You will get the research topic, aim, rationale, and part of the introduction in the poster. Harvard-style referencing.

Conflicts in the workplace and how Managers should respond positively

Introduction

Research Question

How can mangers respond positively to conflicts in the workplace to improve employee performance?

Methodology

To outline conflict resolution strategies in which managers can respond to conflicts in the workplace

Research Aim

This study will deploy the use of a positivism research paradigm. It will apply scientific methods to conduct detailed research to obtain relevant information regarding social and psychological problems. Conflict management is a social and psychological problem, and as such positivism research paradigm is most suited.

The study will adopt a qualitative research design. Qualitative research typically tests relationships and gives in-depth insight and detailed information on how and why people relate the way they do. The study aims at coming up with ways that managers can use to solve conflict positively.

Questionnaires will be used to collect the relevant data. They will be issued to managers across different industries and lines of work. Open-ended questions and closed questions will be coherently incorporated to ensure that the respondents experience conflict management and share how they manage conflicts in their workplaces.

Conflicts have become part and parcel of issues that managers

have to address. Conflicts can lead to unhealthy working

relationships among employees and hence hinder productivity

(Asante, 2020).

Todorova et al., (2014) argues that conflicts arise due to many

reasons, with bullying being one of them. These reasons result

in negative energy among the employees. Conflicts can also

result in positive outcomes that can be harnessed by the

managers to increase productivity (Teague & Roche, 2011).

Therefore, managers can use several conflict management

methods to ensure that positive outcomes are realized from the

conflicts (Teague & Roche, 2011). Managers should be

equipped with necessary conflict management skills to solve

conflicts positively.

According to Nischal (2014), The Thomas Kilmann Conflict

Mode Instrument is largely used to examine conflict

management strategies. The method utilizes assertiveness and

cooperation as the primary parameters. In his study, Nischal

(2014) found out that the top management prefers assertive

conflict management styles as compared to cooperation. The

assertive styles were highlighted as competing and

collaboration.

Altmae et al. (2013) argues that using the assertive behavior as

proposed by Thomas Klilman, it is possible to resolve conflict

while using non-disruptive emotional valence strategies that

avoid deleterious emotions and anger

Objectives

References

1. To identify the causes of conflicts in the workplace

2. To evaluate the impacts of conflict on employee performance in the workplace

3. To examine ways in which managers can respond positively on conflict in the workplace to mitigate its impacts on performance and job satisfaction from the employee perspective.

Altmäe, S., Türk, K., & Toomet, O. S. (2013). Thomas‐Kilmann's Conflict Management Modes and their relationship to Fiedler's Leadership Styles (basing on Estonian organizations). Baltic Journal of Management.

Nischal, S. (2014). Application of Thomas Kilmann Conflict Resolution Mechanism for Conflict Management in HR of Manufacturing Sector. IIS University Journal of Commerce & Management, 3(1), 62-70.

Ian. (2012). The Thomas Kilmann Model (TKI) - Conflict & Challenge. Challenging CoachingOmari Asante. (2020). Leadership Strategies to Manage Workplace Conflict. ScholarWorks

Teague, P., & Roche, W. K. (2011). Line managers and the management of workplace conflict: evidence from Ireland. Human Resource Management Journal, 22(3), 235–251.

Todorova, G., Bear, J. B., & Weingart, L. R. (2014). Can conflict be energizing? A study of task conflict, positive emotions, and job satisfaction. Journal of Applied Psychology, 99(3), 451–467

1318547/2| Faculty of Business and Law | Anglia Ruskin University

Typical workplace setups in organizations experience regular conflicts. Conflict management in organizational set up can be defined as curtailing the negative impacts of conflicts and encouraging positive impacts simultaneously (Teague & Roche, 2011). Conflict management can also be defined as the ability to point out and address conflicts in a sensible, calm, professional manner (Todorova et al., 2014).

There has been an overall increase in the occurrence of conflicts at workplaces, and hence many managers spend most of their time managing conflicts, as shown in the figure. The Thomas Kilmann model of conflict-handling describes how various individuals handle conflicts. They develop a theory that illustrates five modes of conflict management (Ian, 2012).

The overall purpose of this research will be to determine the multiple approaches that managers can use to solve conflicts and have a win-win situation.

Literature