Conflict Management Plan MGT311 - University Of Phoen 145396

Conflict Management Planmgt311 Version 21university Of Phoenix Materi

Identify the available conflict management strategies and their strengths and weaknesses. Strategy Strengths Weaknesses 2. Which of the available conflict management strategies is most appropriate for the current situation with David and James? Provide your rationale, including what factors you considered in making your selection. Your response should be at least 100 words. 3. If the selected strategy is not successful, what is your alternate strategy? Provide your rationale for this selection. Your response should be at least 100 words. 4. What potential road blocks might be encountered in resolving the conflict? How would you address these? Your response should be at least 100 words. Team Strategy Plan MGT/311 Version University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy Strengths Weaknesses 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. 3. What potential barriers may arise during team formation? How will you address these barriers? Your response should be at least 100 words. 4. What measures will be put in place to evaluate if the team is operating successfully? Your response should be at least 100 words. Personnel Information First Name Last Name Job Title Race Sex Age Scott Alverez Sales Representative Caucasian M 32 Diana Arens A/P Clerk Caucasian F 34 Jessie Arias Credit Analyst Caucasian M 29 Merideth Baxter Materials Engineer Caucasian F 43 Donald Beilby Director of Sales, International Caucasian M 46 Louis Benton Sales Representative Caucasian M 32 Nathan Black Manufacturing Engineer African American M 32 Sam Blackburn Materials Engineer Caucasian M 27 Melissa Blackwell Administrative Assistant Caucasian F 27 Lowell Bradford Chief Legal Counsel Caucasian M 57 Glenn Brower Tax Accountant Caucasian M 44 Fred Brunswick CAD Operator Caucasian M 32 Donald Bryson Director of Accounting & Finance/Controller Caucasian M 61 Mari Carillo Training & Development Specialist Hispanic F 34 Terri Carranza Compensation & Benefits Manager Caucasian F 42 Maria Castillo Database Analyst Hispanic F 40 Chris Clarkson Packing Engineer Caucasian M 32 Kenneth Collins SVP - R & D Caucasian M 60 Clyde Cousins VP Transportation Caucasian M 56 Dale Edgel Chief Financial Officer African American M 46 Mark Edwards Materials Engineer Caucasian M 30 David Elhart Packing Engineer African American M 62 Allen Elzinga Customer Service Representative Caucasian M 40 Harry Emmett Team Superintendent African American M 46 Jack England Customer Service Representative Caucasian M 32 Aimee Enriquez Recruiter - Hourly Employees Hispanic F 30 Leslie Erickson Warranty Service Technician Caucasian F 27 Karen Essenburg Employee Relations Specialist Caucasian F 33 Rick Ethridge Patent Specialist Caucasian M 31 Juanita Fernandez Materials Engineer Hispanic F 41 Bill Frederickson Materials Engineer Caucasian M 28 Joe Freestone Sales Representative Caucasian M 32 Kenneth Gaitan Sales Representative Caucasian M 36 Andrea Gamby Employee Relations Manager Caucasian F 37 Samuel Garcia Materials Engineer Hispanic M 31 Ignacio Garcia Sales Representative Hispanic M 29 Stan Gleason Team Superintendent Caucasian M 32 Carlos Gonzales Development Engineer Hispanic M 34 Craig Granberg Director, Plant Operations (Albany) African American M 44 Jodi Gray Financial Planner/Budget Specialist Caucasian F 34 Carl Green Employee Relations Specialist (HQ) African American M 30 Christin Hall Administrative Assistant African American F 28 David Hamilton Logistics Manager Caucasian M 46 Suzanne Hardie Administrative Assistant Caucasian F 41 Max Hartwell Development Engineer Caucasian M 47 Bob Havinga VP Product Support Caucasian M 56 Linda Hemmeke Cost Accountant African American F 36 Edwina Hernandez Logistics Coordinator Hispanic F 25 Elvira Hernandez Financial Planning Manager Hispanic F 35 Candice Hertel Financial Planner/Budget Specialist Caucasian F 28 Gregg Hicks Cost Accountant Caucasian M 32 Joseph Hightower Research Program Manager Native American M 27 Dan Huebner Sales Representative Caucasian M 35 Gray Hukill Sales Representative Caucasian M 39 Rod Hulst Sales Representative African American M 42 Michelle Hunter Sales Representative African American F 28 Robert Jansen Development Engineer Caucasian M 33 Phil Johnson Manager Research Caucasian M 57 Stacey Jones Manager IT Services (Albany) African American M 43 Cora Kleis Administrative Assistant Caucasian F 36 Judd Klinger Sales Representative Caucasian M 35 Dirk Kort Manager IT Services (Pontiac) Caucasian M 41 Lila Kos Administrative Assistant Caucasian F 52 Renee Kraak Production Control Technician Caucasian F 32 Pablo Kraker Research Program Manager Caucasian M 29 Paige Kuipers General Accountant Caucasian F 41 Andrew Kustron General Accountant Caucasian M 32 Charles Lacy VP Sales & Marketing Caucasian M 50 Debra LaFave General Accounting Supervisor Caucasian F 42 Susan Lakeman A/R Clerk Caucasian F 36 Larry Lawless Logistics Planner Caucasian M 42 Carol LeBlanc Executive Assistant Caucasian F 40 Ed Ledford Team Superintendent Caucasian M 32 James Lee Employee Relations Specialist Caucasian M 32 John Lefever Network Administrator Caucasian M 40 Petra Leffman Customer Service Representative African American F 40 Angela Leith Administrative Assistant Caucasian F 43 Bernard Lemmen Transportation Manager African American M 52 Daniel Liske Packing Engineer Caucasian M 61 Gilbert Lofaro Program/Analyst African American M 29 Solomon Lokker Transportation Coordinator African American M 26 Rosa Lopez Sales Assistant African American F 28 Alejandro Lopez Customer Service Representative Hispanic M 36 Robert Lord Director Plant Operations (Expatriate) Caucasian M 45 Calvin Loredo Team Superintendent Caucasian M 50 Malcolm Maddox Research Program Manager Caucasian M 28 Paul Markson Sales Representative African American M 27 Sally McBride Materials Engineer Caucasian F 43 Janice McBride Executive Assistant Caucasian F 52 Jane McCall Executive Assistant Caucasian F 58 Hugh McCauley Chief Operating Officer Caucasian M 58 Bill McConnell CAM Support Support Caucasian M 28 Erma McCormick CAD Operator Caucasian F 40 Daphne McGill CAD Operator Caucasian F 26 Nikki McGill A/R Clerk African American F 31 Jerry McLean Materials Engineer Caucasian M 40 Yvonne McMillan Director of Human Resources Caucasian F 41 Milo Milkowich CAD Operator Caucasian M 38 Alfred Miller CAD Operator Caucasian M 34 Patricia Miller Manager IT Services (San Jose) Caucasian F 28 Rebecca Minsky Administrative Assistant Caucasian F 26 Michael Mohr Development Engineer African American M 56 Pablo Morales Logistics Coordinator Hispanic M 24 Annette Morris Safety Technician African American F 28 Bill Mosterd Network Administrator African American M 28 Craig Mulligan Manager Product Development Caucasian M 62 Keith Murley Purchasing Agent Caucasian M 28 Eric Myers Recruiter - Professional Staff Caucasian M 41 Vinh Nakaajima Network Administrator Asian M 26 Mary Napier Purchasing Manager Caucasian F 45 Mark Neitzel VP Operations Caucasian M 54 Ronald Nelis Director, Plant Operations (Pontiac) Caucasian M 45 Vinh Nguyen CAD Operator Asian M 27 Clinton Northrup Manufacturing Engineer Caucasian M 41 Bernard Nykamp Assistant Plant Manager African American M 54 Mark Peters Sales Representative Caucasian M 38 Silvija Peterson Payroll Manager Caucasian F 53 Don Peterson Program/Analyst Caucasian M 35 Stu Petter CAD Operator Caucasian M 41 Don Pettinga Materials Engineer Caucasian M 29 Judith Pfeiffer Sales Assistant Caucasian F 30 Anne Pham Compensation Analyst Asian F 35 Alvin Phares Director of Sales, Custom Plastics Caucasian M 54 Young-Sook Phin Program/Analyst Asian F 28 Somvang Phommachanh Sales Assistant Asian F 28 Vongpaka Phouthaphone Database Analyst Asian M 42 Marcos Pinero Quality Manager Hispanic M 42 Bill Pines Director of Sales, Fans Caucasian M 45 Brandon Pinto Director of Sales, Plastic Beverage Containers African American M 36 Lynn Priem Sales Assistant Caucasian F 27 Lisa Prinsen Manufacturing Engineer African American F 36 Tom Proffer Marketing Manager Caucasian M 47 Wayne Raterink Financial Planner/Budget Specialist Caucasian M 36 Bounmy Rattanavong Program/Analyst Asian M 32 Gordon Rattin Purchasing Agent Caucasian M 27 John Rawlings Warranty Service Technician African American M 32 Steve Reynolds CAD Operator Caucasian M 42 Ana Richlich Payroll/Tax Clerk Caucasian F 36 Michael Riordan President & CEO Caucasian M 62 Julie Saagman Administrative Assistant Caucasian F 44 Aimee Samus CAD/CAM Support Specialist Asian F 25 Joshua Shotwell Production Control Technician Caucasian M 28 Sandra Smith Executive Assistant Caucasian F 41 Martha Stanwick Packing Engineer Caucasian F 44 Chad Sterken Safety Manager Caucasian M 48 Marshall Strongbow Warranty Service Technician Native American M 32 John Stryker Manufacturing Engineer African American M 40 John Sumerix Transportation Coordinator Caucasian M 26 Hank Sutherland Safety Technician Caucasian M 28 Allen Tanis Assistant Plant Manager African American M 52 Lynn Thomas Recruiter - Hourly Employees Caucasian F 36 Ron Thomas Team Superintendent African American M 31 Penni Thompson Cost Accountant Caucasian F 32 Gladys Thompson Team Superintendent African American F 34 Annette Tibbets Production Control Technician Caucasian F 33 Mary Tran Web Support Specialist Asian F 27 Kim Tran Database Analyst Asian F 40 Aroon Trinh CAD Operator Asian M 31 Maria Trinh Chief Information Officer Asian F 42 Phan Trinh CAM Support Specialist Asian M 28 Robert Trinh Program/Analyst Asian M 30 Martin Trujillo Product Specialist Hispanic M 29 Gary Tucker Network Administrator Caucasian M 40 Dan Tully Telecommunications Specialist Caucasian M 46 Mehmer Tulu Product Specialist African American M 38 Betsy Tummel A/P Clerk Caucasian F 32 Thau Van Tran Market Analyst Asian M 32 Roger Veenstra Materials Engineer Caucasian M 42 Bill White CAD Operator Caucasian M 30 Paula Whitewater Credit Manager Native American F 45 David Whyte Market Analyst Caucasian M 28 Charles Williamson VP International Operations Caucasian M 51 Theresa Zukowski Executive Assistant African American F 45 N/A N/A Contract Employees N/A N/A N/A N/A N/A Production Employees (20) N/A N/A N/A N/A N/A Shipping Employees (4) N/A N/A N/A N/A N/A Production Employees (88) N/A N/A N/A N/A N/A Shipping Employees (15) N/A N/A N/A N/A N/A Assistant Plant Manager (Chinese National) N/A N/A N/A N/A N/A All Production Supervisors and Employees N/A N/A N/A N/A N/A Employee Relations Specialist (Plant Sites) N/A N/A N/A N/A N/A Benefits Management (Outsourced) N/A N/A N/A N/A N/A Safety Technicians (Plant Sites) N/A N/A N/A N/A N/A Audit (Outsourced) N/A N/A N/A N/A N/A Cost Accountants (Plant Sites) N/A N/A N/A N/A N/A Customer Service Representative (Plant Sites) N/A N/A N/A N/A N/A Manager IT Services (China - Chinese National) N/A N/A N/A N/A N/A All Contract Labor N/A N/A N/A Workforce Demographics - Pontiac, MI Male Female Age EEO Class Overall Total White Black Hispanic Asian or Pacific Islander American Indian or Alaskan Native White Black Hispanic Asian or Pacific Islander American Indian or Alaskan Native + Officials and Managers Executives A Managers A Professionals Finance Professionals B Engineers B IT B All Other Professionals B Technicians IT C Engineering C Production Technicians C All Other Technicians C Sales Workers - includes telecommuters D Office & Clerical Office Clerical E Production Clerical E Operatives (Semi-Skilled) G Totals for Pontiac, MI Annual Employee Satisfaction Survey Results Average Score for All Employees 1=Completely Disagree; 2=Disagree; 3=Neither Agree nor Disagree; 4=Agree; 5=Completely Agree Section 1: Job Satisfaction My work is interesting and challenging. 3.3 3.3 3.2 I am well informed as to how my job fits in with our total company. 2.7 3.4 3.9 I feel a part of the organization. 2.9 3.7 4.0 My job makes me feel important. 2.9 3.4 3.7 I do work that is interesting to me. 3.3 3.9 4.0 I have the chance to make use of my abilities and skills 3.1 3.7 4.1 Morale where I work is generally high. 2.1 3.9 4.3 I like the people I work with. 3.8 4.2 4.5 Overall, I am satisfied with my job. 3.0 3.8 4. Section 2: Working Conditions I work an appropriate number of hours each week. 3.6 3.7 3.5 Working conditions around my job are okay. 3.7 3.7 3.8 The workload is fairly distributed. 2.8 3.0 3.3 We have the right amount of rules to follow. 3.9 3.9 3.8 Things are well organized around here. 3.0 3.2 3.6 Overall, I am satisfied with the working conditions at Riordan Manufacturing. 2.8 3.4 4.1 Annual Employee Satisfaction Survey Results Average Score for All Employees 1=Completely Disagree; 2=Disagree; 3=Neither Agree nor Disagree; 4=Agree; 5=Completely Agree Section 3: Personal Opportunity Qualified employees are usually allowed to transfer to better jobs. 3.3 3.0 3.2 The individuals who do receive promotions usually deserved them. 3.1 3.3 3.4 There is enough reward and recognition for doing good work. 3.0 3.6 4.1 I can be sure of a job with Riordan as long as I do good work. 3.7 3.9 3.7 During the past six months, I have seriously considered leaving Riordan for another job. 4.0 3.5 2.2 I am optimistic about my future with the company. 2.9 3.2 3.9 The company provides adequate training opportunities. 2.8 2.8 3.1 I get the training I need to do my job. 3.7 3.7 3.8 My job provides me with the opportunity to grow and use a wide range of my skills. 3.6 3.9 3.9 Overall, I am satisfied with the opportunities available to me at Riordan Manufacturing. 2.9 3.3 3.

Paper For Above instruction

Introduction

Conflict management is a crucial aspect of organizational effectiveness, requiring strategic approaches to resolve disagreements peacefully and constructively. Organizations must understand available conflict management strategies, their respective strengths and weaknesses, and the context in which they are most effective. This paper explores various conflict management strategies, assesses their appropriateness for a specific internal conflict between employees David and James, contemplates alternative approaches, and considers potential roadblocks. Additionally, it examines team formation strategies within Riordan Manufacturing, potential barriers, and evaluation criteria for successful team operation, supported by relevant scholarly literature.

Available Conflict Management Strategies and Their Strengths and Weaknesses

Conflict management strategies generally fall into five primary categories: competing, collaborating, compromising, avoiding, and accommodating. Each strategy has distinct strengths and weaknesses that influence its suitability in specific situations.

Competing emphasizes assertiveness and a focus on winning. Its strengths include swift decision-making and clarity of authority, making it effective in emergencies or when a quick resolution is necessary. However, it risks damaging relationships due to its assertiveness and may suppress dissenting views, leading to resentment or future conflicts.

Collaborating aims to find mutually beneficial solutions through open communication and cooperation. Its strengths include fostering long-term relationships and creative problem-solving. Nonetheless, collaborating requires significant time and effort, which can be impractical when quick outcomes are needed.

Compromising seeks a middle ground, with each party conceding some of their demands. It is relatively quick and fair, suitable for situations where both sides have equal power. Its weakness lies in potentially superficial solutions that do not address the root cause of conflict.

Avoiding involves sidestepping the conflict altogether. It is useful when issues are trivial or when additional information is needed before confrontation. However, avoidance can lead to unresolved issues escalating over time and diminished trust within teams.

Accommodating prioritizes the relationship over the issue, often yielding to the other party’s demands. It is beneficial for preserving harmony but may encourage imbalance if overused, potentially leading to resentment and reduced effectiveness.

Most Appropriate Conflict Management Strategy for the Situation with David and James

In the context of the conflict between David and James, a collaborative approach is most appropriate. Both individuals are likely stakeholders with differing perspectives on a work-related issue. Considering the importance of maintaining a positive working relationship and seeking a sustainable resolution, collaboration allows for open dialogue, understanding each other's concerns, and jointly developing a solution that satisfies both parties. Factors influencing this choice include the organization's emphasis on teamwork, the need for ongoing cooperation, and the potential long-term benefits of a mutually agreed-upon resolution.

Alternative Conflict Management Strategy

If collaboration does not succeed, an effective alternative would be compromising. This approach can provide a quicker resolution and is suitable if time constraints or organizational pressures make in-depth collaboration impractical. By giving up some demands, both parties can reach an agreement efficiently, which can be revisited later for more comprehensive solutions. Factors for choosing this strategy include the urgency of resolving the conflict and the relative importance of each issue at stake.

Potential Roadblocks and How to Address Them

Potential roadblocks in conflict resolution include entrenched positions, communication barriers, lack of trust, and power imbalances. To overcome these, it is essential to establish open communication channels, foster trust through transparency, and facilitate neutral mediators if necessary. Encouraging active listening, clarifying misunderstandings, and reinforcing organizational support for constructive conflict resolution are vital steps. Recognizing emotional responses and addressing underlying issues rather than surface disagreements can also prevent escalation and promote resolution.