conflict management essay grade 12

High School
You don't have any recent items yet.
You don't have any courses yet.
You don't have any books yet.
You don't have any Studylists yet.
Information

Chapter-8- Business- Studies- Grade-12- Notes-ON-TEAM- Performanceconflict- Management edited

Business studies, althorpe college - east london.

Recommended for you

Students also viewed.

704449581 1 Chapter ONE Challanges OF Environments 31 01 2023
Payment Notification-1
Teacher Business Studies Grade 11 Notes Chapter 15
2023 Business Studies GR. 12 EASY TO Score Manual
CSR-CSI Spring CAMP Material 2023

Preview text

Business studies, notes on team performance&conflict, table of contents, topics pages.

Exam guidelines for team performance and conflict management

Terms and definitions 2 Criteria for successful team performance 3 Characteristics of successful team performance

Stages of team development 4 - 5 The importance of team dynamic theories 5 Differences between grievances and conflict 5 Causes of conflict & explanation 5 - 6 Conflict resolution steps 6 - 7

Grievance procedure 7 Ways of dealing with difficult people 7 Difficult personalities and strategies to deal with them

CONTENT DETAILS FOR TEACHING, LEARNING AND ASSESSMENT PURPOSES

Learners must be able to: Learners must be able to:

TEAM PERFORMANCE ASSESSMENT

Outline/ Describe/ Discuss the criteria for successful team performance e. interpersonal attitudes and behaviours, shared values, communication, etc.
Describe/Discuss the characteristics for a successful team
Identify/ Explain/ Discuss the stages of team development, e. o Forming o Storming o Norming o Performing o Adjourning
Elaborate on the importance of team-dynamic theories in improving team performance
Explain/Describe the nature of each team dynamic theory.

CONFLICT RESOLUTION

Define/Explain the meaning of conflict.
Identify/Discuss causes of conflict from given scenarios/case studies.
Explain/Apply conflict resolution techniques (steps and procedures).
Apply these steps from given scenarios
Define/Explain the meaning of grievance.
Explain the differences between conflict and a grievance.
Discuss/Explain the correct procedures to deal with grievances.
Suggest different ways/strategies of dealing with difficult people (personalities).

Terms and definitions Term Definition

Team Group of people who work together to achieve a common goal.

Conflict A disagreement/a clash of opinions in the workplace.

Task/Work Activity/function performed by an individual or team members.

Teamwork Interactions with team members to achieve a common goal.

Team dynamics A way in which team members work together in a group.

Forming Team members get to know each other and accept their roles in the team.

Storming Team members confront each other with their different ideas.

Norming Team members accept each other and set common goals and values for the team.

Performing Teams are achieving their goals. Adjourning Team members have to leave a team after completion of the tasks.

Team dynamic theories Assist to allocate tasks according to the roles of individual members.

Grievance A formal complaint laid by an employee when he/she feels that he/she has been ill-treated by the employer. Co-operation/ Collaboration

Willingness to co-operate in the team to achieve objectives.

Characteristics of successful teams

Successful teams share a common goal as team members are part of the process of setting goals for the group.
Share a set of team values and implement group decisions.
Teams value the contributions of individual members and reach consensus on differences.
There is a climate of respect/trust and honesty.
Team members enjoy open communication and deal with items of conflict immediately.
Teams are accountable and members know the time frame for achieving their goals.
Teams pay attention to the needs of the individual team members.
Successful teams have sound intra-team relations.
Creates an environment where team members are given opportunities to develop so that team members grow and learn from the experience of working in a team.
Regular reviews of team processes and progress may detect/solve problems sooner.
Balance the necessary skills/knowledge/experience/expertise to achieve the objectives.

The stages of team development

Forming stage.

Individuals gather information and impressions about each other and the scope of the task and how to approach it.
This is a comfortable stage to be in.
People focus on being busy with routines, such as team organisation e. who does what, when to meet each other, etc.
Teams go through a period of unease/conflict after formation.
Different ideas from team members will compete for consideration.
Team members open up to each other and confront each other's ideas/ perspectives.
Tension/struggle/arguments occur and upset the team members/there may be power struggles for the position of team leader.
In some instances storming can be resolved quickly; In others, the team never leaves this stage.
Many teams fail during this stage as they are not focused on their task.
This phase can become destructive for the team/will negatively impact on team performance, if allowed to get out of control.
This stage is necessary/ important for the growth of the team.
Some team members tolerate each other to survive this stage.

Norming/Settling/reconciliation

Team members come to an agreement and reach consensus.
Roles and responsibilities are clear and accepted.
Processes/working style and respect develop amongst members.
Team members have the ambition to work for the success of the team.
Conflict may occur, but commitment and unity are strong.

Performing stage/Working as a team towards a goal

Team members are aware of strategies and aims of the team.

They have direction without interference from the leader.

Processes and structures are set.

Leaders delegate and oversee the processes and procedures.

All members are now competent, autonomous and able to handle the decision-making process without supervision.

Differences among members are appreciated and used to enhance the team's performance.

Misconduct/Unacceptable behaviour

High/Intense competition/Competitiveness

Poor communication

Unclear responsibilities

Distracted by personal objectives

Constant changes in the workplace

Unfair treatment of workers/Favouritism by management/Discrimination

Lack of trust amongst workers NOTE: You must be able to identify causes of conflict from given scenarios/statement

Explanation of causes of conflict in the workplace

Lack of proper communication between management and workers.
Ignoring rules/procedures may result in disagreements and conflict.
Management and/or workers may have different personalities/ backgrounds.
Different values/levels of knowledge/skills/experience of managers/workers.
Little/no co-operation between internal and/or external parties/stakeholders.
Lack of recognition for good work, e. a manager may not show appreciation for extra hours worked to meet deadlines.
Lack of employee development may increase frustration levels as workers may repeat errors due to a lack of knowledge/skills.
Unfair disciplinary procedures, e. favouritism/nepotism.
Little/no support from management with regard to supplying the necessary resources.
Leadership styles used, e. autocratic managers may not consider worker inputs.
Unrealistic deadlines/Heavy workloads lead to stress resulting in conflict.
Lack of agreement on mutual matters, e. remuneration/working hours.
Unhealthy competition/Inter-team rivalry may cause workers to lose focus on team targets.
Lack of commitment which may lead to an inability to meet pre-set targets.

Handling conflict in the workplace/Conflict resolution steps

Acknowledge that there is conflict in the workplace.

Identify the cause of the conflict.

Pre-negotiations may be arranged where workers/complainants will be allowed to state their case/views separately.

A time and place are arranged for negotiations where all employees involved are Present

Arrange a meeting between conflicting employers/employees.

Make intentions for intervention clear so that parties involved may feel at ease.

Each party has the opportunity to express his/her own opinions/feelings/ Conflicting parties may recognise that their views are different.

Analyse the cause(s) of conflict by breaking it down into different parts/Evaluate the situation objectively.

Blame shifting should be avoided and a joint effort should be made.

Direct conflicting parties towards finding/focusing on solutions.

Devise/Brainstorm possible ways of resolving the conflict.

Conflicting parties agree on criteria to evaluate the alternatives.

The best possible solution(s) is/are selected and implemented.

Parties must agree to on the best solution.

Evaluate/Follow up on the implementation of the solution(s).

Monitor progress to ensure that the conflict has been resolved.

Expertise on handling conflict maybe sourced from outside the business.

Correct procedures to deal with grievances

An aggrieved employee must verbally report the incident/grievance to his/her supervisor/manager, who needs to resolve the issue within 3 to 5 working days.
Should the employee and supervisor not be able to resolve the grievance, the employee may take it to the next level of management.
The employee may move to a more formal process where the grievance must be lodged in writing/completes a grievance form.
The employee must receive a written reply in response to the written grievance.
A grievance hearing/meeting must be held with all relevant parties present.
Minutes of the meeting must be recorded and any resolution passed must be recorded on the formal grievance form.
Should the employee not be satisfied, then he/she could refer the matter to the highest level of management.
Top management should arrange a meeting with all relevant parties concerned.
Minutes of this meeting should be filed/recorded and the outcome/decision must be recorded on the formal grievance form.
Should the employee still not be satisfied, he/she may refer the matter to the CCMA who will make a final decision on the matter.
The matter can be referred to Labour Court on appeal if the employee is not satisfied with the decision taken by the CCMA.

Ways in which businesses can deal with difficult

People/personalities.

Get perspective from others who have experienced the same kind of situation to be able to understand difficult employees.
Act pro-actively if possible, as a staff/personnel problem is part of a manager's responsibilities.
Regular meetings with supervisors/departmental heads should help to identify difficult/problem behaviour.
Ask someone in authority for their input into the situation.
Identify the type of personality which is creating the problem.
Meet privately with difficult employees, so that there are no distractions from other employees/issues.
Make intentions and reasons for action known, so that difficult person/people feel at ease.
Employees should be told what specific behaviours are acceptable by giving details about what is wrong/ unacceptable and also an opportunity to explain their behaviour.
A deadline should be set for improving bad/difficult behaviour.
The deadline date should be discussed with the difficult employee and his/her progress should be monitored/ assessed prior to the deadline.
Guidelines for improvement should be given.
Do not judge the person, but try to understand him/her/Understand his/her intentions and why he/she reacts in a certain way.
Multiple Choice

Subject : Business Studies

Discover more from: Business Studies FET (Further Education and Training) 999+ Documents Go to course
More from: Business Studies FET (Further Education and Training) 999+ Documents Go to course

Home — Essay Samples — Psychology — Conflict Resolution Theory — Communication and Conflict Management

Communication and Conflict Management

Categories: Conflict Resolution Theory

About this sample

Words: 686 |

Published: Jan 30, 2024

Words: 686 | Pages: 2 | 4 min read

Understanding communication in conflict management, effective communication strategies for conflict resolution, active listening, nonverbal communication, assertive communication, conflict management approaches, collaborative approach, compromising approach, competing approach, conflict resolution techniques, negotiation, problem-solving, communication skills for conflict prevention, open and honest communication, empathy and understanding.

Redding, W.C., & Tompson, R.R. (2013). Conflict Management. London, England: Routledge.
Gottman, J. M. (1999). The marriage clinic: A scientifically based marital therapy. W.W. Norton & Company.
Beebe, S. A., Beebe, S. J., & Ivy, D. K. (2013). Communication: Principles for a lifetime. Pearson Higher Ed.

Cite this Essay

To export a reference to this article please select a referencing style below:

Let us write you an essay from scratch

450+ experts on 30 subjects ready to help
Custom essay delivered in as few as 3 hours

Get high-quality help

Dr. Heisenberg

Verified writer

Expert in: Psychology

+ 120 experts online

By clicking “Check Writers’ Offers”, you agree to our terms of service and privacy policy . We’ll occasionally send you promo and account related email

No need to pay just yet!

Related Essays

2 pages / 1032 words

3 pages / 1547 words

2 pages / 837 words

5 pages / 2333 words

Remember! This is just a sample.

You can get your custom paper by one of our expert writers.

121 writers online

Still can’t find what you need?

Browse our vast selection of original essay samples, each expertly formatted and styled

Related Essays on Conflict Resolution Theory

In the realm of psychological well-being and interpersonal relationships, family therapy stands as a pivotal approach to address and resolve various challenges. This essay delves into the concept of family therapy, emphasizing [...]

Giddens, Anthony. 'Functionalism.' In Introduction to Sociology. W. W. Norton & Company, 2018.Marx, Karl, and Friedrich Engels. 'Manifesto of the Communist Party.' Marxists Internet Archive, 1848.Blumer, Herbert. 'Society as [...]

Conflict theory is pretty much a big deal in social work. It zooms in on power struggles, inequality, and the stuff that makes life unfair for lots of folks out there. This perspective digs deep into how squabbles [...]

The Conflict Theory offers a crucial perspective for analyzing social dynamics. Karl Marx, a prominent sociologist, emphasized the role of conflict and class struggle in shaping societies. He advocated for revolutions as a means [...]

You ever stop to think about how conflict seems to show up right before big changes happen in our lives or the world? It’s like, from personal stuff to worldwide shifts, conflict kinda pushes things forward. This essay's [...]

Upon the culmination of my educational journey, my aspiration is to venture into the realm of foreign language education. The educational sphere, as a whole, demands a particular set of communication skills. To be deemed an [...]

Get Your Personalized Essay in 3 Hours or Less!

We use cookies to personalyze your web-site experience. By continuing we’ll assume you board with our cookie policy .

Instructions Followed To The Letter
Deadlines Met At Every Stage
Unique And Plagiarism Free