BUS610 Week 3 Assignment

BUS610 WEEK 3 ASSIGNMENT 1 Conflict Identification and Resolution [WLOs: 2, 4] [CLOs: 2, 3, 4] Prior to beginning work on this assignment, read Chapter 7: Conflict and Negotiation about the conflicts and negotiation arising in an organization. We live in a very complex and culturally diverse society. When we bring individuals together from diverse backgrounds in a work environment conflict can arise when expectations are not realized or met. Rather than hoping conflict will go away, this paper will explore and identify the reasons for conflict and how to successfully address them in a team environment. In your paper,  Analyze at least three potential conflict outcomes within an organization or team with which you are familiar.  Identify and describe the source(s) and level of the conflict and support with evidence.  Describe the steps taken to resolve the conflict or, if it is an ongoing conflict, propose steps to resolve the conflict.  Describe at least three conflict outcomes that could reasonably occur because of the conflict resolution. Support your reasoning for each possible outcome. The Conflict Identification and Resolution paper,  must be 4 double-spaced pages in length (not including title and references pages and formatted according to APA Style Links to an external site. as outlined in the Writing Center’s APA Formatting for Microsoft Word Links to an external site. resource.  must include a separate title page with the following in title case: o title of paper in bold font  Space should appear between the title and the rest of the information on the title page. o student’s name o name of institution (The University of Arizona Global Campus)

BUS610 WEEK 3 ASSIGNMENT 2 o course name and number o instructor’s name o due date  must utilize academic voice. o See the Academic Voice Links to an external site. resource for additional guidance.  must include an introduction and conclusion paragraph. o Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper. o For assistance on writing Introductions & Conclusions Links to an external site. and Writing a Thesis Statement Links to an external site. , refer to the Writing Center resources.  must use at least 3 scholarly sources in addition to the course text. o The Scholarly, Peer-Reviewed and Other Credible Sources Links to an external site. table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source. o To assist you in completing the research required for this assignment, view the Quick and Easy Library Research Links to an external site. tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips.  must document any information used from sources in APA Style as outlined in the Writing Center’s APA: Citing Within Your Paper Links to an external site. guide.  must include a separate references page that is formatted according to APA Style as outlined in the Writing Center.

BUS610 WEEK 3 ASSIGNMENT 4 BUS610 Week 3 Assignment Student’s Name Instructor Date Conflict Identification and Resolution Introduction Conflict is an inherent aspect of human engagement, and its manifestation is particularly conspicuous within the intricate and heterogeneous contexts of contemporary organizations. When individuals with diverse backgrounds come together to work towards common objectives, conflicts may arise due to differences in expectations, communication approaches, values, and obligations. Instead of disregarding these disagreements as harmful to

BUS610 WEEK 3 ASSIGNMENT 5 the workplace, firms could adopt them as occasions for development, creativity, and enhanced team chemistry (King et al., 2009). This paper examines conflict within organizations, evaluating interpersonal, task, and role conflicts. The main goal is to analyze conflicts in organizational settings to understand their sources, levels, resolution tactics, and potential consequences. The paper will provide insights on identifying and resolving conflicts. Conflict is inevitable when people work together in companies. That conflict does not necessarily indicate a dysfunctional or unhealthy organization. Instead, disputes are part of workplace dynamics and can promote growth and improvement if handled well. In dynamic organizations, disputes can arise from several sources. Conflict can arise from several sources, including personal values, communication styles, expectations, and work methods (Prause & Mujtaba, 2015). Organizational structures, power dynamics, and resource distribution can complicate these disputes. Understanding conflict causes is the first step to constructive conflict management. Organizations can see conflicts as opportunities for growth and advancement by acknowledging that they are part of human interaction.

BUS610 WEEK 3 ASSIGNMENT 7 Conflicts must be acknowledged and addressed proactively to be managed effectively. Unresolved conflicts can damage productivity, morale, and organizational cohesion. Therefore, companies must promote open communication and conflict resolution. This involves providing safe venues for people to voice their concerns, initiating talks, and resolving conflicts. Organizations can use disagreements to improve work harmony and productivity by viewing them as learning opportunities. Types of Conflict in an Organization and The Steps Taken to Resolve the Conflict Interpersonal Conflict The primary underlying cause of interpersonal conflict between two individuals within an organization often stems from disparities in communication techniques and personal preferences. The communication style of one member may be marked by directness and assertiveness, while the other may prefer a more restrained and collaborative approach (Smiley, 2018). The divergent approaches resulted in frequent misinterpretations and tensions during team meetings and collaborative endeavors. The degree of this interpersonal conflict can be categorized as moderate since it did not evolve into a complete crisis but had a notable impact on team relationships and productivity (Smiley, 2018). The existence of this conflict can be ascertained by examining the recorded minutes of team meetings, soliciting feedback from team members, and making observations of interactions between the two staff. Task Conflict Task conflict arises from divergent viewpoints over selecting a programming language for an imminent project. Certain team members may have preferred a programming language

BUS610 WEEK 3 ASSIGNMENT 8 with which they were better acquainted, highlighting its user-friendly development process and familiarity. Conversely, other team members could have argued for an alternative language renowned for its efficiency and speed. The origin of this disagreement can be traced back to technological and practical factors. The degree of conflict in this assignment can be classified as moderate to high as it relates to a crucial decision concerning project development that has the potential to significantly influence the project's success and the dynamics within the team (Overton & Lowry, 2013). The dispute at hand can be substantiated by examining various sources, such as meeting minutes, email correspondences, and team members' messages, which encompass conversations about the selection of a programming language. Additionally, recorded debates and discussions serve as valuable resources that capture the conflict's contrasting perspectives. Role Conflict Role conflict at an institution is caused by unclear duties and responsibilities for both parties. Conflict may arise from unclear job responsibilities, tasks, and reporting hierarchies, leading to disagreements and strained relations between the factions. The issue may be structural, stemming from the organization's workflow and job delineations (Wertheim, 2002). Role conflict in this context can have significant implications for team operation and service delivery. The conflict can be solved through clear job descriptions, organizational charts, recorded arguments, and staff feedback or grievances. Conflict is an inherent and inevitable element of human interaction, particularly within the complex framework of contemporary institutions. Instead of perceiving disputes as intrinsically harmful, companies have the potential to utilize them as avenues for

BUS610 WEEK 3 ASSIGNMENT 10 efforts. The crux of the matter lies in acknowledging conflicts as excellent opportunities for learning and taking proactive measures to address them. Organizations may effectively handle conflicts by promoting transparent communication, establishing conflict resolution methods, and creating secure environments for employees to express their concerns. These endeavors contribute to establishing a work atmosphere characterized by harmony and productivity, wherein disagreements are viewed as catalysts for facilitating positive transformations rather than obstacles to advancement. Recognizing, confronting, and overcoming disputes is a distinguishing characteristic of proficient leadership and management in the contemporary and ever-evolving corporate environment. Viewing conflicts as potential avenues for growth and enhancement indicates an organization's ability to adapt and endure and a means to achieve long-term prosperity in a constantly changing global landscape.

BUS610 WEEK 3 ASSIGNMENT 11 References King, E. B., Hebl, M. R., & Beal, D. J. (2009). Conflict and cooperation in diverse workgroups. Journal of Social Issues , 65 (2), 261–285. Overton, A. R., & Lowry, A. C. (2013). Conflict management: difficult conversations with difficult people. Clinics in colon and rectal surgery , 26 (04), 259–264. Prause, D., & Mujtaba, B. G. (2015). Conflict management practices for diverse workplaces. Journal of Business Studies Quarterly , 6 (3), 13. Smiley, F. (2018). A leadership guide to conflict and conflict management. Leadership in Healthcare and Public Health . Wertheim, E. (2002). Negotiations and resolving conflicts: An overview. College of Business Administration, Northeastern University, [available at http://web. cba. Neu. edu/~ ewertheim/interper/negot3. htm] .