BÀI THẢO LUẬN TIẾNG ANH in managing people, the occurrence of conflict is inevitable. In opinion, What is conflict at work? How do managers deal with conflict and why do they need to resolve these problem ? Give an example of an event where conflict were

2.The cause of the conflict 3.Why do they need to resolve these problems 4.The skills resolve the conflictthe knock of conflict, Listen before you speak, Make more choices, Equal , Reass

MEETING MINUTES – GROUP 2

Time: 3.00 PM

Place: yard school

Members:

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Contents for discussing: in managing people, the occurrence of conflict is inevitable In opinion, What is conflict at work? How do managers deal with conflict and why do they need to resolve these problem ? Give an example of an event where conflict were dealt with successully Conclusion: I Opening

Introduction conflict at work

II Body

1.Explain what is the conflict at work?

2.The cause of the conflict

3.Why do they need to resolve these problems

4.The skills resolve the conflict(the knock of conflict, Listen before you speak, Make more choices, Equal , Reassert the problem, Do not set your personal self when dealing with conflict)

5 The benefits and the harmful of the conflict

6 Example : Opposition opinion of the staff in the company (How to solve the problem of manager )

III Ending

Duties for members:

I, II.1 : Nguyen Thi Kim Anh

II.2, II.3 : Bui Tuan Anh

II.4 : Nguyen Ngoc Anh

II.5 and III : Pham Van Anh

II.6 and Secretary : Nguyen Ngoc Anh

Head of team Secretary

No

1 Nguyen Thi Kim Anh

2 Bui Tuan Anh

3 Nguyen Ngoc Anh

4 Pham Van Anh

5 Nguyen Ngoc Anh

6 Le Thi Phuong Cham

I Introduction

In the era of integration, the emergence of large corporations and the development of business activities in the market become more and more powerful leading to fierce competition between domestic and foreign enterprises, that is all Weakness is needed in today's integration Enterprises want to maintain their position in the market, in addition to the development policies are highly competitive, also must unify the internal business When there is solid organizational solidarity, trust in the organization, it is much easier to overcome obstacles in the business

In this dangerous world, fierce competition among businesses will create tension and inevitability of conflict in the workplace Even people who are proficient at the job will also be less productive when faced with contradictions

Conflict is considered a common social phenomenon in every kind of social organization Different people with completely different purposes and needs are always prone to conflict The result of conflict can lead to mutual animosity However conflict can be the engine of development If you know how to solve them scientifically, then they are one of the breakthrough motives for your organization In many cases, conflicts are not dealt with, not because one does not recognize their existence but because one does not know how to handle it Therefore, proper perception and conflict resolution in the interest of the organization is an important skill for all managers as well as for individuals in general

A survey of US researchers found that an average manager spent 21%

of the week in dealing with business conflicts and conflicts So resolving conflicts and conflicts is a job that managers need to focus on to make the business work better However, it is important to know that not all conflicts have negative thoughts Therefore, it is important to learn how

to resolve conflict rather than exclusion Understanding the importance of identifying and resolving conflicts in organizations, group 1 proceeds to study the topic: "In managing people, the occurrence of conflict is inevitable In opinion, What is conflict at work? How do managers deal

with conflict and why do they need to resolve these problems? Give an example of an event where conflicts were dealt with successully"

II Content

Conflict is the process by which a party feels that their rights are opposed by the other party or negatively affected by the other party's actions Conflict can be understood as the opposition to the needs, values and interests of individuals, groups, and organizations

1 Classify conflict within the enterprise.

a, Classification by virtue of harm include

- Beneficial conflicts can improve the results of work, motivate each individual to create and work together better, build a deeper co-worker relationship If there are too few of these conflicts then one can become complacent, satisfied with oneself

- Harmful Conflicts: These are the conflicts that affect the workplace, the relationships in the business

b, Sort by department

- Conflicts between groups: Occurs between working groups, or between departments, one department and another in the enterprise

- Conflicts between individuals: Between employees, former employees and new employees, young employees and old employees, between leaders, managers and employees

- An individual's internal conflict: Personal role conflict occurs when the role of the individual does not match what an individual expects

2 The cause of the conflict

Poor Communication

Poor communication is one of the main causes of conflict between employees in the workplace This can result in a difference in communication styles or a failure to communicate For example, a manager reassigned an employee’s task to the employee’s co-worker but

failed to communicate the reassignment to the employee This may cause the employee to feel slighted, which can transform into animosity among the two employees and the manager Failing to communicate in the workplace may cause employees to make incorrect assumptions and believe workplace gossip

Difference in Personalities

A difference in personalities among employees is another cause of workplace conflict Employees come from different backgrounds and experiences, which play a role in shaping their personalities When employees fail to understand or accept the differences in each other's personalities, problems arise in the workplace For example, an employee may possess a straightforward personality that results in him speaking whatever is on his mind, even if the timing is inappropriate The employee with the straightforward personality may offend a co-worker that does not possess the same type of personality The co-worker may feel as if the employee is rude or lacks the authority to deal with her in such a straightforward manner

Different Values

Similar to personalities, the values of employees differ within the workplace A difference in values is seen clearly when a generational gap

is present Young workers may possess different workplace values than older workers The difference in values is not necessarily the cause of employee conflict in the workplace, but the failure to accept the differences is When employees fail to accept the differences, co-workers may insult each other's character and experiences When insults occur, the conflict intensifies until the right solution is offered and accepted

Competition

Unhealthy workplace competition is a cause of employee conflict Some industries foster competitive environments more than others When salary is linked to employee production, a workplace may experience strong competition between employees Competition that is not properly managed can result in employees sabotaging or insulting one another, which creates a hostile work environment Unhealthy workplace competition discourages teamwork and promotes individualism

3 Why do they need to resolve these problems.

Conflic is an inevitable natural phenomenon in the work environment, and does not go away contrariety If well resolved, conflic can bring

benefits to the organization If the resolution is not good, small conflicts will result in greater conflict and eventually will break hard Conflict can lose solidarity and efficiency in the work of the group or company Improper management will generate conflict within the company It will soon grow if not resolved satisfied And when solidarity is lost, the job requires the collaboration will become the obsession of the staff An unresolved conflict will look like a pimple with pus on the surface and affect the people around relations or employee involved to conflict This will contribute to a hostile work environment for everyone In the worst case, the group members may begin to divide your faction, and of course the group was torn apart

4 The skills resolve the conflict

 Keep a good relationship

The best way to resolve a conflict is to avoid it from the beginning If you keep a good relationship, conflict will occur less You should behave politely and calmly, build a culture of mutual respect, and avoid feeling pressured in your relationship

 Determine the cause of the conflict

If you want to resolve the conflict, you need to find out the cause of the problem Determining the cause of the conflict is the first important thing you must do, because if you don’t know the cause, you won’t know where to start, what to solve, and how to solve the problem

 Listen before speaking

To solve a problem effectively you need to listen to understand what they are expecting to get from the end Once you have understood their wishes, you will begin to find ways to resolve the conflict, clear up misunderstandings for members to tighten each other closer

 Make more choices

When there are conflicts meaning that the parties are not consistent in view of certain issues You can’t just offer a single option and get the right people to follow but give them many options so that they can

discuss and choose the best option to avoid Putting the party into the squeeze doesn’t only remove the discomfort that will cause the conflict to rise

 Equal

The best way to solve conflicts is to put yourself in the position of arbitrator, justify, impartial, defend the other side By now all parties want to be the right people and be supported by others If you accidentally defend someone, they will make you think you are unfair, imposing and inconsistent certainly will not be able to solve it

 Do not set your personal self when dealing with conflict

You need to know that, when a stress issue leads to conflict, then the individual ego of the insiders is big, they don’t want to compromise Therefore, if you now also promote personal ego you will surely get disastrous failure Think for yourself, not for yourself, so that you can resolve the conflict wisely and effectively

 Forget

If you and your challenger are wrong, both sides need to find the points that allow you to ignore the challenger, even if it seems you can’t really forget what has happened This is a very well behaved behavior, and it is the easiest way for the two sides to reconcile and work together in the future

5 The benefits and the harmful of the conflict

a, Benefits

 Engages Employees

One of the potential ways that conflict can benefit your organization is that it creates engagement with the employees For example, when an idea is presented at a meeting, you do not want everyone to simply agree with the presenter for fear of a conflict Instead, you want employees to

be able to speak freely When employees disagree with an idea, they should be able to speak up and voice their opinion If they are afraid of conflict, a bad idea could be implemented

 Getting Employees' Attention

Another way that conflict can benefit your company is that it helps employees stay focused on the task at hand In some cases, when you have meetings regularly, employees become immune to them and start to daydream If a bit of conflict is expected in the meeting, it will keep the employees on the task at hand When employees are encouraged to speak their minds and tell the truth, it can improve the quality of meetings overall

 Improves Employee Relationships

Another way that conflict could potentially help your business is that it can help you improve your employee relationships When you feel comfortable enough to disagree with someone, it can strengthen your relationship over the long term After engaging in a conflict in a professional manner, you can move on and continue working together in the future Businesses that allow conflict tend to develop stronger relationships between their employees

 Improves Employee

When employees are allowed to speak freely and not shy away from conflict, it can actually improve their morale Workers who are allowed

to speak freely tend to feel more valued overall When an employee feels that his opinion is important, he will feel more comfortable in the company

 Improves Ideas

Conflict can help improve the quality of ideas that are ultimately produced by the business When you get a group of people together who are speaking freely and unafraid of conflict, their ideas can be adapted and honed to become more attractive The company will be less likely to put out poor ideas for new products or services

b, Hamful

 Winners and Losers

Conflict resolution can sometimes mean that one person wins and gets her way, leaving the other to feel defeated The "loser" in these situations may feel that the other person emerged victorious due to her favored status, especially if the conflict mediator was forced to choose one point

of view over the other The defeated employee may harbor resentments against the winner, the mediator or even the company, that may never go away

 Manipulation

If the chosen conflict resolution technique involves extensive questioning by the mediator, the parties involved may feel that they are being interrogated and that the mediator is invading their privacy The employees may be forced to divulge sensitive or personal information they would rather not to make public If the information is used to provide an unfavorable resolution to an employee, he might feel that he was manipulated by the mediator, resulting in a permanent lack of trust

 Limited Effect

The resolution of a conflict may only be temporary, and the situation may arise again in the future This can occur with a compromise technique where each party receives something of value The problem with a compromise is that none of the parties are truly satisfied with the results, as they probably didn't gain what they really wanted While the result may be a temporary truce, the lingering dissatisfaction may cause the conflict to flare up again at the slightest provocation

 Mental Health Concerns

Conflict within an organization can cause members to become frustrated if they feel as if there’s no solution in sight, or if they feel that their opinions go unrecognized by other group members As a result, members become stressed, which adversely affects their professional and personal lives Organization members may have problems sleeping, loss

of appetite or overeating, headaches and become unapproachable In some instances, organization members may avoid meetings to prevent themselves from experiencing stress and stress-related symptoms

 Decrease in Productivity

When an organization spends much of its time dealing with conflict, members take time away from focusing on the core goals they are tasked with achieving Conflict causes members to focus less on the project at hand and more on gossiping about conflict or venting about frustrations

As a result, organizations can lose money, donors and access to essential resources

 Members Leave Organization

Organization members who are increasingly frustrated with the level of conflict within an organization may decide to end their membership This

is especially detrimental when members are a part of the executive board

or heads of committees Once members begin to leave, the organization has to recruit new members and appoint acting board members In

extreme cases, where several members leave or an executive board steps down, organizations risk dissolution

 Violence

When conflict escalates without mediation, intense situations may arise between organization members It’s unfortunate, but organizational conflicts may cause violence among members, resulting in legal problems for members and possibly the organization

6 Example

Quang is the leader of the design team of advertising company Sao Sang Hoang and Truong are two experienced staff members in the group But it seems, they can not work together and often discuss Quang realized that they frequently quarreled and accused each other of interfering in the work of others The fact that, they are so uncooperative that they affect the work of both As a team leader, Quang decides to find out the cause

of the disagreement between the two people and temporarily, separated Hoang and Truong into two other working groups so they were less exposed Then Quang appointment to meet each other and advise in a reasonable, subtle way At first, Hoang and Truong did not listen and insisted on keeping their point of view, they do not accept reconciliation But later, After many times Quang actively talked and advised both of them seem to swept down Quang pointed out the contrary for both Truong and Hoang see, he also showed them that the impact of the heated debate between the two people not only affected them but also the people around them and the pace of their work Now, Hoang and Truong are not really in harmony, but they have not quarreled, discuss as hard as before The atmosphere in the group is also more cheerful, more harmonious, work progress much faster than before

THE END

Because of the different priorities and personalities in the workplace, there are bound to be some conflicts among staff When this happens, it is