Factors lead to personality conflicts a

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Factors lead to Personality Conflicts: a. Misunderstandings based on age, race, or cultural differences b. Intolerance, prejudice, discrimination, or bigotry c. Perceived inequities d. Misunderstandings, rumors, or falsehoods about an individual or group e. Blaming for mistakes or mishaps (finger-pointing) Third-Party Conflict Resolution a. Facilitation a. Facilitator – is generally acquainted with both parties, suggests that the two parties work together to resolve the issue (informal solution that allows both parties to talk to each other directly). b. Conciliation a. Conciliator – a trusted third party who provides an informal communication link between the negotiator and the opponent. c. Ombudsperson – an ombudsperson is impartial, widely respected, and trusted individual that investigates the issue confidentially and tries to arrange a solution (h/she acts as a way to resolve differences between two parties in the organization before formal procedures). d. Peer Review – a panel of peers is put together to hear both sides of the issue from the parties involved and to recommend a solution (decision not binding). e. Mediation a. Mediator – a neutral third party who facilitates a negotiated solution by using reasoning, persuasion, and suggestions for alternatives (they can be much more aggressive in proposing solutions than conciliators). f. Arbitration – it can be voluntary (requested by the parties) or compulsory (forced on the parties by law or contract). a. Arbitrator – a third party to a negotiation who has the authority to dictate an agreement.
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Conflict is constructive when it improves the quality of decisions, stimulates creativity and innovation, encourages interest and curiosity among group members, provides the medium through which problems can be aired and tensions released, and fosters an environment of self-evaluation and change. Conflict can prevent groupthink. Conflict challenges the status quo and therefore supports the creation of new ideas, promotes reassessment of group goals and activities, and increases the probability that the group will respond to change.
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