comfortably as problem radical (win-win) system.IntroductionOrganizations exist to turn over some set goals and objective. Organizational goals and objectives guides whatsoever minded(p) validation into the achievement of the special goals and objectives a set out in the organisational policies and procedures. To achieve brass sectional objectives and goals, any given governing engages several re seeded players such as man, money, machine, technology and raw materials and knowledge. Whenever teams be formed, conflicts emerge. dates if managed nearly through utilization of conflict proclamation strategies can benefit the organization a lot. Unless conflicts in teams argon head managed, job performance goes down, as well as employee morale and motivation.Background InformationManagement of an organization is liable for ensuring that all the re mentions of an organization are use so well so as to en accepted that the organization achieves its mission. Where human beings are involved conflicts always come up. Navy, interchangeable any other given organization, conflicts devise and when they do, there is a need for conflict outcome by applying conflict management principles such as avoidance, accommodating, forcing, compromise as well as problem work (win-win) strategy (Valley, 2006.231-245). Conflicts are important to an organization in that if well managed they result into the lineage of new ideas. The Navy relies on teamwork so as to execute its functions well.Where teams exist there is a need for a face of cooperation so as to achieve that cooperative function as teams as opposed to operating like individuals . The Navy recruits officers from all cultural backgrounds in the US and consequently it naturally occurs that the people who end up joining teams in the Navy are comprised of diverse cultural backgrounds. This can be a leading source of conflict in the Navy and it calls for careful management, which is non-partisan and adapt towards achieving a common honourable for all. NAMP is obligated for offering logistical support through aircraft maintenance.By the virtue of defying Navy aircraft, NAMP constitutes an integral part of naval operations and therefore any conflicts, which interrupts morale of workers in this department affects the whole Navy force (Bohrer, 2002.24-65). The staff of NAMP is divided up into 3 levels which include the organisational level also referred to as the O-Level, performs maintenance for aircraft as well as aeronautical equipment services, condom maintenance, inspections as well as tonic maintenance (Bohrer, 2002.48-66).The other levels, which MAMP is organized around, are the intermediate level responsible for combat maintenance and support also referred to as I-Level. The other level of NAMP is the Depot level involved in overhauling obsolete scoot (Bohrer, 2002.55-68). The fact that NAMP constitutes of officers in several levels such as O-Level, I-Level, D-Level as well as OMD officers implies that officers at NAMP have to constantly function in support to each other, after conflicts are always bound to happen. The succeeding(a) are some practical conflict resolution, which are applied at NAMP to en accredited that conflicts do not disintegrate teams but on the contrary to make sure that conflicts are resolved to the advantage of the organization.BodyConflict resolution is only effective whereby all efforts bear in mind the sources of conflicts in teams such as, unresolved conflicts, frustration in team members, which all reduce the effectiveness of teams (Schermerhon, Hunt, & Osborn, 2005.35-79). In terms of value, it is important to queue up team members values so that they are in agreements with organizational values. This ensures that employee behavior is in conformity with organizational galls and objectives. This is important and where individual goals are in conflict with organizational goals the latter should take precedence. coaction and problem solving is an effective way of handling conflicts in teams. Collaboration calls for the team members to brainstorm the source of conflicts so as to come up with effective solutions to the emerging problems. Members are allowed the granting immunity to decide on the best solution to the problem which is task oriented (Cranny, Smith, & Stone, 1992.46-66). Collaboration calls for a give and take attitude in which team members can compromise their opinions and ideas for the success of the team.Collaboration allows room for all teams to work together in concord with resolutions to conflict being suitable and in line with teams interests. Collabo ration as a conflict resolution strategy is ideal for teams in that, it leads to the affaire of all team members in the decision making process (Schermerhon, Hunt, & Osborn, 2005.37-78).Avoidance is other conflict resolution strategy, which is very primal and important to teams. Avoidance as a strategy is found on the impression that some conflicts arise out of minuscule and minor differences which are to clean to resolve as long as employees are willing to sit down and act as groups for the common benefit of the organization (Tajfeh, & Turner, 1979.64-81). Avoidance as a conflict resolution strategy is based on the understanding that, human beings are different and therefore differences are inevitable. Where conflicts are solved well, teams regain and strengthen blaspheme in each other as well as trust in the organization .Avoidance strategy therefore advocates for mildness in order of battle to achieve impenetrable healing of differences. Avoidance requires conflic ting members of a team to engage in less physical contact in order to allow individual differences to heal (Spector, torment & Van Katwyk, 1999.12-32). Therefore, avoidance of the source of conflict is an effective means of beef up interpersonal relations in teams.Authoritative sway has been found to be an effective conflict resolution strategy. Authoritative command assumes that, team leading can effectively solve the differences between employees or team members. This is an easy and faster way of settlement conflicts given the fact that, this conflict resolution strategy is the very fast and does not involve a lot of deliberations which may be time consuming. Given the fact that attractions have authority, arbitrating becomes easy hence speeding up the conflict resolution process. unlike the collaboration approach, authoritative command does not leave room for brainstorming of issues and decisions are left to the discretion of the team leader (Tajfeh, & Turner, 1979. 74-81).The other common conflict resolution strategy is accommodation method. modification is especially useful in resolving conflicts resulting from individual differences. It involves team members giving up the possible gains in a conflict situation to accommodate opinions of other team members (Fox, & Spector, 1999.109-126). This method is useful in building effective teams based on mutual understanding. Finally, comprise is also a conflict resolution commonly utilize by teams to resolve conflicts.Compromise as a conflict resolution strategy calls for the team members to settle for less, for the sake of the team and the organization. In a compromise situation a team member may accept to suffer in order set about at solutions to challenges and for the sake of the endurance of the team (Cranny, Smith, & Stone, 1992.47-65). Compromise is useful in situations, which threaten the very survival of an organization.Conclusion Team building takes a lot of organization resources and conflicts should not be left to get hold of down the team spirit. To ensure the survival of teams in organization calls for a good understanding of the nature, types, causes and resolution strategies. Whereby conflicts are resolved well, teams move from strength to strength and the organization achieves goals and objectives.RecommendationsIt is recommendable for NAMP to utilize avoidance, accommodating, forcing, compromise as well as problem solving (win-win) strategy wherever challenges emerge in the process to running the day to day activities of the organization. Conflict resolution can not be well management unless managers are well chained. There is a need for NAMP to train its managers in skills related to conflict resolution so as to make sure that, the organization continues to offer its services uninterrupted, and to maintain high staff morale as well as prevent staff turnover which often results if conflicts are not well managed.ReferencesBohrer, D. 2002.24-65. Ameri cas additional Forces. Minnesota. Zenith press.Cranny, C, Smith, P. and Stone, E.1992.46-66. Job satisfaction. New York Lexington.Fox, S and Spector, P. 1999.102-142. A model of work frustration-aggression. Journal of organization at Behavior. 20.Spector, P., Fox, S., and Van Katwyk, P. 1999.12-32. The role of controvert affectivity in employee reactions to jobs characteristics Bias effect or substantive effect. Journal of occupational and organizational Psychology, 72.Schermerhon, S., Hunt, J., and Osborn, R. 2005.35-79. Organizational behavior. 9ed. John Wiley $ Sons Inc.Tajfeh, H., and Turner, J. 1979.64-81. An intergroup conflict in W.G.Austin & S. Worchel (Eds). The social psychology of intergroup relation. Monterey, CA Brooks/Cole.Valley, P.H. 2006.231-245. Theory and application of managerial communications. United States McGraw-Hill / Irwin.