Chatterjee, A., & Kulakli, A. (2015). A Study on the Impact of Communication System on Interpersonal Conflict. Procedia – Social and Behavioral Sciences, 210, 320–329. https://doi.org/10.1016/j.sbspro.2015.11.372
In this article, the authors clearly understand the impact of effective communication on resolving and addressing interpersonal conflicts among people in their respective workplaces. In this journal(Chatterjee & Kulakli, 2015), authors have investigated the various conflict resolution techniques in business organizations.
The intended audience in this journal articles are employers of various organizations that play a crucial role in developing any organization. Business managers are another intended audience that might benefit significantly from the journal; identifying and practicing the various proven effective techniques will increase and boost business productivity.
In another article, it has been clearly illustrated that indeed conflicts in any organization cause more harm than good. Clear evidence has been used to demonstrate how conflicts result in negative consequences in the organization(Wei, 2014); however, the author of this article has also provided various conflict resolution methods.
With the help of this topic, it has been found out that effective communication is key to resolving interpersonal conflicts among employees in any organization. Clear communication of the organizational goals and objectives will help employees set clear and achievable goals that enable organizational success.
Wei, X. (2014). Interpersonal Communication and Conflict Resolution. Understanding Chinese Firms from Multiple Perspectives, 257–279. https://doi.org/10.1007/978-3-642-54417-0_10
The author of this article has a perfect understanding of the various forms of conflicts in an organization; the author also goes ahead and illustrates the advantages and the disadvantages of disputes in a business setting and the importance that effective communication techniques play in mitigating conflicts among workers in a business organization(Wei, 2014).
The intended audience in this paper were communication students, business managers, and employees who would like to improve their communication skills to create a good rapport between them and their employers. Students who want to learn from past mistakes that business leaders made concerning conflict resolution and communication, business managers who would like to improve on their current conflict resolution and communication techniques can significantly benefit from the research in this paper.
On the contrary, in another journal, the main discussion has been based on the impacts of effective communication in resolving interpersonal and professional conflicts among workers and employers(Chatterjee & Kulakli, 2015).
This paper will be of significant assistance to me in identifying the various forms of conflicts in an organization and how those conflicts can be resolved using the different techniques of conflict resolution, understanding the advantages and disadvantages of those conflict resolution techniques in an organization.
Wolfe, A. D., Hoang, K. B., & Denniston, S. F. (2018). Teaching Conflict Resolution in Medicine: Lessons From Business, Diplomacy, and Theatre. MedEdPORTAL. https://doi.org/10.15766/mep_2374-8265.10672
This article is written to provide the necessary knowledge required by various professionals in business, diplomacy, and medical set to resolve the multiple conflicts they face in their daily experiences in their various fields of expertise(Wolfe et al., 2018). The author has paid apparent attention to mitigating some of the numerous disputes that professionals in business, diplomacy, and medical settings face in their daily endeavors.
The intended audience in this paper are students who have a passion for pursuing courses in either the medical field, business field, or the diplomatic field. The knowledge and content outlined in this article will enable them to deal with future conflict happenings in their fields; it will boost their skills and capability in the area of expertise.
According to Beheshtifar and Zare (2013), conflict management is one of the crucial aspects that promotes the growth of an organization; they talk about the different causes of interpersonal conflict and the various conflict management techniques to resolve such disputes in an organization.
This paper is essential in my research since it will inform me of the various techniques used in conflict resolution. It will help identify the common structured approach that will help individuals approach conflict resolution in a way that emphasizes professionalism and the preservation of relationships in any setting, whether it be business, medical or diplomatic.
Beheshtifar, M., & Zare, E. (2013). Interpersonal conflict: A substantial factor to organizational failure. International Journal of Academic Research in Business and Social Sciences, 3(5), 400.
The emphasis of this article is on interpersonal conflict in the workplace. The authors go through the origins of interpersonal conflict and conflict management solutions for businesses. Various conflict resolution styles are equally essential in this study paper’s concept.
The intended audience in this paper is business organizations, which have employers and employees who are part of the organization. In this article, the authors discuss how important the proper addressing of interpersonal conflicts among employees and employers can effectively play a role in its growth (Beheshtifar & Zare 2013). In contrast, the lack of appropriate addressing of interpersonal conflicts can play a significant role in the failure of any organization, whether large or small.
In contrast, in another article, the author’s primary intention is to identify the various conflict resolution techniques that can be used by multiple professionals already in the industry to solve interpersonal conflicts that may arise between them and the members of the organizations they work for. In that article, the authors also aim to create conflict resolution awareness among business managers and students pursuing their studies in careers that will require conflict resolution skills(Wolfe et al., 2018).
This article gave me an understanding of the multiple causes of interpersonal conflicts in an organization and how those conflicts can negatively influence the growth of an organization if they are not resolved using effective methods.
Bista, B. P. (2016). Conflict Resolution Through Effective Communication. Tribhuvan University Journal, 29(1), 15–24. https://doi.org/10.3126/tuj.v29i1.25667
In this journal article, the author has demonstrated a clear understanding of how conflict resolution can be achieved in any organization through effective communication. Bista claims that all over the world, freedom of speech is an essential aspect of everyday life; in this paper, he tries to illustrate the importance of effective communication skills when it comes to resolving conflicts among different countries all over the world(Bista, 2016).
The intended audience of this paper is diplomats who are deeply in need of this information to establish good and dwelling relationships among their different countries. Through proper communication, nations can develop well-drafted and reflected upon policies that benefit both countries. This author has demonstrated the conflict resolution techniques that can be used to achieve the said objectives in developing sound business policies that can equally benefit the involved nations and has illustrated the importance of effective communication in business growth among countries.
In contrast, Tjosvold, in his article, has illustrated the importance of conflict in any organization and how it helps promote organizational growth through constructive criticism that workers and employers express in any organization(Tjosvold, 2007).
This paper will help understand the application of conflict resolution in a diplomatic setting. Engagements in conflict resolution enable the formulation of policies among different countries that allow the business to run smoothly. As a result of conflict resolution, involved countries equally benefit from each other.
Tjosvold, D. (2007). The conflict-positive organization: it depends upon us. Journal of Organizational Behavior, 29(1), 19–28. https://doi.org/10.1002/job.473
All organizations should have conflict since it is disagreements that drive new ideas. Hiring people who are all alike would not always result in dispute, but it would also be unlikely to yield inventive results. Conflict resolution is a crucial activity in the workplace and is critical to good leadership-employee interactions. This dispute can lead to constructive criticism, which can help employees perform better. Conflict also questions past thinking, allowing teams to develop unique solutions to propel the company to the next level while saving money(Tjosvold, 2007).
The intended audience of this paper is business managers who are in charge of business entities that can produce massive profits that will benefit the stakeholders and employees. It also gives business stakeholders some insights into the positive advantages of conflicts in an organization and how they can benefit.
On the other hand, Bista has demonstrated how governments positively benefit from conflict resolution in developing policies that equally benefit and improve the business situation among the involved countries(Bista, 2016).
This article will be helpful in this study since it demonstrates the positive impacts of conflicts in any organization. The author illustrates that disputes in an organization can effectively and critically increase constructive criticism, improving performance.
Contributor, C. (2021, July 19). Effective Communication & Conflict Resolution. Small Business – Chron.Com. https://smallbusiness.chron.com/effective-communication-conflict-resolution-3163.html
Conflict in the workplace is unavoidable, and it frequently stems from communication issues. Ignoring disagreements can lead to complicated relations, low morale, and high employee turnover. Clear and open communication can play a significant role in a company’s success. An objective of management should be to control communication and promote healthy dispute resolution. Adapting conflict resolution tactics for beneficial conflict resolution in business communication can help the company grow(Contributor, 2021).
The intended audience in this article are business owners and business managers who ought to be aware that, indeed, conflicts in their organizations are not there to distract their activities instead to shape and develop the activities in their businesses
According to new research(Kumar et al., 2021), employees need to understand their own emotions and those of their colleagues to promote effective communication between them and their colleagues.
This article has been used to describe conflicts clearly among employers. It has also gone ahead to illustrate the various conflicts resolution techniques that can be applied in an organization to ensure effective communication that will create a conducive environment that will enable business activities to be conducted efficiently.
Kumar, M., Singh, K., Tewari, V., & Misra, M. (2021). Achieving business excellence through workplace conflict resolution: using emotional intelligence as an effective tool. International Journal of Business Excellence, 24(4), 541. https://doi.org/10.1504/ijbex.2021.117650
This article focuses mainly on understanding the role of emotions and emotional intelligence in resolving workplace conflicts. The author has clearly illustrated how emotions and emotional intelligence form and resolve disputes. Emotional intelligence refers to our ability to notice and comprehend our (and others’) emotions as they arise(Kumar et al., 2021). The idea is to use our newfound understanding to better manage our interactions with others, particularly in high-stress situations.
The intended audience of this article are employees who are willing to become more aware of their emotions and how to use emotional intelligence to evaluate conflicts before responding to them. Employers are also a possible audience as they will need to familiarize themselves with the various steps to develop the trait of emotional intelligence that will enable them to make a sound decision when they conflict with their employees
According to Contributor (2021), in the article, the author describes how conflicts must exist in any business entity and the various conflict resolution techniques that can be used to resolve disputes. However, in this article, the main idea is to illustrate how emotions and emotional intelligence enable employers and employees to resolve conflicts in their workplaces effectively.
This article will play a crucial role in informing and illustrating how emotions and emotional intelligence can effectively improve communication in an organization. The concepts outlined in this article provide essential insights that will enable researchers to know the importance of effectively utilizing their emotions and emotional intelligence.
Lacity, M., & Willcocks, L. (2017). Conflict resolution in business services outsourcing relationships. The Journal of Strategic Information Systems, 26(2), 80–100. https://doi.org/10.1016/j.jsis.2017.02.003
Lacity and Willcocks(2017) have demonstrated a clear understanding of the inter-organizational conflicts in BSO relationships and how the partners can resolve such conflicts in those firms. The authors have illustrated the three types of conflicts in a BSO(Business Service Outsourcing) setting: commercial, service, and relationship conflicts. Because outsourcing relationships are first and foremost commercial transactions—a provider must make a profit, and a client must achieve its economic business case to be possible. Thus commercial conflicts are the most problematic. In this article, the authors have demonstrated the understanding and application of Thomas and Killman’s topology of conflict resolution, which proved helpful in their research.
The intended audience in this article is partners in the BSO business setting aiming to gain insights and new knowledge that can effectively boost their professional understanding and help in their career growth.
In the research conducted by Hartl and Chavan (2016) concerning how culture influences conflict resolution in a transnational organization, the independent variable in the research proposal is unique. It is examined on an individual scale and encompasses a structure of each individual’s cultural values defined by personality, cultural intelligence, life spaces, experience abroad, and the organizational culture of a person’s place of work.
This information displayed in this article will aid in the understanding of the various conflicts cases in Business Service Outsourcing service providers(Lacity & Willcocks, 2017). The conflict types that have been outlined and discussed in this paper do provide an important insight concerning Business Service Outsourcing
Hartl, S., & Chavan, M. (2016). “CULTURE”–The imperceptible influence shaping conflict management and dispute resolution strategies in transnational business relationships: a conceptual framework to improve communication skills with international counterparts. In Yearbook of market entry advisory 2016: communication in international business (pp. 257-288). epubli.
In their research paper, Hartl and Chavan (2016) investigate the impact of “culture” on international business relationships’ conflict management and dispute settlement procedures. The authors demonstrate a keen understanding of how culture can play a significant role in the effective conflict resolution processes in transnational business companies.
The intended audience of this article is the business companies that operate internationally; the employees of those companies will also greatly benefit from this study that aims to understand how to resolve conflicts between their colleagues of different cultures. Transnational companies will gain significantly from this research paper as it contains essential information to enable conflict resolution among employees from different cultures.
Authors in a different article have shown how conflicts among organizations, in this case, the Business service Outsourcing companies, resolve disputes among their employees and conflicts among their partners. In this research, however, the independent variable is unique. It is examined on an individual scale and encompasses a structure of each individual’s cultural values defined by personality, cultural intelligence, life spaces, experience abroad, and the organizational culture of a person’s place of work (Lacity & Willcocks, 2017).
This research paper will help identify the concepts encompassed in resolving conflicts for transnational business enterprises. It will aid in knowledge acquisition and provide an overview of how culture influences conflict resolution.