The strength maybe that one person will see the benefits.The weakness will be that the other person in the issue will not benefit the same or at all at the other person in the situation and does not consider the other in the situations.
The strength is when both parties involved in the issue propose to solve the problem by discussing the differences rather than by accommodating, therefore they benefit from the results.The weakness maybe if both parties agree to re solve the issue but cannot discuss the differences in their issues.
The strength is when the parties try to move on from the issue and not cause a big deal over it.The weakness maybe that by dismissing the issue; it will never get resolved.
The strength is when one party involve is willing to be the bigger person and let the other party involve win the situation, in order to keep the peace.The weakness maybe that the person who is willing to let the other win the issue. They will never resolve the issue between them and it is possible that it can be brought up in another situation.
The strength can be that the issue will be solved and both parties neither win nor lose.The weakness maybe that both parties have to give up something in order for the issue to be resolved. Also, both parties to the issue will have incomplete satisfaction.
2.Which of the available conflict management strategies is most appropriate for the current situation with David and James? Provide your rationale, including what factors you considered in making your selection. Your response should be at least 100 words.
In James and David situation, the most appropriate conflict management strategy will be the Collaborating and Compromising strategy. According to Robbins and Judge (2011), collaborating is when both individuals involved are in the agreement to solve the conflict in order to make each individual involved happy. It is believed that David and James should talk about the issue and try get to the bottom of where the issue or conflict began.
Therefore, when James and David come to an agreement to collaborate and solve the issue, both can be happy with the outcome because not one or the other made the choice alone; it was a team effort. In addition, using the compromising strategy has some similar effects to the collaborating strategy, however, in this case there is no win or lose situation. Both James and David will have to compromise in making a decision in which will not benefit them both, but it will solve the issue.
3. If the selected strategy is not successful, what is your alternate strategy? Provide your rationale for this selection. Your response should be at least 100 words. In James and David situation if the first strategies do not work, the second appropriate conflict management strategy would be to use the accommodating strategy. Robbins and Judge (2011) states that, accommodating is when individual involved in the conflict put the best interest of the other party before themselves. This strategy may be tricky because in order for this to work, David or James will have to make a choice to put the other person in front of themselves. As a result, this strategy can strengthen James and David friendship because they will see that no matter what, one of them is willing to accommodate the other in order to keep the peace.
4.What potential road blocks might be encountered in resolving the conflict? How would you address these? Your response should be at least 100 words. 5. In James and David Situation the potential road blocks that might be encountered are communication, structure and personal variable. Robbins and Judge (2011) states that, communication, structure and personal variables my not directly lead to conflict however they are necessary in order for conflict to arise. When there is not communication between to individuals problems will arise. Moreover, I would address the issue by using one of the conflict resolution strategies such as the collaborating. I would set James and David to communicate with each other and discuss the issue and try to resolve it amongst each other. Hope the outcomes between both individual is to resolve the conflict.
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14th ed.). Upper Saddle River,
NJ: Pearson/Prentice Hall.
University of Phoenix. (2012). University of Phoenix Material: Conflict Management Plan
Plan. Retrieved from University of Phoenix, MGT/311 – ORGANIZATIONAL
University of Phoenix. (2012). Riordan Manufacturing Virtual Organization [Multimedia].
Retrieved from University of Phoenix, MGT/311 Organizational Development website.
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