Research Paper on:
Conflict Management in the Workplace (Case Study Analysis)

Unformatted Sample Text from the Research Paper:
interruption. Many people are familiar with this type of manager. It is quite frustrating when a superior completely ignores a subordinates suggestions. In this case study, it is assumed that  an employee has a disagreement with Mr. Crabtree. What are the potential emotional responses to the conflict? A student writing on this subject remarks that emotional responses may vary from  anger to passive aggressive behavior to verbal or nonverbal responses. Much of course depends upon the personality of the employee. In any event, if there is a negative reaction, and  a negative pattern persists, the pair should seek counseling from conflict management experts. In this way, an objective party may be able to resolve some of the issues. Before seeking  counseling, the parties should try to resolve the conflict on their own. To that end, many questions arise. If the employee reacts, how should Mr. Crabtree resolve the problem? What  individual conflict management styles apply? Mr. Crabtree certainly needs to discover his own style of management before trying to resolve the problem with his subordinate. Friedman, Tidd, Currall & Tsai  (2000) explain that a low concern for others, coupled with a high concern for the self is thought to be a dominating or competing style. This evaluation is from the  Blake and Mouton managerial grid created in 1964 (Friedman, Tidd, Currall & Tsai, 2000). It seems that Mr. Crabtree fits this description. Assuming that he admits that he has a  poor management style, what can be done? Some solutions for conflict management regarding this style go to an integrating approach (Friedman, Tidd, Currall & Tsai, 2000). Authors report: " In  experimental research, where concern for self and concern for other were manipulated, the highest levels of joint gain were achieved when negotiators had both a high concern for self and