Unit 5 Assignment 1: Intercultural Conflict Analysis What I believe the sources of conflict are poor communication, differing values, differing interests, scarce resources, personality clashes, and poor performance. These can ultimately lead to a lot of things depending on the setting. In a work environment, it can lead to someone losing their job. Between individuals, it can lead to a fight or loss of a relationship. If nations are involved, it can lead to imminent war.
Employees are vulnerable to different work- related conflicts, which can lead to burnout. According to Lewis, Packard, and Lewis (2007) burnout is a state of physical, mental, or emotional exhaustion, which is caused by excessive and tedious stress from involvement with individuals in emotionally demanding situations. Burnout is composing of three major factors: emotional exhaustion, feelings of low personal accomplishment with clients, and a sense of depersonalization feelings (Lewis, Packard, & Lewis, 2007). Burnout should be avoided for the fact that it has a serious effect on human services employees, clients, and even organizations. Available is a large list that can be breakdown into groups of what causes burnout.
conflict and fear Conflict is a word used to describe a state of discomfort, anger, frustration, sadness or pain that arises from a struggle to resist or overcome a condition of opposition, antagonism or discord. Fear is an unpleasant and frequently strong emotion caused by anticipation or awareness of danger. Fear affects the way that people manage antagonistic circumstances, and can often provoke uncharacteristic or defensive responses. In order to understand conflict, we must first accept the inevitability of conflict in everyday life, understand that conflict appears in a variety of forms and guises and how conflict is a set of dynamics and is rarely one-dimensional, stemming from manifold human fears. The Size of the Sky, by Jenny Pausacker is a narrative that engages an excessive diversity of conflict, yet not one of these is physical.
Alternatively their culture may require certain behaviours which we find strange. Also many individuals we support have a different set of values from our own, this doesn’t mean to say that you are right and they are wrong. We need to understand and value everyone regardless of differences. There is nothing wrong with having your own beliefs and values – everyone has them they are a vital part of making us the person we are. But we must be aware of them and hoe they may affect what you do at work.
As more is learned about causing factors the helping skills will change according to the diagnosis of the client. However the interpersonal skills such as; communication, trust worthiness, compassion, and a caring heart will not change. These are skills that cannot be taught but must exist in order to be an effective helper in the human service field. A helper must remember that in the end the result that everyone is looking for is a solution to the problem at hand right now and how to prevent the client from running into the same problem in the
Workers are susceptible to different work- related differences, which can create burnout. Burnout is condition of physical, mental, or emotional exhaustion, which is caused by unnecessary and monotonous anxiety from attachment to individuals in sensitively challenging circumstance. Burnout is compiling of three key issues: emotional fatigue, feelings of little personal achievements with customers, and an awareness of depersonalization thoughts. Suffer exhaustion should be averted for the fact that it has a momentous outcome on human services workers, consumers, and even corporations. Available is a big catalog that can be categorized into sets of what causes burnout.
Julie Riding Understanding conflict management in the workplace 1.1 There are several common causes of conflict in the workplace they are; Conflicting Resources – access to resources is needed to ensure the job in done correctly when more than one person needs access to the same resource then conflict can occur. This can be simple things such as stationary to ensure that tasks can be completed. Conflicting Styles – each person’s working style is different and when they clash with another person’s conflict can occur. Some team members may be very particular about the ways in which tasks are completed and may become easily frustrated if other team members do not complete tasks in the same way or time scale. Conflicting Perceptions
1. What are the problems in this scenario? I am sure that many of us have experienced tension and conflict in meetings. Sometimes it can be exciting and energizing, but it can also hurt the team's progress and morale. Role-playing takes place between the manager, programmer, and salesperson that act out roles to explore a particular scenario.
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.
This is not an effective way to get the best result from a team, but it has some advantages in situations where there is pressure to get the task done, like in the armed forces. This leadership style may use threats or intimidation to make sure that subordinates do what the leader requires. This could bring down subordinates by ignoring their knowledge and input. The leader monitors the work and each individual's performance; which is good to make sure that everyone is working. People are motivated by being rewarded; this brings encouragement helping the person who has done well do a better job and help them achieve more in the job.