Personality clashes can cause inevitable conflict especially between individuals. As well as between nations when two different leaders have differing personalities. People have to accept and understand each other and their personalities as well as help each other with problem solving. Poor performance conflict you’ll typically find in a work environment although it can be
Role and Functions of Law Paper LAW421 September 23, 2015 Sheila Parrish-Spence, Esq. Role and Functions of Law Paper Business law is a complex mix of state, federal and municipal statutes. These laws work collectively to ensure expectedness and equality. They also support competition by guarding property rights. It does matter how small or big a business transaction is the law makes available a way for everyone to understand his or her duties and obligations.
There is functional conflict and dysfunctional conflict and it is in management’s best interest to identify potential conflict before it happens, so that it can be managed effectively. Functional conflicts are conflicts that are constructive in nature and create stimulating thoughts and problem solving within a group or team through exercises called devil’s advocate or debates. These functional conflicts are actually quite healthy for an organization because it supports company goals and objectives as well as improves performance. On the contrary, dysfunctional conflicts can be extremely harmful to an organization because it can hinder group or team performance. Dysfunctional conflict usually starts when two or more team members don’t get along, are not willing to work together and it is most often personal.
I believe my guiding statement will definitely help me if I were to have a disagreement with my supervisor at work. First Respect will be very important when having a disagreement. Both parties should treat one with respect, to keep a common ground and eliminate conflict or chaos, especially in the work environment. If I am committed to my place of employment as much as my supervisor is committed, the disagreement would be easy to work out. However, in some cases both parties won’t come to and common agreement.
When confronted with conflict, people have response with courage or cowardice When confronted with conflict, it is often faced with difficult, or even threatening, situations. Often when humanity finds itself in conflict, coping with the struggle of interpersonal, cultural and racial, inner or moral conflict can bring either courage or cowardice out in people. This is made evident in Bruce Beresford’s “Paradise Road,” but also in real life situations. It is naturally human to experience conflict, we will all be forced to respond to conflict at various times and various forms throughout the course of our lives, and in order to live serenely we attempt to avoid and resolve conflict. Those who experience moral conflict are truly tested and the core of their characters brought into sharp focus as they make sense of their experiences and wether the will response with courage or cowardice.
Sarbanes-Oxley Act reiterates the importance of the cost of law to the companies and to the future of the economy by placing officers in charge of such obligations. “These officers require lower-level employees to certify accuracy of those portions of the financials for which they are responsible, and are creating a practice of a series of meetings down the line to discuss control issues” (Carney, 2006, p 144). Many other sanctions have been put into place to regard the cost of owning a business and the importance of safekeeping of financial records. “The law also forbids corporate loans to officers and directors, requires issuers to disclose a code of ethics for senior financial officers or explain why one has not been adopted, and prohibits adverse employment actions against whistle-blowers” (Carney, 2006, p 144). The adaptation of pushing such a law into firm action can make for either a better future for the economy or for a fiscal cliff as it is now
LSI Conflict Paper Week 5 GM570 Managing Conflict in the Workplace Dr. Timothy Staley Keller Graduate School of Management Devry University by Mercedric Golden Based on the LSI Conflict Profile, the conflict styles that I represent the most are self-empowered, pragmatists, conciliator, and even perfectionist. As a self-empowered person, I tend take ownership and responsibility. I don't cast blame on others. I start by working on things they control. I do not see myself as a powerless victim.
Time management is very important in all aspects of life. If you do not have positive in this area, you will fail to accomplish specific goals, and benchmarks. Again, you must hold yourself accountable to be disciplined enough to manage your time wisely. The consideration and respect you show others is a big aspect of this area. People typically demand respect before giving it.
Compromising looks for solutions that partially satisfies both parties involved in the conflict. Compromise may be appropriate to use in situations where goal are moderately important to the job role and to enable a staff team to reach a temporary settlement on complex issues. Compromise can be used as a first step when the parties involved in the conflict do not actually know each other well or they don’t have a high level of mutual trust. Compromising is also to be used when the techniques of collaboration or forcing do not work. Advantages of using compromise include faster issue resolution, so therefore may be more practical when time is a factor.
Effective communication is a crucial part of care for the carers and cared for. 1.3 Observing individuals reactions when communicating with them is a key part of getting the right answer. If a resident was to say “yes” to a question but they actually meant “no” the key may be in the facial expression, they could look annoyed, sad or any other emotion. Reactions that individuals make express a lot they can show fear which could alert you to abuse. They can show pain which they may not have reported alerting you to an injury.