The Influence Of Conflict Management Culture On Job Contisfaction

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The two articles chosen for this, my final paper in this class, are from the CSU library Academic One File and are, “The influence of conflict management culture on job satisfaction” written by Choi (2013) and “Conflict management checklist: a diagnostic tool for assessing conflict in organizations. (PART 1 CONFLICT MANAGEMENT)” by Cathie T Siders, PhD, and Carol A. Aschenbrener, MD.
The first of these articles discussed avoidant, dominant and collaborative conflict management styles. The author gained insight on these 3 types of management styles by conducting several scientific surveys of 743 employees at several bank branches located in Washington D.C. and West Virginia. The age range was between 18 and 40 years old and encompassed men (%20),
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The last of the three types of conflict management styles the author describes is the collaborative style of conflict resolution. In the findings it is said that the collaborative conflict management style promotes a positive work environment and has a positive effect on performance and job satisfaction. Employees feel they are part of a team and that their input is valuable. The collaborative style is useful when bringing together a diversity of viewpoints to get the best solution especially when previous conflicts have been left unresolved. The author in this study is aware that there are limitations to the findings because it only encompasses one employment sector but from my text book readings and research into my own management style I have confidence the findings are spot on in just about any employment …show more content…
In order to be a more effective conflict manager is defining the situation the conflict occurred. This should be a non-biased completely neutral attitude. The tone of conflict resolution should be to keep everyone involved on the same wave length and to not let emotion dictate the meeting. There should be positive and not just negative thoughts brought out and keeping a tone of relaxed attitude should be pervasive. There should never be an accusatory tone set as this leads to an even higher amount of conflict. Conflict management should focus on issues relevant to the situation and define the conflict in defining the actual problem and possible solutions without personal emotion involved. Although most conflicts are peppered with emotion one should always acknowledge this emotion and not dismiss it but being able to calm emotion could decide a positive or negative outcome. There should be behavioral changes made and agreed upon by all invested individuals and a resolution that is mutually agreed on by all

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