Description
Folger et al. – Chps. 5 - 7 Discuss the following topics based on the assigned readings for this module.
What is the climate of conflict and how does it impact conflict interactions?
- Reflect on the climate of conflict in terms of what parties can do to change a climate and how parties can create a constructive workplace climate.
What is face and how can face-giving contribute to a constructive conflict climate?
- What is power and why is the balance of power among parties important?
- Philippians 2:1-11 describes what it means to have the mind of Christ. Jesus, though he was the Son of God, did not use his power for personal gain but rather shared power with others for the sake of the community.
- How does/should Jesus' example of shared power impact the Christian's use of power in conflict situations?
- How can followers of Christ live out their faith in the workplace in the ways that they steward power? Cite our texts and include other Scripture references that illustrate your view of how Christians should show the mind of Christ in conflict.
- Paper Specs
Explanation & Answer
Attached.
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Integrating Organizational Strategies and Christian Principles for Effective Conflict
Management
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Integrating Organizational Strategies and Christian Principles for Effective Conflict
Management
Introduction
Conflict is inherent in human interactions, shaping the dynamics within personal and
professional realms. In work environments specifically, the climate of conflict, the balance of
power in relation, and the management of conflict impact both the results and the overall health
of the relationships. In essence, constructive conflict within an organization, with courtesy
attachments, helps in giving better solutions and a healthier organizational culture. On the other
hand, a hostile climate can compound conflict and decrease organizational performance.
Relationship management is evident in conflict management, where face, status,
character, and reputation are vital in social relations. Compliance with face can successfully
amend the conflict climate when tension has arisen and encourage cooperation. In the same way,
in power relations within the conflict, which is a party's ability to control or affect the other, there
is a need to handle power relations carefully. In the New Testament, as captured in Philippians 2:
1-11, power should be sought not in order to dominate over others but for the benefit of one and
all and, thus, share power.
This paper aims to study the relationship between the conflict climate, face, and power in
organizational conflicts and apply theoretical concepts from Folger et al. along with the
biblically and ethically sound framework for conflict management.
Understanding the Climate of Conflict
The "climate of conflict" refers to the emotional and relational atmosphere within which
conflicts unfold. It is the attitudes, emotions, and behaviors that parties bring to conflict
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interaction, with which culture establishes the standards for managing and responding to conflict.
Since many interactions happen, this climate plays a huge role in determining whether a conflict
exists within any setting, especially in the workplace.
As for the outcome, it can be stated that when the overall organizational climate is
characterized by distrust and hostility, the likelihood of conflict increases due to defensive and
aggressive attitudes. When the interaction is in such an environment, it always produces negative
results, in which participants are more concerned about being right rather than finding the best
solution to the Problem at hand, which erodes relational and organizational bonds. On the other
hand, a positive conflict climate refers to positive working relationships supporting a positive
approac...
