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论文作者:www.51lunwen.org论文属性:硕士毕业论文 thesis登出时间:2015-06-07编辑:felicia点击率:30098
论文字数:12236论文编号:org201506042304558267语种:英语 English地区:加拿大价格:免费论文
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摘要:这是一篇加拿大留学论文,简要叙述了生产力和生产效率对企业发展的重要性。希望大家能够通过这篇文章的学习加深对留学论文的认识。
Conflict management styles:
The success of the organization depends on the ability of conflict recognition and the very way of conflict management. Conflict management implies integration of all factors which can contribute to conflict resolution or its prevention. Those factors are improvement of communication and practicing discipline in the organization, as well as having in mind the life phases of parties included. Different authors know about various approaches to conflict management. Besides five typical approaches and strategies on conflict management which we will show and explain, it is important to point out that an important role bears also the organization itself as the third party in conflict. The organization appears as the mediator between adversaries or as arbitrator. This third party in organization are managers which by using their experience have to constantly develop new strategies and tactic for conflict resolution by using their experience. Moreover, it is generally acknowledged that conflict represents the most severe test of manager's interpersonal skills.
CONFLICT MANAGEMENT STYLES DIAGRAM:
Thomas and Kilmann identified a conflict-handling grid comprised of five conflict management styles based on two dimensions: assertiveness and cooperativeness.
Assertiveness is the motivation of an individual to achieve his/her own goals, objectives, and outcomes, while cooperativeness assesses the willingness to allow or help the other party to achieve its goals or outcomes. Any of the five conflict resolution styles might be appropriate based on the circumstances of the situation and the personalities of the individuals involved.
Avoiding Conflict Resolution Style
The avoiding style is low on both assertiveness and cooperativeness. In other words, the manager is not very cooperative in helping the other individuals to achieve their goals, but neither is he/she aggressively pursuing his/her own preferred outcomes in the situation. The original problem, conflict, or situation is never directly addressed or resolved. However, avoiding behavior might be appropriate when the issue is perceived by the manager to be trivial. It might also be an appropriate approach to use when there is no chance of winning or when disruption would be very costly.
When is Avoiding Appropriate?
Avoiding conflict can be an appropriate choice, depending on the circumstances. According to Thomas-Kilmann avoiding is an appropriate form of dealing with conflict when used in the following situations:
When an issue is trivial and other issues are more important or pressing - use time and effort where it will be most productive.
When there is no opportunity to constructively address the concern - attempts to deal with the problem will likely result in futility and may make matters worse. It may not be the right time or place.
When the potential cost of confronting the conflict outweighs the be本论文由英语论文网提供整理,提供论文代写,英语论文代写,代写论文,代写英语论文,代写留学生论文,代写英文论文,留学生论文代写相关核心关键词搜索。