Conflict Management and Conflict Term Paper

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gender on Conflict management styles and perceived effectiveness

There has been great concern on whether there are differences in gender in effective management, which has been caused by the increase in female organizational managers in the past decades. Skills in managing conflict are important in the effectiveness of leadership. In addition, the perception of females' inability to deal with conflict and crises are often seen as barriers to their promotion as executive members. Furthermore, the supervisors' popularity among their juniors has been regarded as greatly significant in the recent times, since researchers have found that the main reason for many people quitting is the fact that they are not on good terms with their supervisors. This study is meant to look at the differences in gender; in the way supervisors manage conflicts. This study also seeks to determine the relationship between them and the popularity and effectiveness of the supervisors (Copley, 2008).

Research questions

a. What are the differences between the styles of conflict management chosen by men and women leaders?

b. Are the styles of conflict management related to popularity among juniors?

c. What correlation is there between perceived effectiveness and popularity? (Copley, 2008)

2. Conflict management between employees from different departments

Problem Statement

Organizations have the problem of coordination, which comes up due to division of tasks and goals in different sectors.

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There is more difficulty with the rise in the use of flexible and organic team-oriented structure, which leads to increased interdependence among departments and undercuts the traditional authority relations in companies. With the ongoing workforce diversification and professional specialization in the market place, companies face the problem of increased disputes among departments. This research would help us understand management of conflict by looking at the influence of the dynamics of constructive controversy (the open-minded dialogue for mutual gain) to effect productive collaboration among staff members from various organizational departments. It would also examine whether the dynamic of constructive controversy among staff members from various organizational departments will bring about positive outcomes of interdepartmental conflicts, such as accomplishment of organizational tasks and commitment of the staff to the company as well as their faith in teamwork (ZHU, 2013).

Research questions

a. How does the dynamic of constructive controversy between individuals working in different departments within the same company influence the impact of interdepartmental dispute?

b. How does the perception of an individual towards goal interdependence….....

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