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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:30097
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。
To buy time and give angry people an opportunity to 'cool down' so that tensions can be reduced - it is important for parties to take a break to regain perspective and composure when the situation becomes heated.
To refrain from making a rushed decision and allow time to obtain more information or support - well planned and prepared decisions are usually the best decisions.
When it is more appropriate for others to resolve the conflict - resist getting in the middle of conflicts that are better dealt with by other people.
Working with Conflict Avoidant Individuals
It is clear that the use of avoiding dealing with conflicts and differences can have both positive and negative implications. When working with individuals as a supervisor, mediator, or friend it is helpful to get them to consider the pros and cons of avoiding conflict. Developing a strategy or plan requires that conflict avoidant individuals at least consider their options. [10x]
Choosing a conflict mode other than avoiding may be understood by conflict avoidant people as a better option but acting on this choice can still be very difficult. Ensure that emotions are under control so that the facts, beliefs, and goals regarding the disagreement can be clarified and understood as objectively as possible. Excessive fear can be emotionally paralyzing.
Role playing or writing out a plan of action can give a conflict avoidant person the confidence they need to deal with the conflict. Assertiveness coaching may also help. These preparatory approaches allow individuals to express their thoughts and feelings in a manner that is typically less stressful than talking about them spontaneously.
It is possible that one party will be in a relative power position over another, such as a boss vs. employee. In these situations involve a person in a mediator role who can be neutral yet balance the power relationship so that the weaker party will develop the courage to address their concerns. When this is not possible the weaker party may need to include another person as a third party advocate or observer to help give them some support. [10x]
Competing Conflict Resolution Style. The competing style of resolving conflict is also known as the win-lose approach. A manager using this style, characterized by high assertiveness and low cooperativeness, seeks to reach his/her own preferred outcomes at the expense of other individuals. This approach may be appropriate when quick, decisive action is needed, such as during emergencies. It can also be used to confront unpopular actions, such as urgent cost cutting.
The strategy of “competing” as a means of gaining power and control stems from early childhood and is reinforced throughout our years in school and college. Many children learn that they can obtain material objects as well as social control over people by using assertive, demanding or aggressive behavior. As they mature they use their talent to compete to “be the 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。