Research paper on the topic conflict

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The primary goal of this essay is to conduct research for a paper on nonprofit management and dispute resolution. An argument or disagreement between two or more individuals is referred to as conflict. (Auresserre 13). Quarrel, disagreement, clash, and dissension are other words that can be used to describe conflict.

On the other side, conflict resolution is the process of resolving disagreements or disputes amicably. There are numerous techniques for resolving disputes. (Brubaker 40). The process of teaching people/students how successful leadership, fundraising, and financial management improve a nonprofit organization’s performance or trend is known as nonprofit management.

Conflicts are a very frequent occurrence in today’s world. Some of the main causes of conflict are different values and personalities (Barsky 29). Competition between the people/companies involved. Poor communication and mistrust are also major contributing factors. In reference to a scenario where there is a conflict in a Company or work place; there needs to be tips or standards that ought to be used to resolve the conflict. The following are some of the ways that can be used in conflict resolution.

Evaluating and understanding the emotional responses of people

Different people have different emotional responses. An emotion can be described as a feeling that is intuitive or instinctive (Chan & Joanne & Emily & Lau 40). This feeling is dependent on the current mood, circumstances and relationships one is in. This means that Emotions act as a driving force behind most disagreements. Based on this scenario; in case there is a conflict among people at a workplace or members of an organization/company, the best way is to solve the conflict is after their anger, upset and emotions have dissipated. Resolving conflicts among people who are triggered emotionally is difficult and time – consuming (Cornell & Michael 29). In most cases, it leads nowhere. People may end up fighting and throwing words at each other. The arbitrator/the person solving the conflict must evaluate and understand the reactions and emotions of the people involved.

Self-Awareness

Self – awareness refers to the process of having a perception that is clear. This perception is based/focused on one’s strengths, weaknesses, beliefs, thoughts, emotions and motivations. Self-awareness enables one to understand how other people react and think (Fisher & Ronald & Herbert & Susan 57). It also enables others to perceive your attitude and reactions.

Self – awareness is very important in resolving conflicts. Without this factor, people would not be able to solve conflicts amongst themselves (Field & Ryan & Renee & Maria 68). The arbitrator would not have a perfect angle/chance in solving the matter, this is because they would not be able to understand the weaknesses, strengths, thoughts and beliefs of their counterparts.

Ultimately, self-awareness is vital in solving conflicts. In this case, one is able to get a better resolving view. The people involved are able to deal with the situation at hand in the most precise way possible. It is important to note that not everyone is flexible with different styles of resolving conflicts (Fry & Kaj 72). In this case, self-awareness is important since the arbitrator is able to understand the strengths, weaknesses, thoughts and beliefs of the people/company or organizations involved.

Getting Into the root of the issue

In some cases, conflicts may go deeper. Some of the conflicts that arise have long roots (James & Estelle & Susan 78). This means they are as a result of many issues that have risen over the past years. Based on this case; in order to resolve the issue, a lot of precautionary measures have to be considered. First, each issue that is related to the conflict at hand must be resolved.

The people involved must sit down and work on a strategy that they should use. In this case; as mentioned above, the best strategy is ensuring that each and every issue that is attached to the conflict at hand is sorted out in the best way possible (Cornell & Michael 20). This will limit the chances of the occurrence of a conflict. In this case, we can conclude that getting into the root of an issue is very convenient in solving a particular problem.

Considering the views of the parties involved

In the event of a conflict, each party has its own views based on different prerogatives. There is no way people or a Company/organization can resolve their conflicts if their views are not considered (Van Zant & Alex & Laura 32). In this case the arbitrator or the people resolving their conflicts ought to give each other a room/space for considering their own views. This will ensure there is fairness and equity. It is important to note the fact that both fairness and equity are important in conflict resolution. If this factors are not carefully considered, the conflict is unlikely to be resolved.

It is a Human character not to admit they are wrong. As Humans, people want to be told they are right. The parties involved in the conflict ought to be given the same rights, time and allowance to air out their grievances. In reference to this case, resolving the conflict is very easy as the arbitrator or the people involved will be able to understand and know where they went wrong (Rogers & Nancy & Robert 43). Consequently, the conflict will be solved in the best/quickest manner possible.

Creating a protocol that will be used in the event of resolving a conflict

Most of the Successful Companies and business organizations have a protocol which they follow in the event of resolving conflicts. This protocol is important in the sense that it defines what measures and steps should be followed to ensure that the conflict at hand is solved without any biasness or unfairness (Koppelman 56). Most of the people or organizations that engage in a conflict and have no protocol in resolving the matter have a difficult time in resolving the issues.

Each of the parties involved tries to outrun or out do the other side. In this case, conflict cannot be resolved. According to reports by different companies and people, the use of a protocol is very convenient and useful (Katz & Linda 60). It provides the people involved the best opportunity in solving their grievances. According to surveys by different scholars, it has been established that Companies and people who share a common work place/interest and have a specific protocol can easily solve their conflicts.

Accepting people for who they are and who they fail to be

This is one of the best policies in solving the conflict between different people. According to this policy, the arbitrator/the person solving the case at hand ought to understand the parties or the people involved in the conflict (Hopkins 19). He or she ought to accept the characters/manners of the people involved as well what they fail to be. This will help in solving the conflict at hand much faster.

The people involved ought to accept one another (Goldberg 30). In case the people involved do not accept one another, they will end up disagreeing and making the process of solving the case complicated. The root to solving most cases is giving time, understanding and accepting the mistakes/flaws or the strengths of your counterparts. It is important to note the fact that people interpret, process and make decisions in a different manner. Acceptance helps one to understand how people interpret and make different decisions.

Discussing common ways to attain the goal

Resolving conflicts is one of the most complex processes. It requires the mediation of the parties involved. In this case, the parties involved ought to unite. After uniting, the parties ought to find a way through which they will be able to attain their goals (McKinney 12). In this case, their main goal is to resolve their conflict. In reference to this scenario, a conflict cannot be resolved if the parties involved lack cooperation and a sense of unity among them.

All of the parties involved ought to come to some form of understanding (Dresang 19). It is important to note that the parties involved cannot discuss common ways if they are at logger head with each other. Discussing common ways to attain a goal is second to accepting people for who they are since the parties involved will not make decisions that are against will. The parties involved will make decisions that are favorable for their resolution (Cahn 43). As described in the essay above, this are some of the common ways through which people or an organization/Company can resolve their indifferences.

As discussed earlier, non – profit management refers to the process where students learn how to fundraise, practice both financial management and effective leadership at a go (Kerzner). This term is closely related to the term a Non – profit organization. A Non – profit organization refers to a Company/Organization that takes any money it has earned and invests it back to the organization. The main aim of this move is to ensure that the Company is able to finance and promote its services and activities.

Non Profit management is very different as compared to corporate management. In this case, it is important to note the fact that Non Profit management’s value volunteers (Mason 50). They also value leadership. The people involved in the mission have a sense of passion in the work they do. The management in this type of management is in three dimensions and wholly depends on the value of volunteers. In most cases, nonprofits are messy since some people are not fully dedicated or devoted to their tasks or responsibilities.

Most Nonprofit managements require good, direct, fair and a transparent form of leadership. In this case, the leader ought to note the fact that management is a ministry that is very delicate. As a leader, one should be sensitive to the needs/rights and wants of the volunteers in the management. She/he ought to be strong and vigilant (Chan & Joanne & Emily & Lau 93). They ought to be powerful and have a clear lucidity in the sense that they can make wise decisions that will affect the movement of the Management/Company in a positive direction. In the event where the nonprofit manager has poor leadership qualities, the management is likely to crumble down.

The volunteers in the management ought to be treated in the best way possible. They should not be treated as slaves. It is important to note the fact that nonprofit managements cannot be able to carry out their tasks and obligation without any volunteers (Barsky 38). Volunteer serve are the heart of the Company, they determine the flow and rate of activities in the management. They also determine how this tasks and obligations are going to be carried out. Most of the volunteers working in this kind of management have a deep passion. They feel it’s their mission and obligation to carry out the tasks/activities that are assigned to the management.

In order for a non-management to perform/work well. The management ought to be in three dimensions. This dimensions ought to cater/accept the values and interests of each of the people involved in the management. This means that incase people have dedicated their time, life and interests in the management (Dresang 40). The non-management leader ought to be caring and considerate, for example he/she should mind the affair of the members. He should ask them about their life issues e.g. how they are faring, how their weekend is fairing etc.

Resolving conflicts in Non Profit management is difficult and hard to tackle. It requires a lot of time, attention/keenness. As discussed earlier, there are many ways through which people/Company’s and organizations can resolve their own conflicts or misunderstandings (Cahn 81). It is important to note the fact that resolving conflicts in a non-profit management requires a lot of skills and understanding. Lack of such skills and understanding may lead to the failure or collapse of a particular nonprofit management.

Nonprofit managers ought to put the needs/interests of their volunteers in front of theirs. They ought to be fair and considerate when solving issues or conflicts that arise in the organization. In the event of a conflict, they should listen to both sides/parties that are involved. They should not take sides as this will lead to the rise of more conflicts among the members involved (Fisher & Ronald & Herbert & Susan 29). A good manager/leader ought to be independent, dedicated and focused to the growth of the management. Members of the management ought to live in peace and harmony, they should have a set of terms/agreement that controls their interaction. This set of agreements is important in the event of resolving a conflict among the volunteers in case one arises.

As mentioned earlier, conflicts may also be resolved by ensuring that the leader and the people involved are given equal opportunities/chances. This means that volunteers ought to be treated using the same policies and rules (Brubaker 83). This will allow transparency and fairness in the process of resolving conflicts/issues. Other methods that can be used in resolving conflicts in the management is; accepting people for who they are/who they are not, bringing transparency and self-awareness into action.

This will help the people/volunteers and manager to understand the emotions and feelings of other people. In the event of enrolling volunteers for the Company, the best way is to ensure that only those who have common interests and goals are enrolled (Dresang 48). This will help avoid the occurrence of a conflict, it will also speed up the process of solving any sort of conflict that arises. Most of the people who engage in conflicts with coworkers do not have common goals and interests. A majority of such people do not have a passion in the operations of the Company.

CONCLUSION

In conclusion, it is important to note the fact that a non-management is a Company that is not up for any profits. It operates from the help of volunteers. Members of the organization engage in the Company’s activities as a result of passion since there is no paycheck. Resolving conflict requires a lot of skills, intelligence and patience.

As discussed above, there are many ways through which conflict can be resolved. Each method depends on the situation at hand. Desperate situations of conflict will obviously call for desperate control methods while lighter conflict situations will call for lighter control methods. Therefore; it is safe to state the fact conflicts are a common thing in the World today. The most important question is what precautionary measures of resolving conflict are convenient.

ANNOTATED BIBLIOGRAPHY

Autesserre, Séverine. Peaceland: conflict resolution and the everyday politics of international intervention. Cambridge University Press, 2014.

This article explains on some of the ways that can be used to resolve conflict among people or a company. The resolutions are given based on a political view. This article relates with essay since talks about conflict resolution.

Barsky, Allan. Conflict Resolution for the Helping Professions: Negotiation, Mediation, Advocacy, Facilitation, and Restorative Justice. Oxford University Press, 2016.

Based on this article some of the main methods that are used in resolving conflicts are discussed. This methods include Negotiation, mediation, advocacy and facilitation. This are the main methods that are commonly used in the World today. This article relates with essay since talks about conflict resolution.

Brubaker, David, et al. “Conflict resolution in the workplace: What will the future bring?” Conflict Resolution Quarterly 31.4 (2014): 357-386.

Brubaker talks about some of the causes of conflict and how they can be resolved. He also talks about conflict scenarios and how they appear in most workplaces. This article relates with essay since talks about conflict resolution.

Cahn, Dudley D., ed. Intimates in conflict: A communication perspective. Routledge, 2013.

According to this article, conflict is an issue or a matter which arises due to poor communication. The communication perspective has to be given a lot of emphasis and consideration. This help people solve their conflicts and grievance

Chan, Joanne CY, Emily NM Sit, and W. M. Lau. “Conflict management styles, emotional intelligence and implicit theories of personality: A cross-sectional study.” 34.6 (2014): 934-939.

In reference to this book, there are very many styles of managing conflict among people. This books gives a clear analysis on some of the methods/styles that are conversant. It also gives a list of different theories that are relevant in the essay. This theories help in explaining how conflict occurs and how it can be solved.

Cornell, Svante, and Michael Jonsson. “Conclusions and Implications for Conflict Resolution and Peacekeeping.” Conflict, Crime, and the State in Postcommunist Eurasia (2014): 199-222.

Cornell together Michael talk about some of the conclusions and implications that are related with peacekeeping. They also talk how conflict can affect the performance, attitude and state of different people.

Dresang, Dennis L. Personnel management in government agencies and nonprofit organizations. Routledge, 2017.

This article is very conversant in the research paper since it talks about how people act and react/behave in nonprofit organizations.

Field, Ryan D., Renée M. Tobin, and Marla Reese-Weber. “Agreeableness, social self-efficacy, and conflict resolution strategies.” Journal of Individual Differences (2014).

This article is very important in the research paper since it discusses some of the resolution strategies that are used by different people to resolve conflict

Fisher, Ronald J. “Third party consultation: A method for the study and resolution of conflict.” Ronald J. Fisher: A North American Pioneer in Interactive Conflict Resolution. Springer International Publishing, 2016. 37-71.

According to Fisher, this books gives a clear analysis of how conflict can be resolved through a third party.

Fisher, Ronald J., Herbert C. Kelman, and Susan Allen Nan. “Conflict analysis and resolution.” (2013).

The authors of this book have come together and written an article that gives clear guidelines that can be used in resolving conflicts. This article also relates with essay since talks about conflict resolution

Fry, Douglas P., and Kaj Bjorkqvist, eds. Cultural variation in conflict resolution: Alternatives to violence. Psychology Press, 2013.

This article clearly speculates on how cultural variation can bring in conflict among people. It also discusses how conflict may lead to violence

Goldberg, Stephen B., et al. Dispute resolution: Negotiation, mediation and other processes. Wolters Kluwer Law & Business, 2014.

According to Goldberg, some of the methods that can be used in resolving conflicts are mediation and negotiation. This article also relates with essay since talks about conflict resolution

Hopkins, Bruce R. Starting and managing a nonprofit organization: A legal guide. John Wiley & Sons, 2017.

This article was written to serve as a clear explanation of what nonprofit management is. This article is very relevant since it explains wholly on what type of management a nonprofit management is

Hudson, Mike. MANAGING WITHOUT PROFIT. DIRECTORY OF SOCIAL CHANG, 2017.

Just like the article above, this article was written to serve as a clear explanation of what nonprofit management is. This article is very relevant since it explains wholly on what type of management a nonprofit management is as well as how it works.

James, Estelle, and Susan Rose-Ackerman. The non-profit enterprise in market economics. Taylor & Francis, 2013.

This article is important since it explains wholly on what type of management a nonprofit management is. It also explains on its contributions to the market economics

Jones, Achele. “Conflict Resolution Strategies, Ethics, and Attachment: Connecting the Micro and Macro.” (2015).

According to Jones, there are different strategies in resolving conflict among people. This journal is important since it lays down the procedures of resolution.

Katz, Neil H., and Linda T. Flynn. “Understanding conflict management systems and strategies in the workplace: A pilot study.” Conflict Resolution Quarterly 30.4 (2013): 393-410.

Kerzner, Harold. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons, 2013.

The main essence of this article is the fact that it gives systems approaches that can be used to resolve conflicts. This systems are relevant and important in writing of the essay.

Koppelman, Kent L. Understanding human differences: Multicultural education for a diverse America. Pearson, 2016.

Understanding Human differences is important in settling conflict. This article describes on how Human differences contribute to Conflict which is relevant in the essay.

Mason, David. Voluntary nonprofit enterprise management. Springer Science & Business Media, 2013.

This article was written to serve as a clear explanation of what nonprofit management is. It also explains on the relevance of the management

McKinney, Jerome B. Effective financial management in public and nonprofit agencies. ABC-CLIO, 2015.

This article is very relevant since it explains wholly on what type of management a nonprofit management is

Menkel-Meadow, Carrie. Dispute processing and conflict resolution: theory, practice and policy. Routledge, 2017.

This book is written by Menkel Meadow. It discusses on Conflict is resolved and how it is analyzed. This article is important since it gives a guideline on how conflict can be resolved

Moore, Christopher W. The mediation process: Practical strategies for resolving conflict. John Wiley & Sons, 2014.

This book discusses on some of the main methods that can be used in resolving conflict. It discusses on Conflict is resolved and how it is analyzed. This article is important since it gives a guideline on how conflict can be resolved

Redpath, Steve M., et al. “Understanding and managing conservation conflicts.” Trends in ecology & evolution 28.2 (2013): 100-109.

This book is written by Redpath and Steve. It discusses on Conflict is resolved and how it is analyzed. This article is important since it gives a guideline on how conflict can be resolved

Ridley-Duff, R., & Bull, M. (2015). Understanding social enterprise: Theory and practice. Sage.

Ridley and Bull come together to indicate some of the theories and practice that may be used in resolving conflicts. Just like other books, this article also relates with essay since talks about conflict resolution

Rogers, Nancy H., and Robert C. Bordone. Designing systems and processes for managing disputes. Wolters Kluwer Law & Business, 2014.

The authors of this book define some of the systems and processes that can be used to resolve disputes among people.

Van Zant, Alex B., and Laura J. Kray. “Negotiation and conflict resolution: A behavioral decision research perspective.” Wiley-Blackwell handbook of judgment and decision making. John Wiley & Sons Hoboken, NJ, 2015. 828-848.

This article explains on some of the ways that can be used to resolve conflict among people or a company. This article also relates with essay since talks about conflict resolution. It also defines some of the methods that can be used

Wallensteen, Peter. Understanding conflict resolution. Sage, 2015..

This article reflects on how conflict ought to be resolved. This article relates with essay since talks about conflict resolution.

Worth, Michael J. Nonprofit management: Principles and practice. Sage, 2013.

According to Worth, this article was written to serve as a clear explanation of what nonprofit management is. This article is very relevant since it explains wholly on what type of management a nonprofit management is.

Works Cited

Autesserre, Séverine. Peaceland: conflict resolution and the everyday politics of international intervention. Cambridge University Press, 2014.

Barsky, Allan. Conflict Resolution for the Helping Professions: Negotiation, Mediation, Advocacy, Facilitation, and Restorative Justice. Oxford University Press, 2016.

Brubaker, David, et al. “Conflict resolution in the workplace: What will the future bring?.” Conflict Resolution Quarterly 31.4 (2014): 357-386.

Cahn, Dudley D., ed. Intimates in conflict: A communication perspective. Routledge, 2013.

Chan, Joanne CY, Emily NM Sit, and W. M. Lau. “Conflict management styles, emotional intelligence and implicit theories of personality of nursing students: A cross-sectional study.” Nurse education today 34.6 (2014): 934-939.