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I have assignment that I have to write about ( manging confilct in an integrated system ). it will be 10 pages and the references will be at least 4 .

APA format is required .

Tutor Answer

Dr.JoanAR
School: Carnegie Mellon University

Attached.

Running head: MANAGING CONFLICT IN AN INTEGRATED SYSTEM

Managing Conflict in an Integrated System
Student’s Name
Institution Affiliation
Date

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MANAGING CONFLICT IN AN INTEGRATED SYSTEM

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Managing Conflict in an Integrated System
Introduction
There are heated conflicts in every sector in this twenty first century. There is uncertainty
and turmoil in governments, private and public sectors. Even areas that have been considered to
be solace for many for a long time now, worship places, conflicts have not spared them.
Religious leaders are fighting amongst themselves for positions; some go to extents of becoming
physical so as to achieve their desired positions. These conflicts have resulted to splitting of
organizations and development of enmity and hatred among people. Some conflicts are too petty
when compared to the magnitude of consequences that they lead to if they are not solved in a
correct way.
To prevent such situations in which people will be separated by conflicts that can be
amicably resolved, especially in organizations framework has been developed to help in solving
conflicts, managing conflicts using an integrated system. In this paper, I will discuss on some of
the common characteristics of an effective integrated conflict management system, the reasons
why most organizations are establishing this system in solving conflicts within the organizations,
conditions that favor the establishment of an integrated conflict management system among other
issues.
Conflict resolution in organizations
Previously, organizations were known to address conflicts in three phases. In the first
phase of resolving conflicts, organizations lacked defined platforms and conventional procedures
of dealing with disputes within the organization. In the second phase, organizations established
grievance procedures that were based on rights to solve conflicts. Some of the introduced

MANAGING CONFLICT IN AN INTEGRATED SYSTEM
procedures ended in adjudication processes such as arbitration and peer review—in order to
solve the conflicts at hand. In the third phase, all unionized organizations, most medium and
large-sized non-unionized organizations and most government agencies have established
grievance processes that are anchored to internal rights of those organizations. Some
organizations have moved to the third phase of conflict resolution by introducing specific
‘interest-based’ processes. These processes were a form of mediation which were intended to
processes that were based on rights (second phase).
Currently, organizations are moving to the fourth phase of conflict management and
resolution by establishing an integrated conflict management system. An integrated conflict
management system involves both mediation and grievance processes. Even so, the system goes
beyond the two by introducing a systematic approach that aims at coming up with mechanisms
which will prevent, manage and resolve conflicts.
Reasons for the establishment of integrated conflict management in organizations
The following are some of the reasons why organizations are moving to integrated
conflict management systems:
Some significant disruptions are as a result of interpersonal disputes. Mediation
programs and grievance procedures are usually not available to address many forms of these
interpersonal conflicts. Even so, many people are not willing to use mediation programs and
grievance procedures in solving their interpersonal conflicts. Due to these shortcomings of
meditation programs and grievance procedures, many organizations are adopting the integrated
conflict management systems since the system introduces and focuses on other avenues of
conflict management. Some of these avenues include generic solutions, informal shuttle

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MANAGING CONFLICT IN AN INTEGRATED SYSTEM

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diplomacy, direct negotiation, mentoring, coaching, consultation, anonymous problem
identification, listening, referring and system change among others. These are the same avenues
that most employees are willing to use in solving conflicts. These processes are also more likely
to pr...

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Anonymous
Top quality work from this guy! I'll be back!

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