answer question below 58

Answer the 3 questions below and reply to each student.

Student Reply must be over 200 words.

Make sure all student replies you start it with Hello (Student Name),

Please upload each question in different word documents.

Question 1:

Your boss has asked you to lead a group of eight of your coworkers for a new project that will change several elements of your department. This is your first time in a leadership role and you anticipate that there will be a certain amount of conflict within this new group.

In 250 – 300 words, identify potential conflicts that can occur in groups. What strategies could you implement to manage the group conflict?

Student Reply 1: Ashley Price

When there are projects that require a group or team effort it is most likely for some type of conflict to occur. This is because with the mix of personalities it is expected for others to have different viewpoints which could possibly trigger conflicts based on differences. Some conflicts that may occur in groups are miscommunication, mistrust, jealousy, power and personality issues. To build a stronger team we must first implement strategies to manage the conflict by first acknowledging the conflict when it arises instead of avoiding it and letting the issue continue to arise and becoming out of control. We must also communicate, understand the situation by listening and to come to some type of agreement that is satisfying for everyone involved. We could also use one of the five conflict managing strategies such as collaboration which is to using integrative behaviors and developing mutually satisfying agreements to solve the problem once and for all ( Cahn, 2014). Although there may be variation in viewpoints we should grow to understand and appreciate them. We must learn to develop team skills and prevent negative conflict so we can maintain and balance healthy relationships amongst one another. When working with a group or team of other individuals we are going to experience a difference in skills, opinions, and ideas. We should approach these type of settings with an open mind in order to avoid out of control disputes. These are great strategies in ways to effectively deal with team or group conflicts in the workplace or outside of work.

References:

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

Studeny Reply 2:Shannon Eagle

In any work environment, there are going to be many different conflicts that will arise. In this scenario I have been asked to lead a group of eight individuals for a new project that will change several elements of the department. Identifying the potential conflicts and using the TLC method should result in a positive outcome and lead to a successful change in your department. Like any workplace, you will have a diverse group of individuals with different heritages, which is known as diversity-based conflict. “Our culture, ethnic identification, and race have powerful influences on what we believe and how we behave” (Cahn & Abigail, 2014). This could be challenging, or it could be something that helps to come together to learn from one another. “The research in this area has produced contradictory findings. On the one hand, conflict from perceived differences between group members may result in negative effects; on the other hand, those differences may enhance the information and perspectives available to group members.17 (Links to an external site.)Links to an external site. 12.5. In this case, I would have a meeting amongst all of them and let them know that I have been chosen to lead this new project to implement several elements in my department and that I value and need their help and ideas to accomplish the task. As to each own has a value in their thoughts and ideas and that as they would want to be respected, I would expect the same from the next person. Not every idea is going to work, and some ideas may be better than others and that is okay. I would encourage them to build off one another and remind them that the changes we make will be something we can all be proud of. “Honoring the stories of others, understanding that people carry a narrative important to them, is probably the most effective way to manage conflicts due to diversity” (Cahn & Abigail, 2014). I would also point out that if things got heated that we would take a break, regain our composure and come back together as a team.

References:

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

Karen A. Jehn, Katerina Bezrukova, and Sherry Thatcher, “Conflict, Diversity, and Faultlines in Workgroups,” in Carsten K. W. De Dreu and Michele J. Gelfand (Eds.), The Psychology of Conflict and Conflict Management in Organizations (New York: Lawrence Erlbaum Associates, 2008), pp. 179–210

Question 2:

In Chapter 12 of the textbook, we learned about three types of workplace conflicts: organizational diversity and conflict, work-life conflict, and workplace bullying. Select one of these workplace conflicts and explain it in your own words. Provide an example of the conflict you chose and offer solutions to resolve this type of conflict.

Your initial response should be 250 – 300 words and must be posted by Thursday, Day 3. Respond to at least two of your classmates’ postings with a substantial response by Monday, Day 7.

Student Reply 1: Trella Smithson

Conflict between work and personal demands are evident in most people’s lives as we live in such a demanding society. Work-life conflict occurs when there is not a balance in an individual’s life (Cahn & Abigail, 2014). A person’s personal life can interfere with their professional life or vice versa. It can cause undue stress on an individual and on the company as well. For example, someone who is on call 24/7, may not get the time they need for their personal interests or from something as simple as uninterrupted sleep. Because of this, they are not going to perform as well at work. They may have personal issues at work such as anger, absenteeism, or constantly being late for work. Without work-life balance, a company’s turnover rate may be higher due to an imbalance. I saw this at our plant up until last year. Before the last union contract renegotiation at our plant, the most recent hires had a very real work-life conflict in their everyday lives. The new hires were scheduled to work Monday, Tuesday, Friday, and Saturday one week and then Sunday, Wednesday, and Thursday on the opposite week. Each individual would have a three-day weekend every other week. However, in the contract, the company could use mandatory overtime and call new hires in on their weekend off. As a result, some new hires were working almost every day of the week, week after week. The turnover rate was astronomical, and the company was losing a lot of money re-hiring and re-educating individuals to replace them. Once the company hired a replacement, the cycle would start all over again and many times that individual would leave as well. To correct this situation, the company changed their rules during the last contract they re-negotiated with the union. In the new contract, mandatory overtime could be used on weekdays, but not on weekends. This meant that the new hires were not working all of the time, but they still had the option of voluntarily working overtime on weekends if it was available. This change in the contract worked. New hires are now more satisfied with their work-life balance and the turnover rate has greatly improved. The company is better off now as well. Although there is an occasional weekend where they may not make ticket, they normally have enough volunteers to cover weekends. The reduced cost due to the improved turnover rate outweighs the cost of missing the production ticket. A simple change to the contract solved all the work-life balance issues that we had at the plant.

References:

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.) [Electronic version]. Retrieved from https://content.ashford.edu/

Student Reply 2: Cindy Clement

Work-life conflict is one that is becoming an increasing issue for people. This type of conflict occurs when people experience hyperstress between their responsibilities at work and at home (Cahn, 2014). Mounting research in this area shows that the demands between people’s career and their responsibilities outside of work are growing. Research conducted in 2014 shows that people with unpredictable work schedules such as in the retail environment have greater difficulty with this than others. Their findings show that having an unpredictable work schedule creates more work-life stress and time-based issues between planning extracurriculars around work (Henly, 2014). This research is important because it demonstrates the need for people to devote effort and time to their job as well as their families and other outside interests.

There are several strategies that can be employed to help curb the stress caused by work-life conflict. Time limitations are the most common in work-life conflict (Cahn, 2014). Combating this requires taking a proactive approach and learning to say ‘no’ sometimes to taking on additional responsibilities whether they are in or outside of work. Prioritizing your work is another good tool for managing this. Making a clear plan of action day-to-day can help minimize those stressors as well. The final way to help reduce this stress is to ask for assistance. This can at times be more difficult to do, but simply asking a co-worker or your partner to help when you are feeling the stress mount can release that burden and will make both areas of your life more balanced.

References

Cahn, D. D., & Abigail, R. A. (2014). Managing conflict through communication (5th ed.) [Electronic version]. Retrieved from https://content.ashford.edu/ (Links to an external site.)Links to an external site.

Henly, J.R., Lambert, S.J., (2014). Unpredictable Work Timing in Retail Jobs: Implications for Employee Work-Life Conflict. ILR Review, 67(3), 986–1016. Retrieved from https://doi-org.proxy-library.ashford.edu/10.1177/…

Question 3:

Focus of the Final Paper
This course focuses on identifying types of conflicts and resolving conflicts through effective communication techniques. Your Final Paper will be an eight-to ten-page paper (excluding the APA title and reference pages) that will showcase what you learned about conflict and conflict resolution.

Identify a recent interpersonal, group, or organizational conflict that you were involved in and was later resolved. Select five of the topics listed below and discuss how they apply to your chosen conflict. You must use a minimum of five resources to help support your discussion of these topics. Be sure to focus on communication techniques that were used during the conflict management process. Argue whether the resolution to this conflict was a “best practices” approach to resolving this conflict.

Your paper must include an introduction paragraph that provides a high-level overview of your paper. In addition, your paper must include a strong conclusion paragraph that brings together the topics discussed. Remember not to introduce any new topics in your conclusion.

Conflict Topics for the Final Paper (select five)

• Why does conflict occur?
• Conflict management
• The positive and negative effects of conflict
• Role of personality types in conflict management
• Communication techniques
• Ethics and workplace conflicts
• Climate in a conflict situation
• Stress and anger
• Facework
• Forgiveness
• Mediation and arbitration

Writing the Final Paper
The Final Paper:

• Must be eight to ten double-spaced pages in length and formatted according to APA style as outlined in the APA checklist (Links to an external site.)Links to an external site. in the Ashford Writing Center.
• Must include a title page with the following:
  • Title of paper
  • Student’s name
  • Course name and number
  • Instructor’s name
  • Date submitted
• Must begin with an introductory paragraph that has a succinct thesis statement.
• Must address the topic of the paper with critical thought.
• Must end with a conclusion that reaffirms your thesis.
• Must use at least five scholarly resources, including a minimum of two from the Ashford University Library.
• Must document all sources in APA style, as outlined in the Common APA Citations (Links to an external site.)Links to an external site. page in the Ashford Writing Center.
• Must include a separate reference page, formatted according to APA style as outlined in the Ashford Writing Center.

Please note that if you are a Communications Studies major, this assignment will be an element in your graduation portfolio. If you have not set up your portfolio yet, you may do so by selecting Portfolium from the menu in your classroom on the left-hand side. If you have set up your portfolio, you can access it the same way. You will be working with your portfolio extensively in the Communications capstone course, COM480. If you are a Communications Studies major, please add this paper to your portfolio. Other students are not required to do this. View the Portfolium tutorial for guidance.

For your reference, these are the elements that are required to be included in your portfolio:

• COM101 Week 1 assignment “Perspective on Communication” and Final Paper “Personal Communication Skills Assessment”
• COM223 Final Paper “Persuasive Campaign for Online Education”
• COM325 Final Paper (This Paper)
• COM345 Final Project
• COM355 Final Paper “The Future of Communication Technology”
• COM370 Week 1 assignment “Personal Cultural Profile” and Final Project “Oral History Interview”
• COM425 Final Paper
• SPE103 A speech of your choice from the class