This essay is basically about the field of conflict resolution. Moreover, I have discussed my own personal attitudes and behaviors in case a conflict arises and how and in what ways these attitudes and behaviors have changed. Conflict resolution is an amalgamation of different processes that aids in eliminating the sources of conflict and these processes includes negotiation, mediation and diplomacy and dispute resolution or alternative dispute resolution are other terms for conflict resolution.
Performance measurement is basically the statistical evidence that is used to determine progress to certain organizational goals that are predefined and there are many types of measurements that can be used as a source of performance measurement. A human resource management workshop was organized by my class and I was the leader of the whole class and so had to take care of each and every issue that rose and this also included the task of managing conflicts and resolving them. Thus, I also had to work on conflict resolution. I gave my ideas and worked very hard due to turn out the workshop to be a great success.
To organize the workshop seven different departments were formed within the class each delegated with a set of responsibilities. A close communication network existed between all the departments for clear flow of information. All the departments worked in a well-coordinated manner. We planned out things accordingly. Priorities were given to the goals that we set to achieve in a particular time or date and this helped us a lot to achieve success. In order to achieve our goal, all of us had to work as a team in order to make our workshop a success.
However, during all this conflicts also arose many times between the other group members. As everyone knows that no two minds are same i. e. the way of thinking, acting and behaving of two different individuals is never similar. Therefore, I had to meet up many such situations in which conflict resolution became very handy for me as the leader. My contribution in this event was a lot because as mentioned earlier I was the leader especially when I had to negotiate between the two parties because being the leader it was my duty to coordinate with all the groups and maintain strong communication network between all the groups.
Other than that, being the leader it was also my duty to motivate all the members of the class so that some may not feel left out. Therefore, I tried my best to encourage each and every person and try to use conflict resolution as a handy tool to avoid and conflicts so that the members could work as a team, with efficiency and effectiveness. As this was being done properly by me, the entire affair provided a platform for all of us to work together and better exhibit our skills and talents. It provided us with the opportunity to work like a team and to develop ourselves.
Furthermore, I would add that every individual needs power and wants to influence others. However, different individuals may want to have different levels of power and this is the reason why conflicts occur between people. I have written different types of power below but they are on the context that the need of conflict resolution might arise due to these . 1. Reward Power – Employees believe and it is their right to believe that they would be paid with the compensation of the services that they are giving to the organization.
These rewards are expected by the employees from their supervisors. 2. Position – This refers to the influence an employee has on something. For instance, the marketing manager would be having more influence on the decisions or the people working in the marketing department than the people or the decisions that are related to the finance or some other department 3. Knowledge or expertise – The people who are the best in their fields have ample knowledge about their field and are in high demand. 4.
Character or ethics – In the case of negotiations, the people who are reliable have more power as they are trusted by others. 5. Punishment – Every employee is liable for his actions. For those who do not act in the prescribed way or in a way that is ethical and accepted they are to be punished for their acts. The punishment is given to theses kind of people by the people who have authority over such employees. 6. Gender – There is a difference between the decisions taken for a male employee and a female employee. In some cases the females are discriminated while in some they are given more rights.
7. Powerlessness – In cases when full power is given to someone, can be negative too or to whom the power is being used can be dominant on the person having the power. For instance, let us consider and example of the power of a hostage. The kidnapper might threaten him to fulfill his demand or he will kill him. Now it is up to the hostage what to say. If he says that he doesn’t care about being killed, the kidnapper would loose his power in this case. 8. Charisma or personal power – There are some people who are blessed with personal power and they are confident and passionate about their work.
9. Lack of interest or desire – A person who is not much interested in something has the most power. For instance, if I want to purchase a house and I have two options, I would not show much interest in a house that is being sold on a higher price in the same locality. However, I would turn on to the other option. Therefore, I would be having more power in this case to define my terms. In the other case if I just have one option of a house; I will have to accept the terms of the person selling the house if I am very much interested in purchasing it.
Management competencies includes teamwork and partnership, leadership, organizational ability, interpersonal skills, strategic planning, self management, decision-making, managing change, motivation of yourself and others, drive for achievement, time management and prioritizing, creative problem solving and analysis, information collection and analysis, ensuring quality, negotiating skills, managing conflict, listening skills, communication, resource management, financial management, and stress management.
This list is not exhaustive but gives an idea of a wide range of management competencies that are relevant for built environment professionals and all of these need conflict resolution at one or the other time. In my opinion, a successful organizational change program might be introduced in the company once the organizational change is introduced in the company as this would lessen the conflicts. Moreover, I have learned that the following must be taken care of. Code of ethics :
These includes age and gender, race and religion discrimination and sexual harassment and it is mandatory for the HR department of an organization to make sure that the employees are being fairly treated so that they know that they are safe and they can approach someone in case they are unfairly treated by anyone. The HR Department acts as an negotiator and works to establish cooperation between the legal entities, regulatory agencies, supervisors and employees to properly address and determine the issue prevailing.
Monitoring: Every company must set certain rules and policies. This is essential so that proper regulation can be maintained at the work place. These policies also help the managers to hire individuals and evaluate the performance of an employee currently working for the firm and also to resolve conflicts. Enforcement – This basically refers to the rules and regulation at an organization.
However, just making these laws is not just enough and they also have to be enforced and the company also makes sure that the employees obey these rules and follow them .
Works Cited Kim, Sung. H. , Pruitt, Dean. & Rubin, Jeffery. Social Conflict: Escalation, Stalemate and Settlement. 3rd Edn. McGraw-Hill Humanities/Social Sciences/Languages, 2003. Love, Lela. P. , Menkel-Madow, Carrie. , Schneider. Andrea. K. & Sternlight,Jean. R. Dispute Resolution, Beyond the Adversarial Model. Aspen Publishers, 2004.