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Analysis of Conflict Resolution Proposal Paper
Analysis, Conflict, Resolution, Proposal, Paper
Overview
This Conflict Resolution: Part 4 – Proposal Assignment is a combination of the papers
developed from your three previous Conflict Resolution Assignments. Yes, you will use
much, if not all of the material you have used from your previous papers in this class –
and you have specific permission to use the past papers for this Conflict Resolution:
Part 4 – Proposal Assignment paper.
The sections developed in the first three Conflict Resolution Assignments should be
consolidated into one paper which has effective transitions and flows together. You
should have a specific section in the Conflict Resolution: Part 4 – Proposal
Assignment paper dedicated to a synthesis of Christian Worldview and their topic.
Ideas for your Conflict Resolution: Part 4 – Proposal Assignment paper are included
below.
Although I expect you to cover the areas below, at a minimum, you may or may not
choose to use the same format. In fact, you may prefer a more detailed approach or
wish to rearrange/rename the main or sub-topics.
Instructions
Items to include are outlined as follows:
· Length of assignment is 25 to 30 pages
o Excluding title page, abstract, reference section, or any extra material
· Format of assignment is the current version of APA
· Number of citations – Minimum guideline is 25 – 35 peer reviewed academic
journal articles and at least one Holy Bible reference.
FORMATTING IDEAS
Introduction
Conflict Description
a. Problem Description
b. Detailed Background
c. Examples of the Conflict Manifestation
d. Previous Examples of Efforts to Resolve the Conflict or Evidence that there has
Never Been an Effort to Resolve the Conflict
Literature Review and Conceptualization
e. Literature Related to Conflict _ if applicable
f. Literature Related to Conflict Resolution Applicable to Your Project
g. Literature Related to Theoretical Approach Chosen for Resolution
h. Any other Salient Research Related to Your Project
i. Conceptualization of How You Will Use Sound Conflict Resolution Theories and
Concepts to Resolve Your Conflict
Action Plan
j. Application of Theories and Principles
k. Specific Plan of Action
l. How Suggested Intervention Will Cause a Change to the Underlying Conflict
Dynamic
m. Effect of Action Plan on Parties of the Conflict
The Need and Uses of Criminal Justice Conflict Resolution
Christian Worldview
n. Application to Conflict Resolution – General
o. Application to You Plan – Specific
Abstract
Many people in social institutions and workplaces face conflict in their daily life. Not
many of them feel comfortable with conflict. All over the world, big companies like
Mubaraka Limited Agency have witnessed such conflict before.
The management at Mubaraka Limited Agency must understand all their employees
based on their characters, backgrounds, political affiliations, religious affiliations, or any
other way in which they are classified. A better understanding of the root cause of the
problems leads to better solutions for the conflicts in the organization.
The objective of this paper is geared towards addressing the conflicting situations
facing Mubaraka and the efforts implemented to solve such problems. The results from
most literature review studies show that collaboration, avoidance, reforming, and
mediation are the best strategies to be implemented for solving conflict.
Keywords: Conflict Resolution, Conflict Management, Workplace, Employees
Proposal for Conflict Resolution at Mubaraka Limited Agency
Problem Description
Conflict refers to a series of disagreements among individuals or groups of people who
are brought together by either work or any other activity. Conflict resolution is one of the
noble activities that people in society should highly value. This is because in places
where people socialize, like the workplace, people develop different ideologies.
This can bring much misunderstanding among the people working together in an
organization (S
Analysis of Conflict Resolution Proposal Paper
Analysis, Conflict, Resolution, Proposal, Paper
Overview
This Conflict Resolution: Part 4 – Proposal Assignment is a combination of the papers
developed from your three previous Conflict Resolution Assignments. Yes, you will use
much, if not all of the material you have used from your previous papers in this class –
and you have specific permission to use the past papers for this Conflict Resolution:
Part 4 – Proposal Assignment paper.
The sections developed in the first three Conflict Resolution Assignments should be
consolidated into one paper which has effective transitions and flows together. You
should have a specific section in the Conflict Resolution: Part 4 – Proposal
Assignment paper dedicated to a synthesis of Christian Worldview and their topic.
Ideas for your Conflict Resolution: Part 4 – Proposal Assignment paper are included
below.
Although I expect you to cover the areas below, at a minimum, you may or may not
choose to use the same format. In fact, you may prefer a more detailed approach or
wish to rearrange/rename the main or sub-topics.
Instructions
Items to include are outlined as follows:
· Length of assignment is 25 to 30 pages
o Excluding title page, abstract, reference section, or any extra material
· Format of assignment is the current version of APA
· Number of citations – Minimum guideline is 25 – 35 peer reviewed academic
journal articles and at least one Holy Bible reference.
FORMATTING IDEAS
Introduction
Conflict Description
a. Problem Description
b. Detailed Background
c. Examples of the Conflict Manifestation
d. Previous Examples of Efforts to Resolve the Conflict or Evidence that there has
Never Been an Effort to Resolve the Conflict
Literature Review and Conceptualization
e. Literature Related to Conflict _ if applicable
f. Literature Related to Conflict Resolution Applicable to Your Project
g. Literature Related to Theoretical Approach Chosen for Resolution
h. Any other Salient Research Related to Your Project
i. Conceptualization of How You Will Use Sound Conflict Resolution Theories and
Concepts to Resolve Your Conflict
Action Plan
j. Application of Theories and Principles
k. Specific Plan of Action
l. How Suggested Intervention Will Cause a Change to the Underlying Conflict
Dynamic
m. Effect of Action Plan on Parties of the Conflict
The Need and Uses of Criminal Justice Conflict Resolution
Christian Worldview
n. Application to Conflict Resolution – General
o. Application to You Plan – Specific
Abstract
Many people in social institutions and workplaces face conflict in their daily life. Not
many of them feel comfortable with conflict. All over the world, big companies like
Mubaraka Limited Agency have witnessed such conflict before.
The management at Mubaraka Limited Agency must understand all their employees
based on their characters, backgrounds, political affiliations, religious affiliations, or any
other way in which they are classified. A better understanding of the root cause of the
problems leads to better solutions for the conflicts in the organization.
The objective of this paper is geared towards addressing the conflicting situations
facing Mubaraka and the efforts implemented to solve such problems. The results from
most literature review studies show that collaboration, avoidance, reforming, and
mediation are the best strategies to be implemented for solving conflict.
Keywords: Conflict Resolution, Conflict Management, Workplace, Employees
Proposal for Conflict Resolution at Mubaraka Limited Agency
Problem Description
Conflict refers to a series of disagreements among individuals or groups of people who
are brought together by either work or any other activity. Conflict resolution is one of the
noble activities that people in society should highly value. This is because in places
where people socialize, like the workplace, people develop different ideologies.
This can bring much misunderstanding among the people working together in an
organization (Smidt, 2019). The misunderstanding can be brought about by several
other underlying factors, which at times require technical solutions.
With current high tensions and anxieties at the Mubaraka limited agency due to racial
inequality and differences in political affiliations, the chances of tension at the workplace
are highly increased.
The management at Mubaraka must understand all their employees based on their
characters, backgrounds, political affiliations, religious affiliations, or any other way they
are classified (Raines, 2019). They should try as much as possible not to group
individuals who have different ideologies before the problem is solved.
Improper management at Mubaraka has caused conflicts several times. For instance, in
the past, they lacked a proper structure, thus resulting in a less visionary organization.
Conflict in various departments has led to many hazards; for example, employees have
failed to coordinate in working towards achieving a common goal.
Additionally, Mubaraka limited agency has failed in terms of their performance because
employees are not well coordinated. This means that workflow is highly under threat
due to such challenges (Rafferty, 2017).
This assignment aims to broadly analyze the conflicts that occur at Mubaraka, how this
conflict may impact the organization and the employees, and additionally, the most
effective action plan that the Mubaraka limited agency can use to solve any conflict that
may jeopardize them if it finds itself that position.
Background Information
Conflict can occur in any organization or setting when employees with different
ideologies or priorities work together. There are many ways in which conflict can be
expressed, for example, insults, noncooperation, anger, or bullying.
The cause can range from personality clashes and understood miscommunication to
organizational management. Mubaraka Limited Agency has faced several impacts of
conflicts. Most of them are adverse effects such as:
a) Work disruptions
b) Decreased productivity
c) Project failure
d) Absenteeism
e) Low turnover
f) And termination from work
Several surveys have been done in the United Kingdom by the Chartered Institute of
Personnel Development. This study found that out of ten employees in the United
Kingdom, four, have experienced(revise) some interpersonal conflict issues. Most of the
conflict results from the disagreement between the line manager and the employee
(Proksch, 2018).
Most staff members develop a conflict with their seniors. The seniors may give junior
employees some orders that do not seem right (Avgar & Colvin, 2017). Like in the case
of Mubaraka, senior managers have repeatedly formulated unfavorable policies for their
junior employees.
There are several conflict dynamics that at times prevent the realization of dynamic
conflict solutions. This is the reason why the management at Mubaraka should know the
source of employee conflict and the most favorable methods that can be put in place to
solve the conflicts. Medically, the resultant feeling of aggression and anxiety elicit the
release of chemical messengers called the hormones, which significantly influence the
way people think.
Conversational and conflict management training is important to both Mubaraka limited
agency employees and the management to help identify the different kinds of conflict
and the strategic interventions in good time. This would prevent the adverse effects of
conflict at Mubaraka limited agency. The source of the problem should be analyzed
correctly; an appropriate solution should be found and implemented more
constructively. This will create an enabling atmosphere for working.
The degree of the effects of conflict in a working setup depends on the interdependence
among various employees and their goals in the employment setup (Yazici, 2018). It is
worth noting that conflict is inherently not a bad idea because as a result of conflict,
there are better changes created when people conflict; it can lead to fundamental
changes in ideologies and policies at Mubaraka. It is therefore worth noting that not in
all instances will people discredit workplace conflict.
Examples of Conflict Manifestation
Conflict can be manifested in an organization in several ways; it can be easier for
someone from outside to notice that there could be a conflict in an office or set up if
several signs are seen. These signs can predict the causes of the conflict within the
work setup. The following are the indicators of conflict manifestation at Mubaraka:
a) Lack of communication
b) Unhealthy Competition
c) Low productivity
d) Absenteeism
e) Work termination
Lack of Proper Communication
The conflict has manifested itself at Mubaraka's Limited Agency since employers and
employees do not adequately communicate with each other. For example, in an open
office layout where there is a division of labor and specialization, it is easy to notice that
some employees hardly talk with each other.
If one is supposed to carry out a task in the line, then transfer the duty to the next
employee, the operation is likely to stop and stall. In some instances, the management
may be having a disagreement with a particular employee (Bachman, 2019).
Such an employee may be given concise orders, or the manager may deliberately
ignore talking to him/ her. It is worth realizing that communication is the engine towards
success; when employees hold grudges with each other, they are not likely to produce
good results. Eventually, it hinders success at Mubaraka.
Unhealthy Competition
This is another manifestation of conflict at Mubaraka Limited Agency, and in the
particular the production department, there are instances of employee rivalry
manifestation through unhealthy competition to please some senior staff. Some of the
jealous employees have been reportedly hidden valuable resources for their rivals not to
produce better results.
It has taken Mubaraka a long time to realize this issue of employee rivalry. It has been
reported that senior employees hate some junior employees and accuse them of
laziness since they do not do their work as required behavior that has led to severe
consequences. Employees need to have healthy competition at the workplace (Maan,
2021).
This is because when there is a good relationship and employees compete at work,
they can produce better results. Employees should identify the traits that lead to
unhealthy competition and avoid them accordingly.
Low Productivity
In a workplace where conflict is more evident, there are instances of low productivity,
and Mubaraka limited agency is not an exception. The workflow has been highly
interfered with to the extent that lack of coordination lowered production hence failing to
meet daily production targets. The labor productivity process is slowed by conflict
among people in the office.
This prevents the production process; therefore, the finished products are not produced
at a good pace as required (Maan, 2021). Low productivity means that the Mubaraka
limited agency may not make the required profits, and hence the company is less likely
to cater to the growth and needs of the employees. Due to low productivity, Mubaraka
limited agency has been struggling with revenue and catering for expenses.
Absenteeism
In an organization with many conflicts, there are several instances of truancy and
employee absenteeism. The employees may feel deprived of their rights and morale;
some may therefore consider being absent from work as the best way to avoid the
conflict.
This is a negative approach because when one becomes absent from work, the work he
was supposed to do may stall. This means that the production process is likely hindered
and prevented from growing further (Chima & Okoye, 2017). Mubaraka does not
tolerate employee absenteeism; hence some of the employees have been severely
punished, causing this company to face more challenges.
Termination from Work
An organization that has several instances of conflict has many terminations of
employee’s contracts. This is a way that most managers use to solve conflict. The
management thinks they can solve the issues of indiscipline issues by sending home
the arrogant employees (Chima & Okoye, 2017).
One of the challenges that such companies undergo is that very few people may be
willing to work for them once it is realized that they are prone to terminate the
employee's contract. Mubaraka Limited Agency has been a victim over time; due to the
termination of employee contracts, some of the experts and well-experienced
employees have opted to seek employment in their competitor companies.
Previous Examples Used to Solve the Conflict
Various organizations such as Mubaraka have used several techniques to solve conflict
among employees in the organization. However, the measures have not borne many
fruits because they are not very intense; instead, they are simple means that have been
put in place to solve such problems. The following are some of the measures that the
agency has tried to put in place for conflict interventions.
a) Dialogue among the employees
b) Changing policies
c) Advising employees to avoid conflicting situations
d) Unionization
e) Collaboration
Dialogue among the Employees
Mubaraka has on several occasions advised the employees that whenever they have
problems among themselves and their managers or amongst them, they should seek to
dialogue. In dialogue, the conflicting parties sit down and resolve the matter by
themselves. Each person explains his concern.
At least a wrong person must be identified in the process of communication (Gataullin,
2020). The wrong party is advised to ask for forgiveness from the other party. In the
long run, this approach quells the tension and somehow reduces conflict. The only
challenge with this approach is that some parties do not honor it as it should be.
Changing Policies
Mubaraka Limited Agency has at times formulated policies that do not seem to be
favoring the employees. For instance, changing reporting time from 6:30 am to 8:30 am
has shown some improvements in the conflict with employees due to lateness. Also,
some of the policies seem to be too stringent (Andreouli & Kadianaki, 2018). However,
this does not become a permanent solution to the problems related to the policies
because Mubaraka changes the strategies and rules without consulting the employees.
Avoiding Conflicting Situations
Some of the employees at Mubaraka have used this mechanism as a way of resolving
conflict. They believe that when they walk away from the conflicting situations, they are
likely to prevent fueling the already burning fire. However, this approach has a
challenge because when one walks away from a problem, it does not mean that they
have solved the problem; the same problem is likely to occur over and over should they
not be solved amicably (Keller & Foster, 2016).
Unionization
Unionization has been an approach that the employees have effectively used to solve
the existing conflict between them and the management. Employees at Mubaraka
Limited Agency have registered themselves with unions, for instance, the International
Labor Organization. Such unions fight for the rights of the employees; they correct the
employers when they wrong the employees and protect the employees from receiving
harsh treatment from their employers (Howell, 2020).
However, one of the challenges that this approach faces is that some of the leaders in
these unions are at times compromised by small tokens and stipends advanced to them
by Mubaraka. Union leaders have been blindfolded, and in the long run, they seem to
forget about protecting the employees. Most of the employees are now left unprotected
and continue to demonstrate to find a solution to their problem instead of doing their
work as is expected of them.
Collaboration
This is the process of agreeing with everyone and siding with them even if they are
wrong. Mubaraka has been using collaboration to foster unity and peace even when
there are many problems. However, this approach seems to have a challenge since
collaborating does not ultimately solve the problem but instead, it escalates the problem
into a bigger one (Baronenka, 2021). It may only solve the conflict within a short while
but does not give a permanent solution.
Literature Review and Conceptualization
Several scholars have expressed their literature analysis into the field of conflict
resolution. The scholars give more information that helps understand conflict, its
causes, how it has affected society, and various ways of managing it.
Literature Related to Conflict
According to Currie et al., (2016), the way conflict at the workplace is understood and
perceived has changed over the past two decades. In most cases, conflict at the
workplace was viewed as the arrival of bad weather in an organization. People do not
understand that, at times, conflict is inevitable. As much as conflict is condemned, it
leads to the correction of several mistakes that may be happening at the workplace.
In addition, some of the conflicts in the organization are caused by the failure of the
human resource managers. Human Resource should be the links between the
organization and the employees; however, not all human resource officers keep the
welfare of the employees at heart. Instead, they only abide by what the management
directs them to do. Some of them rush to sacrifice the employees when conflicts arise
instead of solving it more amicably.
From the statistical consideration, aggression and bullying are other factors that, of late,
cause conflict at the workplace (Baronenka, 2021). This approach is, however, not
looked into properly by the management.
For instance, some employees look down upon other employees because of their lower
ranks or maybe due to someone's compromising situation. No one within an
organization wants to be mistreated. When one feels belittled, they may not like the
work environment, or they may sometimes show a negative attitude towards work.
Daily life stresses like may fuel conflict at the workplace. For instance, if someone has
much stress at home, maybe an employee is annoyed by children, they extend the
annoyance to the workplace, such as they may arrogantly answer their bosses the way
they want based on the stresses they experience (Currie et al., 2016).
Stress increases the production of corticosteroids which in turn produces much cortisol,
either mineralocorticoids or glucocorticoids. These two chemical messengers initiate a
faster heartbeat hence leading to changes in mood and other factors.
Mental illnesses in organizations have led to increased cases of conflict; several people
today suffer from depression due to increased stress in life. Depression and other
mental disorders such as bipolar disorder affects the way people reason. For instance,
someone with depression or bipolar disorder becomes easily temperamental; the
temper may cause much harm in whatever they do.
They quickly rush to make some irrational decisions which in the long run may be very
wrong. People under mental illness are prone to fight even if the issue in question is
minimal (Joseph et al., 2017). Such people are at risk of causing conflict in the
organizations where they work.
According to the interconnected research by the International Labor Organization and
the World Health Organization, nearly 10% of the employees in any given company
suffer from mental illness. Some may not realize as early as possible unless they go for
medical interventions.
Some mental health conditions may result from genetic inheritance. For instance, in a
family where people are prone to having schizophrenia or bipolar disorder, there is a
likelihood that such traits may be transmitted to the next generation. This becomes a
great challenge because such a genetic condition becomes difficult to manage.
The European Union research on the conflict at work showed that the increase of
conflict at workplaces had elicited a lot of adverse effects, including low morale, cases
of truancy, and an increase in cases of suicidal ideation (Kakaje et al., 2021). When
people are stressed due to conflict, they may overthink and develop ideas of death.
Many parties are involved in the management of conflict; from the management, the
employees, the trade unions, and the government, all these parties need to play their
roles more effectively to prevent the eruption of a potential conflict.
Literature Related to Conflict Resolution
Conflict resolution at is an important approach to solving the differences among people
in their places of work. Several scholars and research institutions have done
investigations regarding conflict resolutions in workplaces. For example, the State
College University of the New York City Empire researched and found that nearly
everyone has people they do not get along with within an organization (Elad-Strenger &
Shahar, 2017).
It suggests that the organizations should develop important mechanisms to solve the
problem upon realizing the conflict among the employees. Conflict management
strategies are the most effective behavioral methods helpful in solving conflict. These
behavioral approaches are consequences of external circumstances and individuals'
methods of interacting with people and problems (Elad-Strenger & Shahar, 2017).
Conflict management is essential for the growth of the organization and the employees
as well. According to two known scholars, Thomas and Killmann's MODE instruments
show five modes that are very useful in resolving conflict along two dimensions of
behavior. These modes are:
a) Competing (assertive and non-cooperating)
b) Collaborating (assertive and cooperative)
c) Compromising
d) Avoiding
e) Accommodating
Competing Strategy
Ironically, this method seems to be the leading factor in fueling conflict. However, it
increases the potential for solutions to the conflicting parties. This strategy is found
more useful when individuals follow their needs and goals at the expense of others.
Research from the United Nations suggests that several instances of frustration,
irritation, or argument may be used when dealing with this kind of strategy.
The parties may be entirely removed from the conflicting situation by using authority
(Afolaranmi, 2021). The conflict will likely be lessened using this strategy, but these
parties usually agree upon no final resolution. Individuals can focus on the kraybill
conflict style inventory.
This is a situation whereby there is competition as a means of direct conflict
management strategy. There is a high focus on the agendas that brings the conflict, and
reversely, there is a soft focus on the conflict. (revise)
Collaborating
Collaboration involves finding solutions to conflicting situations that involve both
conflicting parties. In this strategy, individuals involved in the conflict seem to be
concerned with the wants of others as their own. However, the main challenge with this
method is that nobody is willing to give up on their positions to soothe the wants of
others.
Most people come up with innovative ideas when people come up with a collaborative
approach to conflict management (Zimmermann, 2018). Collaborative strategy is
directly and positively linked to communication, partner ability, and trust. This conflict
management strategy works better when the people involved in the conflict have mutual
respect.
Compromising
This conflict management strategy tries to find common ground which satisfies both
parties involved in the conflict. It is worth noting that in this strategy, not all parties can
be satisfied in the quest to find common ground. Instead, there must be times when one
party must be willing to set apart the other individual’s needs and preferences to find
common ground for the problem (Zimmermann, 2018).
Rich Wagner and Westbrook showed that educational level at the workplace was
directly linked to the degree of compromise in conflict. This is because people with
broader educational backgrounds are likely to give a better approach to a problem; their
intelligence ratio is so high compared to those with lower educational backgrounds.
Individuals who use this approach to resolve conflict show some sense of fairness and
realism in their approach.
Avoiding
This conflict resolution strategy is mainly applicable when the parties decide to ignore
the problem that brings them the conflicting situation. This strategy is used only when
the parties realize that any effort used to dialogue is useless. People who use this
approach have very little concern for their desire and may lack self-confidence or
support from their colleagues regarding conflicting situations (Zimmermann, 2018).
Hamilton’s study of conflict management chose this method as the most appropriate
means to conflict. Some studies from the ILO (What is ILO) have shown that most
nurses decide to use this strategy. Avoidance can be easily used if the matters
instigating the conflict is of very low significance.
Accommodating
In this conflict management technique, the conflicting party may neglect his concern to
satisfy the concerns of others. People who choose this method have high want of
recognition and support (Tucker, 2021). Such individuals tend to apologize in most
conflicting situations. This would keep them away from such problems.
Literature Related to Theoretical Approach Chosen for Conflict
Conflict resolution as a discipline has developed theoretical insights into the nature and
the source of how conflict can be solved through means that pleases everyone. Two
major theories are related to conflict resolution; primary scholarly sources from peace
and international relations agencies suggest that two major theoretical approaches can
manage conflict. (Revise, not clear)
a) Behavioral theory
This view is also known as the human relations view; it first emerged in the 1940s and
was very prominent through the 1970s. It argued that conflict is natural and inevitable in
organizations. However, many people may want to avoid it. Performance at the
workplace may increase with conflict, but only at a certain level; it may decline if these
conflicting behaviors are not permanently resolved. Managers in the organization must
therefore plan to solve the conflict more effectively than suppressing it.
According to Li (2018), this theory attributes that if a conflict exists in society, people
develop crisis management skills and learn coexistence mechanisms. It alludes that
conflict may lead to a competition which increases the rate of production. However,
critics of this theory have thrashed it, saying that it is not healthy, and that people should
not allow any form of conflict in any organization.
b). Interactionist Theory
The interactionist theory assumes that conflict is important in increasing performance.
The research by Klose (2018) asserts that the interactionist view promotes conflict in
that too harmonious and cooperative project is likely to become static and unable to
respond to changes and innovations. This approach, therefore, encourages members to
maintain an appropriate level of conflict in an organization. The bottom-line argument of
this theory is that conflict erupts in an organization during interactions. The interactionist
perspective is hence based on the meaning of the source of conflict among people who
interact. This theory has some criticism; for instance, the theory alludes that conflict can
have some positive impacts.
Tics (what is this?) of this theory view conflict as a destroyer and something less
productive in society. Interactionist views regard conflict as either functional or
dysfunctional. Functional conflict promotes the goals of the organization and its
objectives. On the other hand, dysfunctional conflict suppresses group performance.
Conflict Resolution in Criminal Justice
Noble research on conflict management in the criminal justice system (fragment). The
criminal justice system is an interconnected system that consists of the police, court,
judges, and correction units. This entity does, at times, not run smoothly as a result of
the conflict which arises from the personnel, procedures, and police training. Since
conflict is endemic and intricate in the criminal justice system, it is important to
understand the cause.
Incorrect policies in the criminal justice system have been termed as one of the sources
of conflict. The perceived wrong policies have been regarded as the source of conflict
between the correctional units and the courts.
From the research conducted by the National Police Department in the United States of
America, it was discovered that 68.5% of the criminal justice officers in the United
States of America did not endorse the penal codes that have been introduced in courts
as part of the correction mechanism (Cummins & Kounine, 2016). Their assertions
complain that the penal codes were not proposed, researched, and debated before they
were implemented to become part of the rules in the criminal justice system.
Mass imprisonment has been another source of conflict in the United States of America.
This is traditionally perceived as a good way of combating crime. On the other hand, it is
straining many resources since taking care of the inmates needs much money. Because
of that reason, some criminal justice personnel in the United States do not support this
system.
This has made them sharply disagree with those who think it is the best mechanism for
solving conflict. From research conducted among the inmates in California, it was
realized that wrong court procedures result in an increase in imprisonment among many
people in the United States, which creates conflict between parties (Morselli et al.,
2017).
For instance, some people are imprisoned due to the wrong procedures of the courts. At
times, somebody may be punished by the court to satisfy the interest of another party.
The party whose interest is satisfied might have paid much money or somebody of
higher ranking in the society.
Despite all these problems resulting in conflict in the criminal justice system, there are
several ways to mitigate these conflicting situations. The noble ways include the
following:
a) Training of stakeholders in the criminal justice system
b) Availing resources useful for the criminal justice system
c) Strict auditing into the integrity of the criminal justice officials
Training of Stakeholders in the Criminal Justice System
Training is the act of providing enough knowledge and information. Several people who
are part of the criminal justice system do not get the updated training on how to handle
criminal cases. Training includes handling of the criminals, handling of files, and ways of
case determination.
If the officials in the criminal justice system become aware of this, they will have
reduced the rate of conflict occurrence among them; they will hardly cross into each
other's line, they will also know how to determine the kind of punishment which will be
given to someone who is found in the wrong arm of the law.
The punishment should be very considerate and fair (Leyta et al., 2019). Education
among the criminal justice officials increases the reasoning ability of people. It can
make them distinguish between the good and bad. Therefore, when criminologists are
well trained, they understand ways of handling cases more appropriately.
Availing Resources Useful for Criminal Justice System
Availing resources include setting up the appropriate machines used for investigating
cases and setting up proper correctional units availing enough court instruments useful
for case determination. Improved resources ensure that duties in the criminal justice
system are operational.
This means that each police officer will handle a case with the diligence it deserves
(Leyta et al., 2019). This approach has reduced a lot of conflict in the criminal justice in
the U.S.A. because each person carries his role well without stepping into one another's
shoes.
Strict Auditing into The Integrity of the Criminal Justice Officials
Auditing reduces the level of doubts that the criminal justice officials may give to each
other; it ensures that the corrupt officials are identified and dealt with more
appropriately. Auditing limits inequality and unfair treatment (Do & Kim, 2017). It
ensures that officials are left to decide without interference from other quarters.
Using Sound Conflict Resolution Theories and Concepts to Solve Conflict
The theories of conflict resolution are fundamental in helping in the management of
conflict. As discussed earlier, these theories are divided into two, i.e., the interactionist
theory, also known as the behaviorist theory, and contemporary theory, also known as
the interactionist theory.
(revise above you talked about the interactionist and behaviorist theory so the can be
the same) Using the knowledge discussed above on these theories, people can use
management strategies to solve the conflict. The following are some of how these two
theories can be used together to solve a conflict.
a) Knowing the source of conflict
b) Collecting viewpoints from the parties involved in a conflict
c) Developing innovating ideas of dealing with conflict following its cause.
d) Developing ideas of preventing future occurrence of conflict
Knowing the Source of Conflict
The sound theories of conflict resolution enable people to identify the real source of
conflict in which they find themselves, for example, if it is as a result of the interaction
between employees, the interactionist theory earlier on had given an insight that conflict
can be created due to association among employees in a given organization.
Knowing the source of the problem (“Issue Information,” 2019) makes it easier to
develop an appropriate way of solving the conflict. Failure to know the source of the
conflict becomes a bit difficult to deal with the problem.
Collecting Viewpoints from the Parties Involved in Conflict
The theories of conflict resolution are useful for knowing the source of conflict; the
behavioral theory asserts that knowing the source of conflict from the people involved
gives more insight for conflict resolution. All parties are given a fair chance and
opportunity to explain their side of the story.
The explanation given by each party will be very useful in knowing the approach to give
in solving the problem (Sakai, 2018). It also provides an insight into who is wrong and
who is on the right track. After collecting the viewpoint, the mediator moves to the next
step of conflict resolution.
Developing Innovating Ideas of Dealing with Conflict following Its Cause
The theories equip their researcher with the relevant strategies for solving conflict. The
best strategies to resolve conflicts at Mubaraka are those proposed by Kenneth Thomas
and Ralph Karmann's strategies. These scholars believed that the following five
strategies could solve any conflict at any stage:
a) Avoiding
b) Defeating
c) Compromising
d) Accommodating
e) Collaborating.
If Mubaraka Limited Agency applies any of those methods depending on the type of
conflict, the conflict shall have been solved more amicably. Many keenness and
carefulness are important when choosing the kind of strategy to implement (Choudhary,
2018). If Mubaraka chooses the wrong method, it can jeopardize the whole process of
conflict resolution.
Developing Ideas of Preventing Future Occurrence of Conflict
Once Mubaraka's has mitigated the conflict, it is important to develop mechanisms that
will prevent the occurrence of other conflicts. For example, the conflicting employees
should be educated to know the impacts of conflict. Internal environments within
Mubaraka should be set to favor one of the employees (Choudhary, 2018).
(not clear , revise) Improvement in the welfare of the organization improves the peaceful
coexistence. Preventing future conflict occurrences will ensure Mubaraka limited
agency’s growth.
Action Plan
An action plan is very useful in troubleshooting and solving the conflict at Mubaraka
limited agency. It is essential in the strategic planning process, and it helps with the
improvement of teamwork and individual planning. The action plan gives clear direction
by highlighting the exact steps to be taken. With an action plan, Mubaraka can track
progress towards goals achievement (Stengel & Weller, 2017). Developing an action
plan in conflict management will be the greatest milestone for the Mubaraka.
Application of theories and principles
Theories and principles are applicable in conflict management and in developing an
action plan. Behaviorist theory and interactionist theory help in knowing the appropriate
type of intervention at Mubaraka limited agency.
The following conflict management theories are very important to note when developing
an action plan (Stengel & Weller, 2017).
a) Human beings have conflicting self-interest, and each person wants his interest to be
fulfilled over the other person.
b) Economic relationships are the basis or foundations of society. For society to run, the
economic relationship must be maintained appropriately.
c) There are different classes of conflict in different organizational setups.
d) Conflict is the energy of social change that each person desires to have in society.
e) Conflict in society or any organization set up does not always mean violence.
Conclusion
Conflict resolution is a very noble activity in society. It enables the solution of wrangles
that exist among people in various sectors of society. Wrangles can exist in families,
places of work, or social places. Proper conflict management strategies should be used
to solve the conflict more appropriately. When the problem arises at Mubaraka, both the
employees and employers need to collaborate and brainstorm. The methods applied in
conflict management depend on the type of conflict.
Once Mubaraka's Limited Agency has mitigated the conflict, it is important to develop
mechanisms that will prevent the occurrence of other conflicts. Criminal justice
organizations are also important in providing solutions to conflicting parties. People
responsible for the conflict resolution agencies should remain as neutral as possible to
provide a neutral result.
An action plan is very important when developing a conflict resolution technique. It
provides people with every important step that they need for the solution to be achieved.
Using criminal justice as a form of conflict resolution expresses Christian values and
virtues that each person needs in society.
The Bible shuns conflict and does not encourage anybody to be part of the conflict.
Instead, it encourages people to remain peaceful and distance themselves from
anything that would lead them into conflict.
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midt, 2019). The misunderstanding can be brought about by several
other underlying factors, which at times require technical solutions.
With current high tensions and anxieties at the Mubaraka limited agency due to racial
inequality and differences in political affiliations, the chances of tension at the workplace
are highly increased.
The management at Mubaraka must understand all their employees based on their
characters, backgrounds, political affiliations, religious affiliations, or any other way they
are classified (Raines, 2019). They should try as much as possible not to group
individuals who have different ideologies before the problem is solved.
Improper management at Mubaraka has caused conflicts several times. For instance, in
the past, they lacked a proper structure, thus resulting in a less visionary organization.
Conflict in various departments has led to many hazards; for example, employees have
failed to coordinate in working towards achieving a common goal.
Additionally, Mubaraka limited agency has failed in terms of their performance because
employees are not well coordinated. This means that workflow is highly under threat
due to such challenges (Rafferty, 2017).
This assignment aims to broadly analyze the conflicts that occur at Mubaraka, how this
conflict may impact the organization and the employees, and additionally, the most
effective action plan that the Mubaraka limited agency can use to solve any conflict that
may jeopardize them if it finds itself that position.
Background Information
Conflict can occur in any organization or setting when employees with different
ideologies or priorities work together. There are many ways in which conflict can be
expressed, for example, insults, noncooperation, anger, or bullying.
The cause can range from personality clashes and understood miscommunication to
organizational management. Mubaraka Limited Agency has faced several impacts of
conflicts. Most of them are adverse effects such as:
a) Work disruptions
b) Decreased productivity
c) Project failure
d) Absenteeism
e) Low turnover
f) And termination from work
Several surveys have been done in the United Kingdom by the Chartered Institute of
Personnel Development. This study found that out of ten employees in the United
Kingdom, four, have experienced(revise) some interpersonal conflict issues. Most of the
conflict results from the disagreement between the line manager and the employee
(Proksch, 2018).
Most staff members develop a conflict with their seniors. The seniors may give junior
employees some orders that do not seem right (Avgar & Colvin, 2017). Like in the case
of Mubaraka, senior managers have repeatedly formulated unfavorable policies for their
junior employees.
There are several conflict dynamics that at times prevent the realization of dynamic
conflict solutions. This is the reason why the management at Mubaraka should know the
source of employee conflict and the most favorable methods that can be put in place to
solve the conflicts. Medically, the resultant feeling of aggression and anxiety elicit the
release of chemical messengers called the hormones, which significantly influence the
way people think.
Conversational and conflict management training is important to both Mubaraka limited
agency employees and the management to help identify the different kinds of conflict
and the strategic interventions in good time. This would prevent the adverse effects of
conflict at Mubaraka limited agency. The source of the problem should be analyzed
correctly; an appropriate solution should be found and implemented more
constructively. This will create an enabling atmosphere for working.
The degree of the effects of conflict in a working setup depends on the interdependence
among various employees and their goals in the employment setup (Yazici, 2018). It is
worth noting that conflict is inherently not a bad idea because as a result of conflict,
there are better changes created when people conflict; it can lead to fundamental
changes in ideologies and policies at Mubaraka. It is therefore worth noting that not in
all instances will people discredit workplace conflict.
Examples of Conflict Manifestation
Conflict can be manifested in an organization in several ways; it can be easier for
someone from outside to notice that there could be a conflict in an office or set up if
several signs are seen. These signs can predict the causes of the conflict within the
work setup. The following are the indicators of conflict manifestation at Mubaraka:
a) Lack of communication
b) Unhealthy Competition
c) Low productivity
d) Absenteeism
e) Work termination
Lack of Proper Communication
The conflict has manifested itself at Mubaraka's Limited Agency since employers and
employees do not adequately communicate with each other. For example, in an open
office layout where there is a division of labor and specialization, it is easy to notice that
some employees hardly talk with each other.
If one is supposed to carry out a task in the line, then transfer the duty to the next
employee, the operation is likely to stop and stall. In some instances, the management
may be having a disagreement with a particular employee (Bachman, 2019).
Such an employee may be given concise orders, or the manager may deliberately
ignore talking to him/ her. It is worth realizing that communication is the engine towards
success; when employees hold grudges with each other, they are not likely to produce
good results. Eventually, it hinders success at Mubaraka.
Unhealthy Competition
This is another manifestation of conflict at Mubaraka Limited Agency, and in the
particular the production department, there are instances of employee rivalry
manifestation through unhealthy competition to please some senior staff. Some of the
jealous employees have been reportedly hidden valuable resources for their rivals not to
produce better results.
It has taken Mubaraka a long time to realize this issue of employee rivalry. It has been
reported that senior employees hate some junior employees and accuse them of
laziness since they do not do their work as required behavior that has led to severe
consequences. Employees need to have healthy competition at the workplace (Maan,
2021).
This is because when there is a good relationship and employees compete at work,
they can produce better results. Employees should identify the traits that lead to
unhealthy competition and avoid them accordingly.
Low Productivity
In a workplace where conflict is more evident, there are instances of low productivity,
and Mubaraka limited agency is not an exception. The workflow has been highly
interfered with to the extent that lack of coordination lowered production hence failing to
meet daily production targets. The labor productivity process is slowed by conflict
among people in the office.
This prevents the production process; therefore, the finished products are not produced
at a good pace as required (Maan, 2021). Low productivity means that the Mubaraka
limited agency may not make the required profits, and hence the company is less likely
to cater to the growth and needs of the employees. Due to low productivity, Mubaraka
limited agency has been struggling with revenue and catering for expenses.
Absenteeism
In an organization with many conflicts, there are several instances of truancy and
employee absenteeism. The employees may feel deprived of their rights and morale;
some may therefore consider being absent from work as the best way to avoid the
conflict.
This is a negative approach because when one becomes absent from work, the work he
was supposed to do may stall. This means that the production process is likely hindered
and prevented from growing further (Chima & Okoye, 2017). Mubaraka does not
tolerate employee absenteeism; hence some of the employees have been severely
punished, causing this company to face more challenges.
Termination from Work
An organization that has several instances of conflict has many terminations of
employee’s contracts. This is a way that most managers use to solve conflict. The
management thinks they can solve the issues of indiscipline issues by sending home
the arrogant employees (Chima & Okoye, 2017).
One of the challenges that such companies undergo is that very few people may be
willing to work for them once it is realized that they are prone to terminate the
employee's contract. Mubaraka Limited Agency has been a victim over time; due to the
termination of employee contracts, some of the experts and well-experienced
employees have opted to seek employment in their competitor companies.
Previous Examples Used to Solve the Conflict
Various organizations such as Mubaraka have used several techniques to solve conflict
among employees in the organization. However, the measures have not borne many
fruits because they are not very intense; instead, they are simple means that have been
put in place to solve such problems. The following are some of the measures that the
agency has tried to put in place for conflict interventions.
a) Dialogue among the employees
b) Changing policies
c) Advising employees to avoid conflicting situations
d) Unionization
e) Collaboration
Dialogue among the Employees
Mubaraka has on several occasions advised the employees that whenever they have
problems among themselves and their managers or amongst them, they should seek to
dialogue. In dialogue, the conflicting parties sit down and resolve the matter by
themselves. Each person explains his concern.
At least a wrong person must be identified in the process of communication (Gataullin,
2020). The wrong party is advised to ask for forgiveness from the other party. In the
long run, this approach quells the tension and somehow reduces conflict. The only
challenge with this approach is that some parties do not honor it as it should be.
Changing Policies
Mubaraka Limited Agency has at times formulated policies that do not seem to be
favoring the employees. For instance, changing reporting time from 6:30 am to 8:30 am
has shown some improvements in the conflict with employees due to lateness. Also,
some of the policies seem to be too stringent (Andreouli & Kadianaki, 2018). However,
this does not become a permanent solution to the problems related to the policies
because Mubaraka changes the strategies and rules without consulting the employees.
Avoiding Conflicting Situations
Some of the employees at Mubaraka have used this mechanism as a way of resolving
conflict. They believe that when they walk away from the conflicting situations, they are
likely to prevent fueling the already burning fire. However, this approach has a
challenge because when one walks away from a problem, it does not mean that they
have solved the problem; the same problem is likely to occur over and over should they
not be solved amicably (Keller & Foster, 2016).
Unionization
Unionization has been an approach that the employees have effectively used to solve
the existing conflict between them and the management. Employees at Mubaraka
Limited Agency have registered themselves with unions, for instance, the International
Labor Organization. Such unions fight for the rights of the employees; they correct the
employers when they wrong the employees and protect the employees from receiving
harsh treatment from their employers (Howell, 2020).
However, one of the challenges that this approach faces is that some of the leaders in
these unions are at times compromised by small tokens and stipends advanced to them
by Mubaraka. Union leaders have been blindfolded, and in the long run, they seem to
forget about protecting the employees. Most of the employees are now left unprotected
and continue to demonstrate to find a solution to their problem instead of doing their
work as is expected of them.
Collaboration
This is the process of agreeing with everyone and siding with them even if they are
wrong. Mubaraka has been using collaboration to foster unity and peace even when
there are many problems. However, this approach seems to have a challenge since
collaborating does not ultimately solve the problem but instead, it escalates the problem
into a bigger one (Baronenka, 2021). It may only solve the conflict within a short while
but does not give a permanent solution.
Literature Review and Conceptualization
Several scholars have expressed their literature analysis into the field of conflict
resolution. The scholars give more information that helps understand conflict, its
causes, how it has affected society, and various ways of managing it.
Literature Related to Conflict
According to Currie et al., (2016), the way conflict at the workplace is understood and
perceived has changed over the past two decades. In most cases, conflict at the
workplace was viewed as the arrival of bad weather in an organization. People do not
understand that, at times, conflict is inevitable. As much as conflict is condemned, it
leads to the correction of several mistakes that may be happening at the workplace.
In addition, some of the conflicts in the organization are caused by the failure of the
human resource managers. Human Resource should be the links between the
organization and the employees; however, not all human resource officers keep the
welfare of the employees at heart. Instead, they only abide by what the management
directs them to do. Some of them rush to sacrifice the employees when conflicts arise
instead of solving it more amicably.
From the statistical consideration, aggression and bullying are other factors that, of late,
cause conflict at the workplace (Baronenka, 2021). This approach is, however, not
looked into properly by the management.
For instance, some employees look down upon other employees because of their lower
ranks or maybe due to someone's compromising situation. No one within an
organization wants to be mistreated. When one feels belittled, they may not like the
work environment, or they may sometimes show a negative attitude towards work.
Daily life stresses like may fuel conflict at the workplace. For instance, if someone has
much stress at home, maybe an employee is annoyed by children, they extend the
annoyance to the workplace, such as they may arrogantly answer their bosses the way
they want based on the stresses they experience (Currie et al., 2016).
Stress increases the production of corticosteroids which in turn produces much cortisol,
either mineralocorticoids or glucocorticoids. These two chemical messengers initiate a
faster heartbeat hence leading to changes in mood and other factors.
Mental illnesses in organizations have led to increased cases of conflict; several people
today suffer from depression due to increased stress in life. Depression and other
mental disorders such as bipolar disorder affects the way people reason. For instance,
someone with depression or bipolar disorder becomes easily temperamental; the
temper may cause much harm in whatever they do.
They quickly rush to make some irrational decisions which in the long run may be very
wrong. People under mental illness are prone to fight even if the issue in question is
minimal (Joseph et al., 2017). Such people are at risk of causing conflict in the
organizations where they work.
According to the interconnected research by the International Labor Organization and
the World Health Organization, nearly 10% of the employees in any given company
suffer from mental illness. Some may not realize as early as possible unless they go for
medical interventions.
Some mental health conditions may result from genetic inheritance. For instance, in a
family where people are prone to having schizophrenia or bipolar disorder, there is a
likelihood that such traits may be transmitted to the next generation. This becomes a
great challenge because such a genetic condition becomes difficult to manage.
The European Union research on the conflict at work showed that the increase of
conflict at workplaces had elicited a lot of adverse effects, including low morale, cases
of truancy, and an increase in cases of suicidal ideation (Kakaje et al., 2021). When
people are stressed due to conflict, they may overthink and develop ideas of death.
Many parties are involved in the management of conflict; from the management, the
employees, the trade unions, and the government, all these parties need to play their
roles more effectively to prevent the eruption of a potential conflict.
Literature Related to Conflict Resolution
Conflict resolution at is an important approach to solving the differences among people
in their places of work. Several scholars and research institutions have done
investigations regarding conflict resolutions in workplaces. For example, the State
College University of the New York City Empire researched and found that nearly
everyone has people they do not get along with within an organization (Elad-Strenger &
Shahar, 2017).
It suggests that the organizations should develop important mechanisms to solve the
problem upon realizing the conflict among the employees. Conflict management
strategies are the most effective behavioral methods helpful in solving conflict. These
behavioral approaches are consequences of external circumstances and individuals'
methods of interacting with people and problems (Elad-Strenger & Shahar, 2017).
Conflict management is essential for the growth of the organization and the employees
as well. According to two known scholars, Thomas and Killmann's MODE instruments
show five modes that are very useful in resolving conflict along two dimensions of
behavior. These modes are:
a) Competing (assertive and non-cooperating)
b) Collaborating (assertive and cooperative)
c) Compromising
d) Avoiding
e) Accommodating
Competing Strategy
Ironically, this method seems to be the leading factor in fueling conflict. However, it
increases the potential for solutions to the conflicting parties. This strategy is found
more useful when individuals follow their needs and goals at the expense of others.
Research from the United Nations suggests that several instances of frustration,
irritation, or argument may be used when dealing with this kind of strategy.
The parties may be entirely removed from the conflicting situation by using authority
(Afolaranmi, 2021). The conflict will likely be lessened using this strategy, but these
parties usually agree upon no final resolution. Individuals can focus on the kraybill
conflict style inventory.
This is a situation whereby there is competition as a means of direct conflict
management strategy. There is a high focus on the agendas that brings the conflict, and
reversely, there is a soft focus on the conflict. (revise)
Collaborating
Collaboration involves finding solutions to conflicting situations that involve both
conflicting parties. In this strategy, individuals involved in the conflict seem to be
concerned with the wants of others as their own. However, the main challenge with this
method is that nobody is willing to give up on their positions to soothe the wants of
others.
Most people come up with innovative ideas when people come up with a collaborative
approach to conflict management (Zimmermann, 2018). Collaborative strategy is
directly and positively linked to communication, partner ability, and trust. This conflict
management strategy works better when the people involved in the conflict have mutual
respect.
Compromising
This conflict management strategy tries to find common ground which satisfies both
parties involved in the conflict. It is worth noting that in this strategy, not all parties can
be satisfied in the quest to find common ground. Instead, there must be times when one
party must be willing to set apart the other individual’s needs and preferences to find
common ground for the problem (Zimmermann, 2018).
Rich Wagner and Westbrook showed that educational level at the workplace was
directly linked to the degree of compromise in conflict. This is because people with
broader educational backgrounds are likely to give a better approach to a problem; their
intelligence ratio is so high compared to those with lower educational backgrounds.
Individuals who use this approach to resolve conflict show some sense of fairness and
realism in their approach.
Avoiding
This conflict resolution strategy is mainly applicable when the parties decide to ignore
the problem that brings them the conflicting situation. This strategy is used only when
the parties realize that any effort used to dialogue is useless. People who use this
approach have very little concern for their desire and may lack self-confidence or
support from their colleagues regarding conflicting situations (Zimmermann, 2018).
Hamilton’s study of conflict management chose this method as the most appropriate
means to conflict. Some studies from the ILO (What is ILO) have shown that most
nurses decide to use this strategy. Avoidance can be easily used if the matters
instigating the conflict is of very low significance.
Accommodating
In this conflict management technique, the conflicting party may neglect his concern to
satisfy the concerns of others. People who choose this method have high want of
recognition and support (Tucker, 2021). Such individuals tend to apologize in most
conflicting situations. This would keep them away from such problems.
Literature Related to Theoretical Approach Chosen for Conflict
Conflict resolution as a discipline has developed theoretical insights into the nature and
the source of how conflict can be solved through means that pleases everyone. Two
major theories are related to conflict resolution; primary scholarly sources from peace
and international relations agencies suggest that two major theoretical approaches can
manage conflict. (Revise, not clear)
a) Behavioral theory
This view is also known as the human relations view; it first emerged in the 1940s and
was very prominent through the 1970s. It argued that conflict is natural and inevitable in
organizations. However, many people may want to avoid it. Performance at the
workplace may increase with conflict, but only at a certain level; it may decline if these
conflicting behaviors are not permanently resolved. Managers in the organization must
therefore plan to solve the conflict more effectively than suppressing it.
According to Li (2018), this theory attributes that if a conflict exists in society, people
develop crisis management skills and learn coexistence mechanisms. It alludes that
conflict may lead to a competition which increases the rate of production. However,
critics of this theory have thrashed it, saying that it is not healthy, and that people should
not allow any form of conflict in any organization.
b). Interactionist Theory
The interactionist theory assumes that conflict is important in increasing performance.
The research by Klose (2018) asserts that the interactionist view promotes conflict in
that too harmonious and cooperative project is likely to become static and unable to
respond to changes and innovations. This approach, therefore, encourages members to
maintain an appropriate level of conflict in an organization. The bottom-line argument of
this theory is that conflict erupts in an organization during interactions. The interactionist
perspective is hence based on the meaning of the source of conflict among people who
interact. This theory has some criticism; for instance, the theory alludes that conflict can
have some positive impacts.
Tics (what is this?) of this theory view conflict as a destroyer and something less
productive in society. Interactionist views regard conflict as either functional or
dysfunctional. Functional conflict promotes the goals of the organization and its
objectives. On the other hand, dysfunctional conflict suppresses group performance.
Conflict Resolution in Criminal Justice
Noble research on conflict management in the criminal justice system (fragment). The
criminal justice system is an interconnected system that consists of the police, court,
judges, and correction units. This entity does, at times, not run smoothly as a result of
the conflict which arises from the personnel, procedures, and police training. Since
conflict is endemic and intricate in the criminal justice system, it is important to
understand the cause.
Incorrect policies in the criminal justice system have been termed as one of the sources
of conflict. The perceived wrong policies have been regarded as the source of conflict
between the correctional units and the courts.
From the research conducted by the National Police Department in the United States of
America, it was discovered that 68.5% of the criminal justice officers in the United
States of America did not endorse the penal codes that have been introduced in courts
as part of the correction mechanism (Cummins & Kounine, 2016). Their assertions
complain that the penal codes were not proposed, researched, and debated before they
were implemented to become part of the rules in the criminal justice system.
Mass imprisonment has been another source of conflict in the United States of America.
This is traditionally perceived as a good way of combating crime. On the other hand, it is
straining many resources since taking care of the inmates needs much money. Because
of that reason, some criminal justice personnel in the United States do not support this
system.
This has made them sharply disagree with those who think it is the best mechanism for
solving conflict. From research conducted among the inmates in California, it was
realized that wrong court procedures result in an increase in imprisonment among many
people in the United States, which creates conflict between parties (Morselli et al.,
2017).
For instance, some people are imprisoned due to the wrong procedures of the courts. At
times, somebody may be punished by the court to satisfy the interest of another party.
The party whose interest is satisfied might have paid much money or somebody of
higher ranking in the society.
Despite all these problems resulting in conflict in the criminal justice system, there are
several ways to mitigate these conflicting situations. The noble ways include the
following:
a) Training of stakeholders in the criminal justice system
b) Availing resources useful for the criminal justice system
c) Strict auditing into the integrity of the criminal justice officials
Training of Stakeholders in the Criminal Justice System
Training is the act of providing enough knowledge and information. Several people who
are part of the criminal justice system do not get the updated training on how to handle
criminal cases. Training includes handling of the criminals, handling of files, and ways of
case determination.
If the officials in the criminal justice system become aware of this, they will have
reduced the rate of conflict occurrence among them; they will hardly cross into each
other's line, they will also know how to determine the kind of punishment which will be
given to someone who is found in the wrong arm of the law.
The punishment should be very considerate and fair (Leyta et al., 2019). Education
among the criminal justice officials increases the reasoning ability of people. It can
make them distinguish between the good and bad. Therefore, when criminologists are
well trained, they understand ways of handling cases more appropriately.
Availing Resources Useful for Criminal Justice System
Availing resources include setting up the appropriate machines used for investigating
cases and setting up proper correctional units availing enough court instruments useful
for case determination. Improved resources ensure that duties in the criminal justice
system are operational.
This means that each police officer will handle a case with the diligence it deserves
(Leyta et al., 2019). This approach has reduced a lot of conflict in the criminal justice in
the U.S.A. because each person carries his role well without stepping into one another's
shoes.
Strict Auditing into The Integrity of the Criminal Justice Officials
Auditing reduces the level of doubts that the criminal justice officials may give to each
other; it ensures that the corrupt officials are identified and dealt with more
appropriately. Auditing limits inequality and unfair treatment (Do & Kim, 2017). It
ensures that officials are left to decide without interference from other quarters.
Using Sound Conflict Resolution Theories and Concepts to Solve Conflict
The theories of conflict resolution are fundamental in helping in the management of
conflict. As discussed earlier, these theories are divided into two, i.e., the interactionist
theory, also known as the behaviorist theory, and contemporary theory, also known as
the interactionist theory.
(revise above you talked about the interactionist and behaviorist theory so the can be
the same) Using the knowledge discussed above on these theories, people can use
management strategies to solve the conflict. The following are some of how these two
theories can be used together to solve a conflict.
a) Knowing the source of conflict
b) Collecting viewpoints from the parties involved in a conflict
c) Developing innovating ideas of dealing with conflict following its cause.
d) Developing ideas of preventing future occurrence of conflict
Knowing the Source of Conflict
The sound theories of conflict resolution enable people to identify the real source of
conflict in which they find themselves, for example, if it is as a result of the interaction
between employees, the interactionist theory earlier on had given an insight that conflict
can be created due to association among employees in a given organization.
Knowing the source of the problem (“Issue Information,” 2019) makes it easier to
develop an appropriate way of solving the conflict. Failure to know the source of the
conflict becomes a bit difficult to deal with the problem.
Collecting Viewpoints from the Parties Involved in Conflict
The theories of conflict resolution are useful for knowing the source of conflict; the
behavioral theory asserts that knowing the source of conflict from the people involved
gives more insight for conflict resolution. All parties are given a fair chance and
opportunity to explain their side of the story.
The explanation given by each party will be very useful in knowing the approach to give
in solving the problem (Sakai, 2018). It also provides an insight into who is wrong and
who is on the right track. After collecting the viewpoint, the mediator moves to the next
step of conflict resolution.
Developing Innovating Ideas of Dealing with Conflict following Its Cause
The theories equip their researcher with the relevant strategies for solving conflict. The
best strategies to resolve conflicts at Mubaraka are those proposed by Kenneth Thomas
and Ralph Karmann's strategies. These scholars believed that the following five
strategies could solve any conflict at any stage:
a) Avoiding
b) Defeating
c) Compromising
d) Accommodating
e) Collaborating.
If Mubaraka Limited Agency applies any of those methods depending on the type of
conflict, the conflict shall have been solved more amicably. Many keenness and
carefulness are important when choosing the kind of strategy to implement (Choudhary,
2018). If Mubaraka chooses the wrong method, it can jeopardize the whole process of
conflict resolution.
Developing Ideas of Preventing Future Occurrence of Conflict
Once Mubaraka's has mitigated the conflict, it is important to develop mechanisms that
will prevent the occurrence of other conflicts. For example, the conflicting employees
should be educated to know the impacts of conflict. Internal environments within
Mubaraka should be set to favor one of the employees (Choudhary, 2018).
(not clear , revise) Improvement in the welfare of the organization improves the peaceful
coexistence. Preventing future conflict occurrences will ensure Mubaraka limited
agency’s growth.
Action Plan
An action plan is very useful in troubleshooting and solving the conflict at Mubaraka
limited agency. It is essential in the strategic planning process, and it helps with the
improvement of teamwork and individual planning. The action plan gives clear direction
by highlighting the exact steps to be taken. With an action plan, Mubaraka can track
progress towards goals achievement (Stengel & Weller, 2017). Developing an action
plan in conflict management will be the greatest milestone for the Mubaraka.
Application of theories and principles
Theories and principles are applicable in conflict management and in developing an
action plan. Behaviorist theory and interactionist theory help in knowing the appropriate
type of intervention at Mubaraka limited agency.
The following conflict management theories are very important to note when developing
an action plan (Stengel & Weller, 2017).
a) Human beings have conflicting self-interest, and each person wants his interest to be
fulfilled over the other person.
b) Economic relationships are the basis or foundations of society. For society to run, the
economic relationship must be maintained appropriately.
c) There are different classes of conflict in different organizational setups.
d) Conflict is the energy of social change that each person desires to have in society.
e) Conflict in society or any organization set up does not always mean violence.
Conclusion
Conflict resolution is a very noble activity in society. It enables the solution of wrangles
that exist among people in various sectors of society. Wrangles can exist in families,
places of work, or social places. Proper conflict management strategies should be used
to solve the conflict more appropriately. When the problem arises at Mubaraka, both the
employees and employers need to collaborate and brainstorm. The methods applied in
conflict management depend on the type of conflict.
Once Mubaraka's Limited Agency has mitigated the conflict, it is important to develop
mechanisms that will prevent the occurrence of other conflicts. Criminal justice
organizations are also important in providing solutions to conflicting parties. People
responsible for the conflict resolution agencies should remain as neutral as possible to
provide a neutral result.
An action plan is very important when developing a conflict resolution technique. It
provides people with every important step that they need for the solution to be achieved.
Using criminal justice as a form of conflict resolution expresses Christian values and
virtues that each person needs in society.
The Bible shuns conflict and does not encourage anybody to be part of the conflict.
Instead, it encourages people to remain peaceful and distance themselves from
anything that would lead them into conflict.
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