Managing Conflict And Organizational Change - 924 Words

Managing conflict and the importance of a vision/mission in an organization are two important topics in our course of Leadership and Organizational Change. In this paper we tried to analyze the connection between these two important aspects of leadership. Our analysis and our interviews of leaders have supported and amplified what we have learnt in class. As we have seen during this course, working in a team can often lead to conflicts. In particular there are three types of conflicts that we described in class: task conflicts, cognitive conflicts and affective conflicts. Task conflicts deal with â€Å"disagreement among people about the goals to be achieved or the content of the tasks to be performed† (Daft R., The leadership experience).†¦show more content†¦The first style (avoiding) derives from both a low level of assertiveness and a low level of cooperativeness. In this case the two parties do not even try to solve the conflict. It can be appropriate when the problem is not important, when a solution cannot be found or when more information are needed to take a decision. The second style of handling conflicts, dominating, reflects a high level of assertiveness and a low level of cooperation. The decision in this case is made without even listen to the other side. It could be useful to use this kind of style when a strong decision must be taken quickly. The accommodating style is the opposite of the dominating style, In this case the assertiveness is low and the cooperativeness is high. In this case one of the parties surrender a nd let the other one win. This style can be use when people realize that they were wrong or when they understand that the issues of the other part are more urgent or more important. The compromising style stems from a moderate level of assertiveness and cooperativeness. People find a half way solution that because they are equally right, equally powerful etc. The last style of conflict resolution is the collaborating style, In this case both assertiveness and cooperativeness are high. People try to find together a solution that meet both parties issues. It is a win-win solution that often takes more time to be achieved.Show MoreRelatedManaging Team Conflict688 Words   |  3 Pagesï » ¿Managing Team Conflict Introduction Teams are considered the catalyst and solution to the challenge of attaining very complex, highly integrated goals and objectives across an enterprise. The emphasis on teams is so significant today that it is common to find their use across broad geographic distances, ensuring an organization has access to the best talent globally regardless of location. 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