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5 pages. This paper deals with conflict within the organization and more specifically what causes those conflicts. How to deal with them and what the end result might be are also topics that are discussed. Bibliography lists 4 sources.
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5 pages (~225 words per page)
File: D0_JGAorcon.rtf
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result might be are also topics that are discussed. CONFLICTS All people experience difficulties in their key relationships at work, and such difficulties are often made worse when the
building blocks of effective job performance are not in place. Thus, when leaders within an organization experience difficulty in their challenging role, it is critically important that they and
their managers know how to diagnose their problems, in order to identify appropriate solutions and avoid costly mistakes. With a clear diagnosis in hand, leaders and their supervisors can
build more effective organizations (Gayeski 36, 1998). Conflict has been described as the process which begins when one party perceives that the other has frustrated, or is about to frustrate,
some concern of his or hers. The meaning of concerns in this case are the needs, wants and values of an individual. Therefore, conflict situations might arise when
the needs, wants and values of two parties interfere with one another. Depending on how parties react to conflict it may not be harmful. Indeed, it presents opportunities for
situations to be driven forward effectively, particularly in business contexts. In a general sense, competitively oriented people within the organization often act in an aggressive and uncooperative manner.
The situation is often one in which neither party comes out the winner, and one party usually attempts to dominate the other. When confronted with this, leadership is concerned
with trying to satisfy both parties concerns in a conflict. Those leaders who have what McKenna (22, 1995) refers to as a "collaborative orientation" tend to be highly assertive
and highly co-operative in their behavior. The solution that is sought is that of a mutually beneficial one, using an attempt at integration between the conflicting parties and win-win
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