Conflict Identification and Resolution
Mia A. Rapier
BUS 610: Organizational Behavior
Dr. Anthony Trotta
September 28, 2014

Conflict is part of our human disposition; consequently, it is customary within organizations. “Left unanalyzed and unchecked, it can be a destructive force that consumes time, money and human resources. Learning the various ways that people resolve conflict and expanding their conflict resolution styles can lead to better results” (Sadri, 2012). Within organizations employees have personal beliefs, styles and attitudes, and backgrounds that at times can cause disagreements, inconsistencies and ultimately, conflict. It is the intent of this paper to examine the archetype of conflict as an …show more content…

Once ideas concerning programming and budgets were agreed upon, each respective manager was to implement fifty-percent of those ideas within their department, along with fifty-percent of programming and budgetary matters that they personally proposed. Upon the arrival of the new property manager, almost immediately, all department concerns, budgeting issues, and programming were to be approved by the new manager without the input of others.
As one can imagine, this manager’s new management and leadership style rubbed many in the building the wrong way. After being accustomed to a very specific and democratic method of management for all departments within the building, to a new, less desirable autocracy, left many employees unhappy, some even seeking new employment. Resolution for this leadership conflict was unanimously agreed upon for the various building managers; it was imperative to us that our concerns, areas of expertise, and collective voices be heard and respected by this new manager. This new manager aligned herself with a specific conflict style: contending/competing, this style “occurs when one side fully pursues its outcomes with no regard for the outcomes of the other side. Strong tactics, such as threats, intimidation, and unilateral action, appear. Other terms associated with contending include ‘dominating’ and ‘forcing’” (Baack, 2012). The new property manager refused to hold