Archive for January, 2009
January 17, 2009 at 1:17 pm
· Filed under Businesss, CRM, Finance, Insurance, Management, Organization, Organizational Conflict, conflict management, conflict management behavior, conflict resolution, conflict stimulation, motels, online business, small business, term life insurance ·Tagged blinds, conflict management, conflict management behavior, conflict resolution, conflict stimulation, CRM, motels, online business, Organizational Conflict, small business, term life insurance
Conflictive and Conflict-management Behavior
Manifest behavior is the action resulting from perceived and/or felt conflict. At this stage, a conscious attempt is made by one party to block the goal achievement of the other party. Such behavior may range from subtle, indirect and highly controlled forms of interference to more open forms of aggressive behavior like strikes, riots and war.
Most conflict-handling behaviors are displayed in several forms like resignation and withdrawal, appeasement and compromise, confrontation and collaboration, etc. These behaviors are often referred to as conflict management styles and stem from the strategies of conflict stimulation or conflict resolution. In a later section, we shall discuss in greater detail some of these modes of conflict management. I was talking with owner of Motels in California, he says that conflicts require special attention and need to be taken care smartly. It is not easy to just suppress it with force or money.
Aftermath
The interplay between different forms of overt conflict behavior and conflict handling strategies of stimulation or resolution influence the consequences. These consequences (in terms of performance of the group, the level of satisfaction and quality of relationship in the involved parties, change of structure and policies etc.) in turn influence the antecedent conditions and probability of future conflict. Customer relationship management software helps company to take care of before and after sales activities happen with the customer. Sometimes the aftermath sows the seeds of yet another conflict episode in which case the entire process is repeated.
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January 9, 2009 at 9:57 am
· Filed under Businesss, Management, Organizational Conflict, Potential Antagonism, blinds, opportunity ·Tagged blinds, conflict process, Management, motels, opportunity, Organizational Conflict, Potential Antagonism, small business
Potential Antagonism
The first stage is the presence of antecedent conditions that create opportunities for conflict to arise. They need not necessarily lead to conflict and may be present in the absence of conflict as well. You may refer to this stage as the source of conflict and in a later section we shall have a fuller discussion on these antecedent conditions which might prepare the ground for the onset of the second stage. Some of these antecedent conditions which we shall discuss refer to scarcity of resources, heterogeneity of members and diversity of goals, values, perception; degree of dependence between groups; insufficient exchange of information, etc. I was talking with one faux wood blinds and vertical blinds manufacturing company owner, he says that antagonism is something which require mature actions other wise it convert into conflicts.
Cognition and Personalization
The antecedent conditions may or may not lead to conflict. They must be perceived as threatening if conflict is to develop. The situation may be ignored if it is seen as minimally threatening. Moreover, if a conflict is perceived, it does not mean that it is personalized (“felt conflict”). However, if feelings are generated, they tend to influence perception of the conflict. It is at the felt level, when individuals become emotionally involved and parties experience feelings of threat, hostility, fear or mistrust. Owner of Motels in California says that it happen with their staff many times. They need to handle it smartly and wisely.
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January 6, 2009 at 12:21 pm
· Filed under Businesss, Finance, Management, Organization, Organizational Conflict, Software, Types of Organizational Conflict ·Tagged Businesss, Finance, Management, Organization, Organization type, Orgnizational Culture, Process of Conflict, Software
Life is a never ending process of one conflict after another. Remember the time when you were a small child and had to choose between a tricycle and a cricket set or say, a set of dolls and new frock for a birthday present. That was probably your first exposure to a conflict situation. Of course, this is a simplistic example of a conflict, but has life been the same since? Probably not. Think back and recall how each succeeding conflict in your life over the years has been increasingly complex.
You have just observed that beginning within an individual, conflict ca be found on several levels. The nature of intrapersonal conflict is of very high significance and the knowledge of mechanisms available to resolve it is immensely important in improving personal effectiveness. In this Unit, however, our focus will be on interpersonal, intragroup and intergroup conflicts as these types directly influence effectiveness of an organization.
For a conflict to exist it must be perceived by the parties to it. If no one is aware of a conflict then it is generally agreed that no conflict exists. Still, does a mere awareness of opposing goals, or differences of option, or antagonistic feelings imply that there is a conflict? It would be easier for you to understand conflict, if you view it as a dynamic process which includes antecedent conditions, cognitive states, affective states and conflicting behavior.
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