One of the major challenges for managing conflict is that there is no one-size-fits-all strategy.
The result is that there are a number of different models and strategies that have been developed over the years.
Conflict is all around us; while some are constructive, others are destructive.
As a leader or a manager, it is up to you to determine when to encourage conflict and when to curb it.
Use resources from professional literature in your research. Professional literature may include the University library; relevant textbooks; peer-reviewed journal articles; and websites created by professional organizations, agencies, or institutions.
On the basis of your research and experience, in a minimum of 400 words, respond to the following points:
• In your own words, describe what is meant by constructive conflict.
• Identify and describe an example from your personal or professional experience where you were part of constructive conflict.
• Next, discuss the steps a leader can take to encourage or foster constructive conflict to increase organizational functionality and performance and teamwork.
• Finally, discuss the importance of a leader's diligence in managing conflict. What is the likelihood of a constructive conflict or debate devolving to a destructive one? If this happens, what steps can a leader take to deescalate the situation?
• Offer specific suggestions and support these suggestions with a rationale, research sources, and examples from your experience.
Article :
1. A meta-analytical review of the elationship between emotional intelligence and leaders’ constructive conflict management by Andrea Schlaerth, Nurcan Ensari and Julie Christian.
2. EMPLOYEE JOB SATISFACTION AND ORGANIZATIONAL PERFORMANCE: THE ROLE OF CONFLICT MANAGEMENT By Jerrell D. Coggburn, R. Paul Battaglio, Jr., and Mark D. Bradbury.