Power: The Structure of Conflict Chapter 4 of Wilmot and Hocker’s Interpersonal Conflict examines the role of power in conflict by addressing common perceptions about it, how it develops, and ultimately how to balance and use it constructively to solve problems. In regards to how we generally see power, it is something that we require to influence the way we lead our lives. We need power to speak for ourselves, to control what influences us, and also to protect ourselves from perceived harm. Differing views of power are both negative and positive, and are subject to the difference in one’s orientation towards it from another’s. Power is a fundamental concept in conflict theory that attributes three perceptions of power.
The conversation so far seems to be framed in a win-lose orientation to conflict. Each person wants to be right, to win at the expense of the other. How can Jan and Ken move their conflict discussion into a win-win orientation? Ken and Jan can move their conflict discussion to win-win orientation by identifying what they need out of this situation. They both have problem that need to be addressed.
The intensity in which individuals are emotionally invested signifies the importance of the issue and reveals underlying values of disputants. When people perceive a threat to anything that they deem important or specifically personal, they react with a flare of emotion which often results in conflict. The greater the reaction is and the more negative feelings parties experience, the greater the potential for destructive conflict. This concept is evident in Shakespeare play, ‘Othello’ as characters experience a various amount of emotional
1- I Am – The Arena of Values: Organizations and people have values but sometimes they don’t know what they are. Determining the values should be the first step for our own life and for a successful organization because the values are what we believe in. As an example, for a successful business, “customer satisfaction” is one of the simplest but very important value. Even
This is needed and essential to our success but is dependent upon our ability to assimilate correct information. Accurate information is the most powerful tool of any officer or manager in this industry. To know where a job stands at any time is a necessity if we are to stay at the top of our profession. A source independent of any job is more likely to retain its objectivity. This empowers management to take as much corrective action as is needed.
Riordan will pay higher salaries to employees with high-level skillset to attract and maintain employees with these skills. In addition, this strategy will help the organization keep production running smoothly. The company understands it would cost much more in time, resource, and money to keep retraining new employees. Research and development strategy is part of the pride of the company. Riordan regularly creates and uses some of the most innovative processes and procedures to provide customers with the best product possible.
[6] Recognise team performance. With the right mix of personalities, skills and commitment, trust will develop and the team will be able to achieve extraordinary results for the company. 1-2 It is important to keep in mind necessary conditions for effective teamwork: Shared purpose and vision, and independency of work effort. Without these being present, no amount of teambuilding will be successful. Teams exist for a specific purpose in companies with the right mix of attention, trust, and commitment and shared leadership.
An operations manager is a person who runs the operations of a business daily. This position is responsible for efficient and effective measures. The operations manager must continue to find ways to make the company more efficient and profitable. I am best suited for this position because of my strong work ethic, organization, and motivation skills. The company will benefit from my motivation to get the job done and my organization skills to put everything in place.
A positive influence plan includes compensation for positive emotions and performance, quality and timely performance evaluations, and timely employee surveys. All of these tools for increasing employee motivation, satisfaction, and performance will not result in immediate change but will allow a manager to identify and assess current and future issues within a team. Increasing an employee’s motivation, satisfaction, and performance is the most difficult aspect of being a manager. By developing a positive and effective influence plan, a manager can be successful in changing all three aspects for the
These resources typically include people, money, equipment, access to raw materials, and information. Adhocracy organizations need visionary, technically competent leaders who can develop and maintain high financial and technical support for products. Comfort in taking risks and faith in products, ideas, and people who may sometimes seem far removed from present-day reality is a necessity as well. “Mission-driven innovation can be highly successful, but requires energy and a clearly articulated sense of purpose” (Tidd & Bessant, 2009, pp.110). These organizations need aggressive, financially driven, marketing-oriented leaders who will cut across functions to coordinate activity and drive down costs, and who will stop at nothing to acquire new points of distribution.