Individual Leadership Development

Conflict management is one of the most crucial elements in the development of the company’s internal organizational culture. It is a significant aspect of formulating human relations with the combination of effective leadership skills and appropriate conflict management tools. The outlining part in the performance of every leader is an ability to eliminate conflicts as soon as they occur. The sooner the leader finds appropriate solution, the better are the results of the cooperation and teamwork. The research showed that every leader has a personal conflict style, which helps to take decisions in a specific manner. Regardless of the myriad styles, their main goal is to target the conflicts and put much effort to prevent the employees from facing the same situation in the future. The main idea of the current discussion is to reflect the key facts about the leadership development in the perspective of conflict management and discuss personal conflict style from the different points of view. At the end of the paper, it will be possible to obtain a complex overview of the key lessons learned during evaluation of the topic, a detailed description of the personal conflict style, the possible solutions to the conflict, and the leadership style according to the Keirsey’s leadership report.

 
 

Part 1

Lessons Learned

One of the main peculiarities of the contemporary companies is the desire to invest in the workplace environment in order to promote high level of job satisfaction among the employees. Even when the companies have financial issues, they never decrease their costs regarding job satisfaction initiatives. It happens for the reason that emotional background of the employees reflects their satisfaction along with willingness to complete the related tasks according to the company’s goals and objectives. It is impossible to create a balanced and well-organized environment in the company, which neglects the needs of its employees and does not recognize the importance of performing the organizational culture. Happy employees willingly accomplish their assigned tasks, follow the directions of managers, and eagerly cooperate with others during the teamwork. Consequently, the employees develop trust in the relations with their colleagues, managers, and employer. A highly ethical working environment is the best guarantee of outstanding productivity and profitability of the company. The employees should account for the support of the company and its active encouragement in order to feel valued and respected for the personal achievements. In this way, the conflicts have a relatively low chance to occur in the company, which considers the emotional background of every employee. Nevertheless, it is impossible to avoid all the conflicts, which means that there is a need to know how to address each situation and ensure that the employees keep the same level of job satisfaction. Otherwise, the consequences of giving more preferences to some workers will lead to the increased employee’s turnover rate due to rising dissatisfaction.

Many managers mistakenly believe that the conflicts are the results of poor communication and misunderstanding between the employees. However, the employees involved in the conflict have a perfect understanding of each other’s opinion. If there were no understanding of different ideas, no one would try to defend his opinion regarding the decision-making process. While some conflicts are simply solved due to the rapid accommodation of the leader to the employees’ needs, which helps to find compromise. Other conflicts require complex consideration in order to find the reasons of disagreement. However, there are some basic tips specifying how to avoid conflicts or solve them if the employees have a serious disagreement. First, a leader should respect every employee working in a team. It means that there should be no place for unfair judgments based on the leader’s attitude to the employees. The conflicts should have a healthy nature without aggression, tension, stress, and violence. The managers are responsible for showing an example of mutually respected relations between the colleagues and appropriate examples of finding solutions to the conflicts. In addition, it would be effective to reward the behavior of the employees, which the company is willing to see in their performance. In this way, the employees will understand the company’s values and principles of the performance, which formulate organizational culture and ethics. Finally, the employees should work in comfort, which depends on the scope of their experience, skills, and knowledge. It will help the employees to feel confident in the problem-solving process, which sets the background of any teamwork. If such behavior does not ensure employees’ capability to work together for a single project, the problem should focus on a different solution. For example, it is possible to offer individualized training to the employees, if the issue involves the same people. In this way, a leader will target the behavior of the workers who cannot agree with opinions of others for different reasons. In addition, it is impossible to create a single conflict management program for all employees, since every employee requires a personalized approach.

If the conflict has already occurred, it is important to focus on the effective strategies, which can reduce the conflict and ensure satisfaction of the employees with mutual work. Negative emotions should be avoided during the decision-making process. Compromise is one of the first steps every manager should try in order to improve conflict situation and satisfy the needs of the employees involved in the disagreement. Avoiding conflicts may also be helpful in some cases; however, it is not effective when a leader should reduce the conflict between the employees. Ignorance will only expand and prolong the conflict. Conducting individual conversation with conflicting sides may be helpful in the evaluation of the detailed opinions of every employee. It will identify the causes of disagreement, which may relate to the experience, knowledge, dissatisfaction, or other work-related issues. Negotiating and taking a chance are also effective in the reduction of some conflicts. The most complex disagreements may require a simple solution, which will satisfy every employee regardless of his position. The workers may also take turns in the decision-making process in order to promote the equality of their rights to generate solutions to the issue. Finally, humor and optimism can also be appropriate if the employees are easy-going and positive about their job. Humor helps to decrease tension and avoid stress, which means that the conflict will never occur again if the manager uses appropriate techniques to satisfy the employees and their needs.

Conflict Style

The results of the conflict inventory showed that my personal style is compromising. Leaders with compromising leadership styles are usually cooperative and assertive, which helps them to communicate with others. This style also helps to negotiate and find the most effective ways of satisfying the needs of every side facing the conflict. However, the most challenging aspect of a compromising conflict style is the difficulties of making a deal. For example, both parties may reach consensus, but still feel dissatisfied. It happens when the compromising decision is not beneficial enough to fit the ambitions of one of the parties. Consequently, compromises do not guarantee that the employees will not face the same situation again. From the personal perspective, it is possible to mention three different cases, in which compromising conflict style helped to solve the disagreement. First, it helped to buy a vacuum cleaner at a discount price, when the price offered by a salesperson did not satisfy me. Instead, the salesperson offered to buy a pack of vacuum cleaner bags and get a 10% discount. Second, another situation took place in my family. My brother did not want to go to the theatre with other family members, and he offered to go to the cinema. However, my sister has been waiting to attend the play for a longer period and she refused from the cinema. Therefore, I offered a scissor game in order to decide where to go on Saturday and Sunday. Everyone was satisfied, and the family weekend was not spoiled. Finally, I faced the situation, when my friend’s little sister refused to sleep without watching her favorite cartoon. I helped my friend to resolve the conflict by offering his sister to get an ice cream and watch her favorite cartoons for an hour after she sleeps. All the conflicts were successfully resolved.

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Conflict Management

After long discussion related to the project’s implementation, it becomes obvious that Emily and Bryan cannot reach the consensus in the application of their decisions. Emily is right focusing on adding a motivation board to the department, which will increase motivation of the employees due to the weekly recognitions of the most productive workers. Bryan considers that the idea of adding a scoreboard is old-fashioned and ineffective due to its inability to make employees focus on their tasks. Bryan offers to improve motivation by adding breaks to the schedule, in order everyone can refresh his or her mind and stay energized. Emily and Bryan cannot take a single decision regardless of the fact that both of them are right. The aim of the following conversation was to solve the conflict.

Emily: Why cannot you understand that a motivation board will show others that they can implement more than they are actually doing?

Bryan: Your motivation board is boring and not motivating. How can it motivate others by showing that someone demonstrates better results?

Me: Guys, you need to stop criticizing each other’s ideas and relate to different ideas. Both of you are right, but we need a single decision.

Emily: I am sure that my idea is effective and it is better than that of Bryan. Breaks will only lead to laziness instead of increased productivity.

Me: Both of your decisions have advantages and disadvantages, and you have to deal with them. If you cannot choose a single decision, we may solve the problem easily. We should play a scissor game! However, the one who wins becomes fully responsible for the implementation of the decision and its successful influence on motivation. If you are not sure, it is not too late to quit the game.

Emily: I agree!

Bryan: Me too!

Part 2

Keirsey Leadership

Compassionate leaders surprisingly have their places in different areas of human performance. According to my compassionate leadership style, it is appropriate to discuss the profiles of Audrey Hepburn and Mahatma Gandhi. Every leader has its peculiarities, and it is worth considering each other in order to generate specific leadership lessons for personal growth. Audrey Hepburn has always been an outstanding figure worth attention and recognition. She developed her career believing that there is nothing impossible. Hepburn became famous for being a film and fashion example. However, she was also known for her compassion penetrating her behavioral pattern on a daily basis. Hepburn’s participation in the world’s well-known organization UNICEF became one of the examples due to her ability to listen, relate to stories of the different families, and show others the best pattern of compassion. Kindness, compassion, and optimism have always penetrated Hepburn’s activity and taught others to value human relations. As long as humanitarianism was the primary leadership area of Audrey Hepburn, I would put much effort to improve my behavioral pattern and think more about others. If Audrey managed to build her career and help others, there is nothing preventing other people from following her example. In addition, it is necessary to nourish personal leadership style with fair judgements, kindness, politeness, and overall knowledge in order to enhance the understanding of the human relations.  

Another compassionate leader who managed to impress the whole world is Mahatma Gandhi. He entered the history of management and leadership as a wise leader with strict and ethical views regarding the decision-making process. Gandhi had an ability to envision various situations from different points of view. It allowed him finding the roots of the problem and considering all the alternatives in order to find  the appropriate solution. The main lesson generated from Gandhi’s leadership is that people eagerly follow those leaders who care about their followers. In this way, Gandhi inspired me to focus on the needs of other people and relate to the different situations, which led to the particular outcomes. It will help to establish contact with others and understand the triggers of the people’s behavior.

Conclusion

The evaluation of leadership and conflict management showed that there are different situations related to the teamwork and cooperation of the employees. Moreover, the projects may unite the employees as well as deteriorate their workplace relations. The role of the leader is to prevent the conflict as well as to reduce it if the disagreement has already occurred. My personal compromising conflict style is effective enough in finding balance between meeting employees’ needs and achieving the goals of the project. However, it is a challenging task to meet the requirements of the employees or find the initial stressors causing the conflict. In general, leadership and conflict management are the outlining parts of the company’s performance, which support the organizational culture. In fact, the company should never reduce the costs spent for the improvement of the employee’s satisfaction and organizational culture in general. Satisfied and emotionally balanced employees are the core of the company’s successful achievement of strategic goals and objectives. If the organization does not appreciate its employees, it is most likely to face the rise of their turnover rate. Dissatisfied workers may lead to the burdening of the company’s reputation and image, which will automatically result in financial problems. Consequently, the company should respect the role of the leader in finding effective conflict management tools in order to ensure the company’s growth and development.

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