Conflicts occur as a result of human interaction, where people CARE about what they do. Improve your ability to manage and harness conflict to improve relationships, improve business productivity, and success. Topics include mediation and ADR.
Alternative Dispute Resolution (ADR) and mediation have become common tools to resolve conflict at work and in the family. Learn about these important options for dealing with conflict.
By NA
- There are two major concerns in a conflict.
The first concern is achieving your personal goals. You are in conflict because you have a goal that conflicts with another personís goal. You goal may be highly important to you, or it may be of little importance.
The second concern is keeping a good working relationship with the other person. You may need to work effectively with the person in the future.
How important your personal goals are to you and how important the relationship is to you affects how you act in a conflict. Given these two concerns, five styles of managing conflicts can be identified. Includes quick questionnaire
(Added: 13-Oct-2003 Hits: 90
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By Robert Bacal
- Anger is a force that can move an organization forward to improve, or, it can be a force that destroys the organization's ability to fulfil it's purpose on an everyday level. Managers play a critical role in determining which of these results will come about.
(Added: 14-Oct-2000 Hits: 71
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By Joan Lloyd, CSP
- There is a Communications Triangle in most organizations. Once a relationship sails into this danger zone, there’s no guarantee it will ever come back. Ironically, many managers enter the Triangle because they think it’s the right thing to do and they have no idea that the relationship could capsize.
(Added: 3-Oct-2001 Hits: 75
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By Mary Rau-Foster
- Turf guarding, the protection of perceived personal power, status and responsibility, is a covert part of every workplace environment and creates a great deal of conflict.
(Added: 10-Mar-2003 Hits: 124
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By NA
- Conflict assessment is the process of systematic collection of information about the dynamics of a conflict. The guides stress open-ended, participant-based data as the path to specifying conflict processes. Such approaches are particularly useful for third parties such as intervention agents and students wishing to study a particular conflict. As a party to the conflict, one can use the guides to collect information from himself or herself and the other party about the conflict. In either case, one needs to use primary information from the parties -for they are the ones who created and maintain the conflict.
(Added: 13-Oct-2003 Hits: 76
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