CONFLICT

Interpersonal Conflict and Resolution Strategies

[Name of the Institute]

Interpersonal Conflict and Resolution Strategies

Introduction

Conflict is not a simple difference of opinion, or feelings. It is a total or partial incompatibility between one or more individuals on objectives, intentions and interests. Conflicts between workers and employers are typical disputes because they include face to face factors of the production process, labor and capital in response to this situation. Examples: disputes arising from unfair dismissal, the breach of the collective agreement, and so on. The conflict is both an expression of need and the sign of an obstacle to the satisfaction of it (Masters, Albright, 2002). Only by finding a new balance between these two components that allow the conflict to play it is the most pivotal role: lead us to a fulfilling change. In this paper, we will consider the study of Alicia S.M. Leung, and relate established understanding in different dimensions of practicality.

Sources and Types of conflicts in Workplace

Among the sources of conflicts that arise in organizations are disagreements with the way they are distributed resources (equipment, budget, authority), poor communication, differences in expectations (on tasks, goals, hierarchy), the organizational structure with inaccuracies, tasks and the interdependence of work, as well as interpersonal differences in values, positions, interests, personalities. In order to suggest possible interventions that can managers do to manage conflict, experts classified the possible causes of conflict in an organization as follows:

Interest-Based Conflict, which can be about actual or perceived competition, by different people or groups have conflicted interests over the content or procedures of work, the way it evaluates the work and people.

Structural Conflict: the perception of authority and unequal distribution "fair share" of resources, environmental factors that hinder cooperation.

Conflicts of values: using different criteria to evaluate ideas and decisions, different perceptions of the same things different goals and values.

Conflict in relationships: by poor communications, repeated negative behaviors between the parties, strong emotions, stereotypes and misunderstandings.

Conflicts of information: the absence or limitations of information, different views on what is most important, differences in assessment procedures, decisions and situations.

Chinese Settings in American Workplace Environments

In this study, we found cultures involved which see the world from different cultural windows. If this situation we add that the culture of the Republic of China has evolved steadily over the past years, the situation is complicated. The prevailing custom of treatment is determined by the "commitment of the word" rather than by contract.

Leung identified two ...