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One of the major challenges for managing conflict is that there is no one-size-fits-all strategy. The result is that there are a number of different models and strategies that have been developed over the years. Conflict is all around us; while some are constructive, others are destructive. As a leader or a manager, it is up to you to determine when to encourage conflict and when to curb it

One of the major challenges for managing conflict is that there is no one-size-fits-all strategy. The result is that there are a number of different models and strategies that have been developed over the years. Conflict is all around us; while some are constructive, others are destructive. As a leader or a manager, it is up to you to determine when to encourage conflict and when to curb it.

Use resources from professional literature in your research. Professional literature may include the University library; relevant textbooks; peer-reviewed journal articles; and websites created by professional organizations, agencies, or institutions (.edu, .org, or .gov).

On the basis of your research and experience, in a minimum of 400 words, respond to the following points:

  • In your own words, describe what is meant by constructive conflict.
  • Identify and describe an example from your personal or professional experience where you were part of constructive conflict.
  • Next, discuss the steps a leader can take to encourage or foster constructive conflict to increase organizational functionality and performance and teamwork.
  • Finally, discuss the importance of a leader’s diligence in managing conflict. What is the likelihood of a constructive conflict or debate devolving to a destructive one? If this happens, what steps can a leader take to deescalate the situation?
  • Offer specific suggestions and support these suggestions with a rationale, research sources, and examples from your experience.

 

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