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Conflict Management Essay

3261 words - 13 pages

Conflict ManagementIn the Merriam-Webster dictionary, conflict is defined as "a: competitive or opposing action of incompatibles: antagonistic state or action (as of divergent ideas, interests, or persons) b: mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands c: fight, battle, war."(Merriam-Webster online dictionary) Conflict can occur in any place at any time. According to the UOP e-text, Organizational Behavior, "conflict occurs whenever disagreements exist in a social situation over issues of substance or whenever emotional antagonisms create frictions between individuals or groups."(UOP e-text Pg 127). There are several types of conflict that can come about. In any organization, conflict is going to occur but there has to be a way to manage, address, and resolve conflicts in an appropriate manner. In dealing with problems in one's everyday life, the approach to resolving and dealing with a conflict maybe completely different than the way a company handles and resolves conflicts. For all problems, there has to be some type of conflict resolution.Within my organization, conflict resolution and conflict management can be addressed in stages. At Kelsey-Seybold Clinic, there is a chain of command to follow with trying to resolve a conflict. There are policies and procedures that are listed in the Kelsey-Seybold Human Resources Policy & Procedure Manual as well as on the Human Resources Internet site. On the website, there is a policy listed called Employee Problem Resolution which is designed "to provide a timely and fair way of resolving employee disagreements in a manner that respects the dignity of all parties involved."(Kelsey Benefits website) According to the manual, the discussion of the problem should begin with the employee's immediate supervisor or manager. It is the immediate supervisor/manager's job to try and resolve the misunderstanding that has occurred between two employees unless the supervisor/manager is directly involved in the conflict. If the employee feels that the discussion with the immediate supervisor could jeopardize their job, then they would proceed to higher management. According to the policy, the next level of management should then contact Employee Relations in the Human Resources department to inform them of any type of discrimination or harassment by the immediate manager to that particular employee. Also, if the immediate supervisor is not involved and the employee is not satisfied with the resolution of the immediate manager, the employee can request a meeting with the next higher level of management. Kelsey-Seybold follows the indirect conflict management approach of hierarchical referral, which "makes use of the chain of command for conflict resolution. Here, problems are simply referred up the hierarchy for more senior managers to reconcile." (UOP e-text Pg 133) In the five years that I have been an employee at Kelsey, this policy has never been...

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