Conflict Management at Campus Compact

Introduction1

Discussion2

Conflict Management2

Conflict Management and Non-Profit Organization2

Overview of Campus Compact3

AmeriCorps VISTA3

Campus Compact Awards3

Learn and Serve America3

Raise Your Voice4

Why do Conflicts Occur?4

The Scenario5

Personal Biasness or Perception5

Expectations6

Communication6

Leadership Style6

Allocation of Funds7

High Turnover7

Social Media7

General Factors8

Change8

Diversity8

Limitation9

Innovation9

Communication9

Conflict Management System10

Conflict of Interests10

The Initiative11

Shared Vision11

Six Essential Skills12

1.Try to establish a relationship with everyone around12

2.Manage Talk Time13

3.“Put the fish on the Table”13

4.Analyze the Causes of Conflicts14

5.Give and Take15

6.Create a Positive Bond15

Handle with Care16

Conclusion16

References18

Conflicting Management System in Non-Profit Organization

Introduction

Conflict management is an in-depth study towards creating a harmony among the people and organizations. It requires the intervention of interpersonal skills of people to engage in a healthy personal or corporate relationship. The organizations today pay immense emphasis on managing conflicts in a crisis. Nobody wishes to work in a tensed environment where people are not comfortable with each other. Workplace is like a second home for many of us. Stress because of conflicts will deteriorate employees' efficiency and productivity. Workplace is already full of work stress; rise of conflicts among the worker will do nothing more than complicating the situation. Companies now establish separate conflict management teams to resolve the matters. Although this raises a lot of questions in the mind, only the special-purposed will solve the clashes. Modern school of thought believes that every manager has to acquire the capability to resolve issues among the employees, peers or other partnering companies. Conflicts are not necessarily harmful all the time; sometimes they go in favor of management to generate meaningful discussion and brainstorming (Burke & Cooper, 2012). It may lead to producing some highly innovative ideas which, eventually, helps to achieve the organizational goals. In this assignment, I have implemented the implication of conflict management on the non-profit organization. I have discussed the implications of conflicts and explored the significance of conflict management in the context of non-profit organization. There are many suggested ways to handle stressful situations which cast enormously destructive impact on the planned strategies of any organization. In relevance to non-profit companies, the matter becomes even more sensitive. I have discussed the phenomena of “conflict of interests” which when takes place in any company, results lethal frictions among people (Miller, 2011).

Discussion

Conflict Management

It is all about managing the impact of conflicts in the company. It aims to enhance the positive and constructive side of conflicts. It strives to amplify the learning and group productivity. Conflict, singularly, has an immense impact on workers' self-esteem, turnover and legal process. Properly addressed conflicts have the capability to improve the team/ group productivity. Supervisors and managers spend a substantial amount of time on conflict resolution. This is a phenomenon which management has to deal with whether they want to or not. There are on the whole two types of conflicts; substantive and affective. “Substantive” are good and “affective” are bad since substantive conflicts concern with performance, assigned jobs, some activity, whereas, affective concern the element of relationship. The former type involves disparities relating to some task or performance, the latter is relating to interpersonal ...