Workplace conflict resolution essay

Conflict Resolution Tips for Managers By Exforsys on September 8, Conflict Management In most organizations, the higher management is expected of bigger and more challenging responsibilities. Even in the rise of employee conflicts, managers act as mediators. They can step up as the authority figure for members who are involved in a conflict. Being a manager, you should be able to identify arising conflicts and take pre-emptive measures using your abilities.

Workplace conflict resolution essay

January 5, Results: On the emotional bank account I am good which shows that I show kindness and consideration towards others though I am not out standing on this factor. I keep promises and honor commitments.

I am very good in balancing my work life, family and friends. I do value the concerns and needs of others.

I am fairly in control of my life and I take responsibility for my moods and actions rather blaming others for the circumstances.

I am not very clear about my goals and what I want to accomplish in life, though I try to organize my work plan to avoid any crisis situation. I am very good and disciplined with my plans. I am a people person and try to take every one along with me.

I care about the success of my peers as well as my own.

Workplace conflict resolution essay

In conflict situations I try to find a solution that benefits all and not an individual so as to create a win-win situation. I am very good in understanding the concerns of other people and sensitive to their feelings.

I am not the person who is pushy and try to force my ideas on others. In a nut shell the above results show that my leadership style is Participative in nature which values the inputs given by team members and peers.

It helps to boost the morale of the employees since all are equally involved in the decision making process. As the theory appeals in developing a positive relationship with you subordinates, I too strive to make a connect with the team, work hand in hand with them, understand their opinions and concerns and then eventually try to create a win-win situation at all times.

I maintain my leadership position by building a core team on which I can share responsibilities and can be trusted at all times. To reward them for their responsibilities I make sure they are rewarded properly which gives others a target to reach to this inner circle and contribute positively toward the growth.

Cooperation is the most efficacious way of obtaining an objective in any leadership style. I tend to be as much co-operative as I can to ensure the tasks at hand are delivered with the best quality and within the timelines.

Weakness of leadership practice The leader member exchange theory is more concerned with the relationship that exists between employees and the relevant leader. There is a development of relationships that helps in attaining the best results possible for the organization. There is also an emotional attribute involved that goes beyond the employment scope.

Based on the insight of this theory, I can identify several weaknesses in my leadership practice. I normally have a poor relationship with Out-Group team members.

These include people that do not show utmost competence at the workplace. I have a tendency of not trusting them with activities that I would deem extremely important to the organization. I only seem to trust the people that come out as being competent.

This is a bad leadership practice since there is no way the Out-Group team members will grow without being accorded some reasonable responsibilities. I have a problem with respecting less productive employees. Respect is a paramount requirement for the leader-member exchange theory to operate effectively.

I have realized that I have the tendency of talking negatively about the less productive people when they are not around. This practice tends to make them appear more redundant to the organizational activities.

I have a weakness on matters regarding conflict resolution at the workplace. I tend to stand with the people that are deemed more important to the organization. Maybe it is due to the fear of losing them as a result of the conflict at hand. This is not a favourable practice since it ruins the trust with the other team members.

In case there is something that needs immediate attention, they will always keep quiet since they are not sure whether I would give them a listening ear. These changes are in accordance with the best practices of the theory.UN News produces daily news content in Arabic, Chinese, English, French, Kiswahili, Portuguese, Russian and Spanish, and weekly programmes in Hindi, Urdu and Bangla.

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Conflict Resolution Tips for Managers | IT Training and Consulting – Exforsys

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