Constructive Management of Conflict in Groups

There are several simple ways to manage conflict in groups in the workplace, the first of which is accepting that conflict should be expected when working with several people. The positive outlook on conflict is an effective way to take something that could be counterproductive and help a group or a company grow by understanding each other, what creates conflict among the group, and feedback on how conflict should be treated with individuals. There is no one right way or wrong way to handle conflict since all individuals handle conflict differently. By taking an objective look at conflict, it is easier to manage and confront, making sure to accommodate the differences among a group as a group leader.

Models for conflict management all follow the same general outline, all beginning by evaluating the conflict at hand. By doing so, I think it would help manage the conflict quicker, as opposed to skating around the conflict by avoiding the situation, or only dropping small hints but not the big picture to the other person involved. At the same time, it is important to choose which conflicts to handle and which ones may not be worth the time or effort. After sifting through which conflicts do require time and attention, it is also important to think about which approach to take, because different employees may require a different style. In all cases though, it is important to listen and understand each person’s view of the situation (conceptualization) and address where the conflict lies.

In regards to differing conflict management style, I think it is also important to take into consideration the different genders, cultures, religions, and backgrounds of people that you are dealing with. The way you would address a conflict with someone from Japan would differ with someone from the United States, and it is important to understand those cultural differences. By knowing cultural differences you can help accommodate the person and make them feel more comfortable in managing the conflict, while at the same time not alienating them for their differences. As well as cultural and background differences, there may simply be personality differences that you will have to overcome as a manager to deal with conflicts, perhaps someone is more soft-spoken and agreeable, as opposed to a hard-headed aggressive person. Each facet of a person deserves to be taken into consideration while trying to come to a compromise about the conflict.

As well as taking an objective look at the conflict to get an un-attached, un-emotional view of the problem, it is important to also empathize with those involved. Essentially, you must “put yourself in the other person’s shoes” to really begin to understand how they are viewing the conflict, so that you can approach it in a way that is understanding and successful. Also, the manager can tap into the person’s emotions behind the conflict, so that if the person feels very strongly and upset about the situation you can take a much different approach than someone who is simply fighting for conflict’s sake. It is vital to take every angle of the situation into account for a more effective solution, that way you are not alienating any one person in the conflict, and show those involved that you actually care about helping resolve the conflict.

One of the most difficult conflict resolutions may be with the actual group leader, with the group members being afraid for their jobs, or for upsetting their manager. In this case it is important for the group leader to be attentive to problems among the group that may involve them, and to get feedback from members to try and help solve the situation. By creating a strong relationship with the group leader in the beginning, and showing openness to resolve conflict it will set a good example for others among the group to resolve conflicts in the same manner. The manager must be open to receiving and using the feedback to better their management skills and conflict management as well.

Business Ethics, Laws, and Commons Sense

As I was driving this past weekend I noticed the jump in gas prices! We had it easy in Richmond; gas went up only 30 cents or so, however, in other parts of the country gas went up to over 5 dollars a gallon! Why? Nothing happened yet. The prices rose because of anticipation of hurricane Ike. Well now that hurricane Ike has passed and damage to refineries was close to nil are the prices going to drop by the same amount over night? Don’t hold your breath! Price gouging is what we are facing. After a natural disaster prices skyrocket due to “supply and demand” but in reality its price gouging. So often people say there should be a law, sometimes I want to jump on that band wagon, but we have too many laws already! From throwing frozen turkeys off overpasses to walking on the state lawn, we have too many laws. However since business and others can’t seem to keep high ethical standards new laws (which may seem like common sense) must be created.
Let me give an example of a law that needs to be on the books because people don’t always follow this ethical practice. In the state of Virginia, when two parties sign a contract, the author of the contract doesn’t have to give a copy to the person that signs it! Hard to believe huh? It’s VERY unethical yet not illegal in this state to withhold a copy of a contract from someone. How do I know this? Because I have fallen victim to this practice! I signed a contract with a company and wasn’t allowed a copy of my contract. I was told and promised certain items and never received those item, so when I decided to break my employment with this company I was charged over $2000 for breaking my contract which was withheld from my position so I didn’t know what was in the contract. This same company did the same unethical practices with other businesses. When a business signed a contract with my employer they weren’t allowed a copy of the contract and therefore didn’t know what proper steps to take to get out of the contract. So when they became displeased with the company and tried to get out of the contract they were slapped with a lawsuit! There were clauses in the 3 year contract that stated if the company did not notify my company 3 months before the 3 year mark that the contract would extend for another 2 years and again another 2 years after that. If you didn’t have a copy how would you know this and be able to avoid it? This is wrong (and is a primary reason why I left that company even though it cost $2000 to do so) and shouldn’t be practiced. However, since it’s not against the law and only unethical this business continues to practice this business approach. We shouldn’t have to take the time to create new laws but because of businesses such as my previous employer and people that throw frozen turkeys off overpasses in New Jersey we have to. It’s unfortunate that we can’t trust people to be ethical these days and therefore need what I call “Laws of Common Sense”
Just as the people of the Old Testament had to be told specifics as to what they could and couldn’t do on the Sabbath in order to keep it holy (got to the point that had to be told the maximum steps they could take) we too apparently have to be told things that should be considered common sense.

Company Summary

Negative Weight Solutions

Concept: A corporation dedicated to the creation and marketing of healthy alternatives to please the dining connoisseur.

Officers:

David Stafford: Business Manager

Melissa Meade: Chief Financial Officer

Aurelia James: Event/Advertising Coordinator

Melanie Marcelo: Master Chef

Thomas Liles: Executive Secretary

Operations Summary: Negative Weight Solutions serves the food industry with options designed to appeal to the health-conscious consumer. Our purpose is to create recipes of low calorie with a taste appealing to all customers to sell to restaurants. In order to present our recipes to restaurants we will host events to showcase the recipes with samples and a basic list of ingredients and the calorie content. These meals will be designed to increase metabolism, provide energy and protein to the consumer while providing low calorie content. Our main goal is to allow for the average dieter to have the opportunity to eat in any restaurant setting with convenience and not have to worry about breaking their diet. We provide a healthy alternative to eating out by using many key products that provide the same highly desired tastes without the calories and unhealthy amounts of fat. One of the main products we are currently using are the newly invented taste sprays that allow the diner to eat healthy alternatives with that same desirable taste and no worries about the calories or extra cholesterol to clog their arteries. Our products will be available in all major restaurants and supported by doctors trying to promote health to their patients.