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Essay / Research Paper Abstract
This 3 page paper discusses ways in which team members can resolve work conflicts. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: D0_HVConWrk.rtf
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Unformatted sample text from the term paper:
not resolved. This paper considers ways of resolving conflicts at work, and why its necessary to do so. Discussion Today, teams are often used in business and industry; they are
often brought together because the individuals have the qualifications necessary to bring a specific project to fruition. But when people are thrown together for a limited time based on necessity,
conflicts can arise. One of the attributes necessary to resolve work conflicts is personal courage, because it is difficult to confront others; its "much easier and much safer to ignore
the necessary conflict and play ostrich" (Heathfield, Why people avoid conflict resolution, 2006-hereafter "Heathfield, Why people..., 2006). Unfortunately, ignoring a conflict doesnt make it go away; on the contrary, while
things may seem calm on the surface, underneath resentments and dislikes may be growing until they explode into a really unpleasant confrontation (Heathfield, Why people..., 2006). It is far better
to deal with conflicts early than to wait until they become unmanageable (Heathfield, Why people..., 2006). However, people are sometimes afraid of conflict resolution, because they feel "they may not
get what they want if the other party gets what they want" (Heathfield, Why people ..., 2006). People are also often unskilled in conflict resolution, so the process is difficult;
and finally, the resolution may well hurt someone who will then still be expected to be part of the team on a daily basis (Heathfield, Why people..., 2006). Todays workplace
is far different than it was 50 or even 20 years ago. Business is structured differently, and the very formation of teams opens up more opportunities for conflict; in addition,
the "empowered" workplace leaves it to employees, not managers, to solve these difficulties (Heathfield, Why people..., 2006). But conflict resolution is not a negative process; among other things it exposes
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