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HRM624 - Conflict Management

THEMES OF CONFLICT DIAGNOSIS”


Two economists are assigned a group task to design a policy. One of them is in favor of free market economy and a monetary policy etc while the other is in favor of controlled economy and is a socialist. Due to the difference in school of thoughts, they have bad ties; do not communicate and when they do, it gets hostile.

They have been assigned a deadline and the work is too huge to be done alone.

In determining the conflicting ties through Themes of Conflict Diagnosis, how you diagnose the above conflict between the two working together while disagreeing also? Explain any 3 related themes in reference with above context

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who is here to discuss this GDB??????

i am here

Please Discuss here about this GDB.Thanks

Our main purpose here discussion not just Solution

We are here with you hands in hands to facilitate your learning and do not appreciate the idea of copying or replicating solutions.

To Manage a Conflict with Another Person

© Copyright Carter McNamara, MBA, PhD

1. Know what you do not like about yourself, early on in your career.

  • We often do not like in others      what we do not want to see in ourselves.
  • Write down 5 traits that really      bug you when see them in others.
  • Be aware that these traits are      your “hot buttons.”

2. Manage yourself. If you and/or another person are getting upset, then manage yourself to stay calm:

  • Speak to the person as if the      other person is not upset – this can be very effective!
  • Avoid use of the word “you” –      this avoids your appearing to be blaming the person.
  • Nod your head to assure the      person that you heard him/her.
  • Maintain eye contact with the      person.

3. Move the discussion to a private area, if possible.

  • Many times, moving to a new      environment invites both of you to see or feel differently.

4. Give the other person time to vent.

  • Do not interrupt the person or      judge what he/she is saying.

5. Verify that you are accurately hearing each other. When the other person is done speaking:

  • Ask the person to let you      rephrase (uninterrupted) what you are hearing to ensure you are hearing it      correctly.
  • To understand the person more,      ask open-ended questions (avoid “why” questions – those questions often      make people feel defensive).

6. Repeat the above step, for the other to verify that he/she is hearing you. Describe your perspective:

  • Use “I”, not “you.”
  • Talk in terms of the present as      much as possible.
  • Quickly mention your feelings.

7. Acknowledge where you disagree and where you agree.

  • One of the most powerful means      to resolve conflict is to mention where you both agree.

8. Discuss the matter on which you disagree, not the nature of the other person.

  • Ask “What can we do fix the      problem?” The person might begin to complain again.
  • Then ask the same question.      Focus on actions you both can do.
  • Ask the other person if they      will support the action(s).
  • If the person will not, then      ask for a “cooling off period”.

9. Thank the person for working with you.

  • It takes patience for a person      to engage in meaningful conversation during conflict. Acknowledge and      thank the other person for his/her effort.

10. If the situation remains a conflict, then:

  • Conclude if the other person’s      behavior violates one of the personnel policies and procedures in the      workplace and if it does, then follow the policy’s terms for addressing      that violation.
  • Otherwise, consider whether to      agree to disagree.
  • Consider seeking a third party      to mediate.

 

i dont ger that yeh to gdb se relevant e ni hai

please my dear firneds this is irrelevant material ap is se idea mat lena u will get zero.. ar agar ap ne yahan se idea le ker post kia ar agar apka zero aaya to yeh maryam nam yaad rakhna k mene ap ko idea lene se mana kia tha



 shabbir ghuman gud keep it up & thanks for sharing ur idea 

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(1) Slow down. Take a break. Allow yourself time to think through a way to proceed. Disagreements are healthy and useful to the team. Better ideas can be created when people can share concerns, ideas and creative solutions. Everyone on the team benefits from feeling that their views are heard and valued.

(2) Take a solution-seeking approach. When and where can we meet? We need a place that is neutral and conducive to hearing one another and enough time for people to air their views. What additional information might team members need? How can we get it to them?

(3) Create a safe place for people to talk. Establish guidelines for the exchange of ideas: stay focused on issues not individuals, listen, respect differences, monitor your airtime, let one person talk at a time…

(4) Be curious. What do others think? And why? Ask questions and wait for their responses. Check that you have understood what they have said – without disagreeing.

(5) Listen. Demonstrate your willingness to hear different points of view without jumping in. Ssshhh – keeping quiet encourages others to talk.

(6) Define the problem. In neutral terms, based on everyone’s views and concerns, develop a common understanding of the problem or question at hand.

(7) Explore options. Create a list at least five to seven possibilities before evaluating any of them. This will help diffuse either/or thinking.

what is this?

please my dear firneds this is irrelevant material ap is se idea mat lena u will get zero.. ar agar ap ne yahan se idea le ker post kia ar agar apka zero aaya to yeh maryam nam yaad rakhna k mene ap ko idea lene se mana kia tha

yar kisi k pas gdb ko solve klerne ka idea hai to day plz

is anyone here to discuss about the assignment and please donot post irrelevant material jo assignment se mulatiq e nahi hai

please students... donot take refence from the aboove material mene sara [parha hai yeh assignment se releted ni hai

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