Assessment 4assessment Instructionsyou Volunteer With An Organization ✓ Solved

Assessment 4 Assessment Instructions You volunteer with an organization whose executive leadership has conflicted for almost a year in deep, fairly public ways, on a variety of topics. At first, the conflict seemed to center on the types of events the organization sponsored, but, recently, some members of the leadership team have been making accusations of bias based on race, culture, social status, and religion against other leadership members, including the director. The conflict is making it difficult for anyone to continue working with the organization. The leadership team is composed of seven members. Six of the members, including the director, are women.

There are two African-American members, including the only man on the team. There is one Hispanic member. The other four members, including the director, are Caucasian. You have successfully handled small conflicts among the volunteers and staff in the past, and now they have asked you to step in and see if you can help resolve the conflict before it destroys the organization. Leadership has already agreed to bring you in to try and help the situation, but you know you need to have a solid plan for this undertaking.

Preparation Use the Capella library and the Internet to research conflict negotiation strategies and conflict resolution styles. Find at least three resources to use in this assessment to support your plan. Requirements Include the following in your conflict resolution plan: · Identify the factors that may be responsible for causing the conflict. · Explain how the conflict is affecting the rest of the organization. · Describe the conflict resolution style you will use in this situation. · Explain the conflict negotiation strategies you will try. · Based on your chosen strategies, determine the likely outcome. To facilitate the evaluation of your plan, format your plan according to APA guidelines.

Additional Requirements · Submit 3–4 typed, double-spaced pages, not including title and reference pages. · Use 12-point, Times New Roman font. · Include a title page and reference page. · Cite at least 3 current scholarly or professional resources. Assessment 4 Assessment Instructions You volunteer with an organization whose executive leadership has conflicted for almost a year in deep, fairly public ways, on a variety of topics. At first, the conflict seemed to center on the types of events the organization sponsored, but, recently, some members of the leadership team have been making accusations of bias based on race, culture, social status, and religion against other leadership members, including the director.

The conflict is making it difficult for anyone to continue working with the organization. The leadership team is composed of seven members. Six of the members, including the director, are women. There are two African-American members, including the only man on the team. There is one Hispanic member.

The other four members, including the director, are Caucasian. You have successfully handled small conflicts among the volunteers and staff in the past, and now they have asked you to step in and see if you can help resolve the conflict before it destroys the organization. Leadership has already agreed to bring you in to try and help the situation, but you know you need to have a solid plan for this undertaking. Preparation Use the Capella library and the Internet to research conflict negotiation strategies and conflict resolution styles. Find at least three resources to use in this assessment to support your plan.

Requirements Include the following in your conflict resolution plan: · Identify the factors that may be responsible for causing the conflict. · Explain how the conflict is affecting the rest of the organization. · Describe the conflict resolution style you will use in this situation. · Explain the conflict negotiation strategies you will try. · Based on your chosen strategies, determine the likely outcome. To facilitate the evaluation of your plan, format your plan according to APA guidelines. Additional Requirements · Submit 3–4 typed, double-spaced pages, not including title and reference pages. · Use 12-point, Times New Roman font. · Include a title page and reference page. · Cite at least 3 current scholarly or professional resources.

Assessment 3 Assessment Instructions Suppose you are an active member of a community blog site that focuses on current events. The administrator of the blog has contacted you and asked you to write a blog on recent national events involving law enforcement agencies. The title of the blog is to be "Conflict and Power." Preparation Search the Capella library and the Internet to locate resources that address the dynamics of power and conflict (in particular, with relation to law enforcement), the relational theory of power, perceptions of power, and how things such as gender, culture, and ethnicity can affect that perception. Requirements Complete the following: · Describe the factors or conditions that contribute to conflict situations between law enforcement and citizens. · Explain how perceptions of power may contribute to conflict situations between law enforcement and members of a community.

Be sure you consider the perceptions of both the police and individual citizens. · Use the relational theory of power to explain how perceptions of power affect the ability to resolve police–community conflict. · Identify strategies you believe might be effective in reducing or resolving conflicts between police and communities. · Choose one strategy and determine the likely outcome. Although an actual blog would not have any specific formatting, format this assessment following APA guidelines. This format will facilitate faculty evaluation and feedback. Additional Requirements · Submit 3–5 typed, double-spaced pages, not including title and reference pages. · Use 12-point, Times New Roman font. · Include a title page and reference page. · Cite at least 3 current scholarly or professional resources.

Assessment 1 Assessment Instructions Suppose you have been asked to write an article on interpersonal conflict for a local organization with which you are affiliated. You may choose any type of interpersonal conflict, such as between spouses, among family members, between members of a social group, or other, but your focus must be interpersonal conflict. Preparation Search the Capella library and the Internet for scholarly, professional, or other appropriate resources that address the topic of interpersonal conflict. Keep in mind that Wikipedia is not considered an appropriate resource. You will need at least 2 resources to support your work in this assessment.

Requirements Complete the following: · Define the term conflict. Do not simply copy a definition from a source! . What does conflict mean to you? . How does that compare with how others define conflict? · Describe communication behaviors that can lead to conflict. · Explain how the communication behaviors affect interpersonal relationships. Be sure to consider communication behaviors in a variety of situations. · Explain how differences in gender, age, culture, race, and so on can contribute to interpersonal conflict. · Recommend at least one strategy that can be used to resolve interpersonal conflict.

Because this is an article for publication, format your assessment following APA guidelines. Additional Requirements · Submit 2–3 typed, double-spaced pages, not including title and reference pages. · Use 12-point, Times New Roman font. · Include a title page and reference page. · Cite at least 2 current scholarly or professional resources. Assessment 2 Assessment Instructions Suppose you work in an organization that seems to experience a great deal of conflict between individuals and between departments. The director of your department has asked you to draft a report he can use to brief his colleagues in executive leadership on institutional conflict and how it can affect an organization. Part of the report needs to offer recommendations on how to resolve conflict.

Preparation Search the Capella library and the Internet for scholarly or professional articles that address institutional conflict and institutional change. You will need at least 3 articles or resources to use in this assessment. Requirements Complete the following: · Describe at least three reasons for conflict within an institution or organization. How might individual differences and perceptions contribute to the conflict? · Explain the role of functional conflict in institutional change. · Explain the role of dysfunctional conflict in institutional change. · Recommend one conflict resolution strategy organizational leadership could use with functional conflict. · Recommend one conflict resolution strategy organizational leadership could use with dysfunctional conflict.

Format this assessment as a professional report. Use appropriate headings and support your statements with the resources you located. Follow APA guidelines for your in-text citations and references. Additional Requirements · Submit 3–4 typed, double-spaced pages, not including title and reference pages. · Use 12-point, Times New Roman font. · Include a title page and reference page. · Cite at least 3 current scholarly or professional resources.

Paper for above instructions

Introduction

The conflict within the organization is a pressing issue impacting efficiency, morale, and the overall mission of the collective efforts of leadership. As a volunteer with a track record of managing conflicts, I have been called upon to develop a structured approach to resolving these disputes. The leadership team is diverse but has been embroiled in tensions exacerbated by accusations of bias influenced by cultural, racial, social, and religious factors. This conflict must be addressed before it cripples the organization. The following plan outlines the factors influencing the conflict, the repercussions for the organization, the conflict resolution style that will be employed, and the negotiation strategies to be implemented.

Factors Contributing to the Conflict

The tensions present in this leadership team are rooted in several factors:
1. Diverging Perspectives on Priorities: Initial disputes arose from differing opinions on sponsored events, representing a clash between varying priorities among team members.
2. Social Identity and Ingroup Bias: The demographic composition of the team may lead to biases, as certain members feel marginalized due to differences in race, culture, and religious beliefs (Rostami et al., 2020). Such differences can foster misunderstandings and further exacerbate conflicts.
3. Communication Barriers: Inefficient communication may lead to assumptions and judgments that escalate tensions (Hocker & Wilmot, 2018). The public nature of their disputes suggests a lack of constructive dialogue.
4. Power Dynamics: The presence of a dominant group within the leadership, particularly with the director leading the charge, elevates the feeling of powerlessness among other members and may lead to resentment and accusations.
These factors create a complex situation requiring careful navigation to mend the fractured relationships.

Effects on the Organization

The ongoing conflict significantly impacts the organization:
1. Decreased Productivity: Persistent conflict leads to reduced focus on tasks and initiatives (Mayer, 2021). Team members are likely distracted by the disputes, leading to a drop in overall productivity.
2. Morale Erosion: Conflicted leadership can lead to an atmosphere of distrust and discord within the organization, diminishing morale among volunteers and staff (De Dreu & Weingart, 2003).
3. Stigmatization and Attrition: If the conflict is unresolved, it may foster a toxic environment, driving away volunteers and staff who prefer to avoid such hostility, ultimately harming the organization's reputation and sustainability (Becker et al., 2018).
4. Public Perception: The public nature of the conflict suggests that it can jeopardize the organization's standing in the community, leading to diminished support and engagement from stakeholders.
Addressing these issues promptly is crucial to ensure the organization's longevity and maintain healthy interrelations among leaders.

Conflict Resolution Style

In this scenario, an Integrative Conflict Resolution style will be employed. This approach enables collaboration and seeks win-win outcomes, where all parties feel their interests are acknowledged and valued (Fisher & Ury, 1991). This style is especially useful in the context of the varied backgrounds of the leadership team, as it emphasizes understanding and cooperation over competition.
The steps involved in this resolution style include:
1. Open Dialogue: Encourage all leaders to express their perspectives in a controlled and respectful setting.
2. Identify Common Goals: Communicate the shared objectives of the organization and the essential role of collaboration in achieving these goals.
3. Collaborative Problem Solving: Utilize brainstorming techniques to generate solutions collectively.

Conflict Negotiation Strategies

The following conflict negotiation strategies will be implemented to facilitate resolution:
1. Facilitative Mediation: As an impartial mediator, I will encourage open dialogue, interjecting for clarity where necessary to ensure that all parties feel heard (Ewert, 2020).
2. Interest-Based Negotiation: Shifting focus from positions to interests among leaders will allow each member to understand others' motivations and facilitate finding common ground (Fisher, Ury, & Patton, 2011).
3. Structured Conversations: Leading structured conversations with an agenda can keep discussions productive, allowing each leader to voice concerns while steering clear of personal accusations (Boulle, 2018).
4. Collaborative Workshops: Hosting workshops focused on team-building and understanding cultural diversity can promote better relationships and empower leaders to navigate their differences constructively.

Likely Outcome

Adopting these strategies should foster a more cooperative atmosphere, leading towards resolution. Notable outcomes can include:
1. Increased Trust: Engaging the leaders in open discussions can rebuild trust, creating a willing environment for collaborative efforts moving forward (Hahn & Smit, 2020).
2. Enhanced Communication: An open dialogue will cultivate understanding regarding each leader's challenges and viewpoints, fostering better communication in the long run.
3. Improved Relationships: Through collaborative efforts and workshops, relationships initially strained may find newfound commonality, strengthening teamwork essential for organizational success.
4. Organizational Stability: With conflicts resolved, the organization can focus more on its mission, thus enhancing productivity, morale, and long-term sustainability.

Conclusion

The conflict resolution plan outlined above aims to facilitate effective communication among leaders while prioritizing an inclusive environment for all members. By employing integrative conflict resolution techniques and negotiation strategies, it is anticipated that we will restore functionality to the organization and secure a collaborative future for the leadership team.

References

Becker, T. E., & Kernan, M. C. (2018). The impact of organizational conflict on individual performance: A meta-analysis. The Leadership Quarterly, 29(6), 863-877.
Boulle, L. (2018). Mediation: Skills and techniques. Cavendish Publishing.
De Dreu, C. K. W., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741-749.
Ewert, M. (2020). Mediation in conflict resolution. Journal of Conflict Resolution, 64(2), 142-154.
Fisher, R., Ury, W., & Patton, B. (2011). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
Fisher, R., & Ury, W. (1991). Getting to Yes: Negotiating Agreement Without Giving In. Penguin Books.
Hahn, F., & Smit, D. R. (2020). The role of communication in conflict resolution. Journal of Peace Research, 57(5), 678-690.
Hocker, J. L., & Wilmot, W. W. (2018). Interpersonal Conflict. McGraw-Hill Education.
Mayer, B. (2021). The Dynamics of Conflict Resolution: A Practitioner's Guide. Wiley.
Rostami, A., Ebrahim, A., & Khosravi, S. (2020). The impact of social identity on workplace conflict. Human Resource Management Review, 30(3), 100710.
This plan ensures a comprehensive approach to addressing and resolving the underlying issues within the leadership, effectively creating a more harmonious work environment moving forward.