Compare two conflict resolution techniques
HR Management
Q.1 Compare two conflict resolution techniques. Explain the advantages and disadvantages as they relate to work situations, and provide an actual example of one method in action.
Q.2 The three main generations in the workforce today have the following attitudes towards teams:
Baby Boomers – Everyone contributes equally until all the work is completed
Generation X – Everyone has a unique role; proximity is not an issue
Generation Y – Wants personal rewards for team membership
As an HR manager, how would you advise managers in your organizations to deal with teams, given this information?
Q. 3 Some of you might be familiar with Tuckman”s five stages of group development: forming, storming, norming, performing, and adjourning. Akan (2008) describes concrescent conversation as that which takes place while a team is in its most productive stage: performing. Searle (as cited in Akan, 2008) lists five ways group members use conversation during the performing stage:
“1. Asserting: making a statement supported by evidence
1.Directing: asking others to do something
2.Promising: committing to a future action
3.Expressing: conveying an emotional state – for example, threatening, apologizing, worrying, or wishing
4.Declaring: rendering a decision” (p. 17).
The most common use of conversation is asserting, encompassing the disclosure of information, questioning, and steering, that is, taking a stand or position. The best situations for concrescent conversation, as presented by Akan (2008), are as follows:
Optimal profile for using disclosing conversation:
(1) Most of the group members are present.
(2) Risk taking is high.
(3) The information provided is considered useful.
(4) The frequency of sharing is neither very low or very high but, rather, moderate.
(5) Group members show appreciation for the information provided.
Optimal profile for using questioning conversation:
(1) Relevancy of questions to the topic being discussed is high.
(2) The manner of asking questions is generally friendly.
(3) Members are spontaneous with their questions.
(4) Members” receptivity to questions is moderate.
(5) Questions are valued by other group members.
Optimal profile when using steering conversation:
(1) Direction giving is perceived as moderate.
(2) The force of steering is low.
(3) Steering efforts are perceived as helpful by others.
(4) Acceptance of a group member”s authority in a subject matter area is high.
(5) Group resistance to steering is low. (p. 18)
Can you see how concrescent conversation can improve productivity? Have you experienced any of these situations while working on a team? If so, what was your impression?
Q.4 What is scientific management”s relevance for HR managers today?
Q.5 I will attach the article reading. After reading
Here is the question
After reviewing the articles posted for this week, what are your thoughts on the organizational life cycle and how it applies to your company or industry?
