Business Planned Change Process Assignment Help

Tools to Address Conflict at Each Stage There are several tools that can be useful to address conflict at each stage effectively. As per business strategy conflict assignment help experts, the five main stages of conflict along with resolving tools are discussed below-

Latent Conflict Stage: This is the first stage of conflict at which parties are not yet aware about the causes of conflict. At this stage, conflict can be resolved through talking with each member of group to understand their issues (Tucker, 2005).

Perceived Conflict Stage: At this stage, managers become aware about the conflict or clash after the implementation of new change within the organization. In this period, a manager can resolve conflict by developing communication to listen each party or employee in effective manner (Kelly, 2009).

Felt Conflict Stage: In this stage, group members or parties become emotionally attach with conflict. During this stage, conflict can be managed with the help of personal meeting with each party to discuss their concerns as well as differences with others (Fisher, 2000).

Manifest Conflict Stage: This is the main stage of conflict process for managing and controlling the conflict or clash in a group of people. At this stage, conflict can be resolved by developing interaction and coordination between employees with the help of team or combined assignment in order to reduce hostility (Tucker, 2005).

Conflict Aftermath Stage: It is the final stage of conflict within the organization where conflict may or may not be resolved. If conflict still presents then questioning and observation can be useful intervention skills to remove conflict (Kelly, 2009). Process Intervention Tools There are several types of process intervention tools that are available for an organization to manage conflict between management and employees during the implementation of new change.

Some of them are discussed below by our experts of Business Assignment Writing Service –

Feedback: It is a collaborative problem-solving approach due to involvement of two or more parties to resolve conflict. This tool can be used by taking or receiving feedbacks of employees in terms of their worries from proposed change in order to manage conflict. Additionally, the management can also use this tool to give explanation on employee’s feedback to overcome resistance during the change process. For example, an organization can use this tool by distributing feedback forms among the employees to take feedback of each regarding proposed change in order to avoid any conflict or resistance of change (Mumford, 2011).

Interviewing: It is also an effective process intervention tool in which management can conduct a formal discussion with group members or employees for the purpose of solving problem. In the case of conflict management, the management can use this tool for identifying reasons of conflicts and can develop mutual understanding and trust with employees to deal with conflicts effectively during the change process within the organization. For instance, in case of implementing new organizational structure, the management can use this instrument to communicate benefits of proposed change to each as well as give assurance of no harmful impact on anyone (Sperry, 2004).

Observation: Observation is also a type of process intervention skill that is useful to resolve conflict during changes in the organization.  A manager can use this skill by observing the behavior and attitude of group members regarding the proposed change within the organization in order to identify, who is ready or who is not. Additionally, the manager can also use this for giving observed feedback to each one (Cellars, 2007). Along with these, process intervention skills can also include synthesizing, generalizing, probing, providing support, coaching and counseling as tools of conflict management.

References: Cellars, T. (2007). Team Building: Process Interventions in Effective Groups. Retrived from http://voices.yahoo.com/team-building-process-interventions-effective-groups-334659.html Fisher, S. (2000). Working with Conflict: Skills and Strategies for Action (4th ed.). Great Britain: Zed Books. Kelly, P.(2009). Essentials of Nursing Leadership & Mangement (2nd ed.). USA: Cengage Learning. Mumford, M.D. (2011). Handbook of Organizational Creativity. USA: Academic Press. Sperry, L. (2004). Assessment of Couples and Families: Contemporary and Cutting-Edge Strategies. Great Britain: Routledge. Tucker, L.R. (2005). Major General Isaac Ridgeway Trimble: Biography Of A Baltimore Confederate. USA: McFarland.

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