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Managing Workplace Conflicts Research Plan

Statement of the Research Purpose

The purpose of this study was to investigate the management of conflicts in the workplace. An examination of the various workplace conflict aspects through various conflict management techniques is crucial since the researchers would evaluate the development of the methods of managing workplace conflicts. This supports the need to provide an optimal climate for effective performance and productivity in the organizations. Therefore, the study will involve clear analysis and propose relevant approaches towards managing workplace conflicts.

Outline for the Research Plan

Research Questions

To determine how to manage workplace conflicts, the research will focus on the following research questions:

1. What causes workplace conflicts in the various organizations?

2. How can workplace conflicts be efficiently managed in the workplace?

3. What are the main effective conflict management styles in the workplace today?

Managing Workplace Conflicts Outline

Need for the research

The research is relevant, as it will provide a reliable understanding and approaches in handling workplace conflicts. This improves communication and productivity in the workplace. The research seeks to resolve disputes among the employees (Rayner, Lewis, 2011). Without efficient management of the conflicts, there would be increased threats, clashes, and emotional outbursts. There is a need to study the management of workplace conflicts because conflict is inevitable. Today, managers are facing challenges in supervising the diverse employees that come from different backgrounds and countries (ORourke, Collins, 2008). Thus, the research will seek to tackle a key challenge facing the manager's ineffective supervision of the workplace to enhance productivity in the organizations.

Also, it helps to understand the application of personality assessments in the workplace. The leaders should ensure that all the employees are allocated jobs depending on their abilities and weaknesses. The research seeks to propose relevant ways to manage conflicts in the workplace. Conflict management reveals the ways the conflict is managed in the workplace for individuals and organizations. Poor management of workplace conflicts affects the levels of productivity, learning, and performance (Rahim, 2011). Therefore, the research on conflict management is relevant in promoting employee performance and conflict management.

How to Tackle the Research Questions

1. What causes workplace conflicts in the various organizations?

To answer the first research question on the causes of workplace conflicts, the researchers will use quantitative and qualitative methods. This includes administering questionnaires to the selected participants and conducting surveys. The employees may have different backgrounds, races, education levels, and ages. Thus, the organizations should expect conflicts in their operations. Conflicts are inevitable in the workplace, because of the diverse variables in the organizations. According to ORourke and Collins (2008), various issues in the workplace cause conflicts. Workplace issues affect the productivity and morale of employees.

Afzalur (2001) argued that conflicts in the workplace are caused by various factors that include poor communication, diverse beliefs and values, environmental concerns, personality clashes, poor organizational performance, limited resources, and different interests among others. Thus, the surveys and questionnaires will provide the main factors that cause workplace conflicts depending on the responses of the participants. Also, the researchers will review the various behavioral theories to evaluate the causes of workplace conflicts (Mujtaba, McCartney, 2010). The research will consider workplaces in the USA and the UK to understand the common aspects that lead to conflicts. The review demonstrates the profile of the organizations on the various activities that lead to certain problems. This will be done through a wide range of literature that determines the causes of workplace conflict. The researchers can engage in reliable observations that provide firsthand information on workplace conflicts.

2. How can workplace conflicts be efficiently managed in the workplace?

To answer the research question on how to manage workplace conflict efficiently, the researcher will rely on the findings of the various surveys and analyses of the past studies. The researchers will consider the review of the past surveys on the ways to manage conflicts (Montgomery, Cook, 2005). One of the surveys argues that the management workplace should focus on the employer's approach to settling disputes. The employers should be examined to understand the techniques used to manage conflicts in the workplace. The surveys to be conducted are to contain employers and employees as participants from diverse sectors. This provides an understanding of the wide range of ways used to manage workplace conflicts.

According to Rayner and Lewi (2011), ineffective management of workplace conflicts affects both the performance and productivity of the organizations. Considering the increased rates of workplace conflicts, organizations should design effective ways of managing workplace conflicts. The findings from the surveys will provide the appropriate strategies to deal with workplace conflicts in organizations. The researchers can also rely on past researches and data to obtain the relevant approaches to managing conflicts in the workplace. Ronald (2002) argues that in managing workplace conflicts, the managers must understand the conflict itself. This forms a key aspect incorrectly managing workplace issues. Therefore, the surveys and past studies will provide the relevant strategies in managing workplace conflicts.

3. What are the main effective conflict management styles in the workplace today?

To analyze the main conflict management styles, the researchers will rely on the existing literature and secondary sources of information. The understanding of the main conflict management styles enhances productivity in the organizations. The research will consider the various conflict management styles in the workplace that include accommodating, integrating, avoiding, comprising, and dominating styles of conflict management. The accommodating styles describe certain low levels for individual objectives and high concerns for other goals (Kelly, Moen, Tranby, 2011). The approach is used by the individuals, who seek to minimize the differences by accepting other persons' ideas and not supporting their own concerns. The avoiding style relates to having lower concerns for both personal and someone else. It relates to withdrawal and disengagement to resolve conflicts in the workplace (Kramar et al., 2013). Thus, changing the ideas is crucial in avoiding conflicts in the workplace.

Also, comprising style involves moderate concerns for the personal objectives and others objectives. Thus, the approach seeks to reach a middle ground to obtain a reliable solution. The competing style provides the most constructive approach in the styles of conflict management (Keashly, Nowell, 2011). The research will evaluate the various styles of conflicts that relate to individual job performance. The collaborative style indicates a win-win situation that encourages assertiveness and cooperativeness. The approach seeks to find a solution to the issues that cause conflicts in the organization (Gramberg, 2006). The information collected by the researchers on the conflict management styles will provide for the resolution of the conflicts in the workplace. The conflict management styles will promote commitment among the employees to enhance productivity.


In summary, the paper will provide comprehensive research on how to manage workplace conflicts in organizations. It is important to understand the various factors that cause workplace conflicts. This is the first step towards the proper management of them. The causes of workplace conflicts include limited resources, different interests, personality clashes, poor communication, diverse values and beliefs, and poor performance among others. Also, differences in races, levels of education, age, and background could cause workplace conflicts. Today, conflicts in the workplace are inevitable due to the diverse elements present in the organizations. The researchers will also use the existing literature and data to analyze the relevant approaches in the management of the issue. Moreover, the findings from the surveys are relevant in formulating various ways to manage workplace conflicts. Workplace conflicts reduce employee morale and productivity; thus, they must be managed.

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