Conflict And Peacemakingis Conflict Good Or Bad For An Organization ✓ Solved

Conflict and Peacemaking "Is conflict good or bad for an organization or group?" can be an interesting research question for this lecture. However, you need to define conflict before analyzing this question. The conflict we are talking about here is not inner conflict—the dilemma of a person trying to make a decision. We are talking about the difference between the actions or goals of two or more individuals—this difference, too, is defined as conflict. The question that arises then is, "Should conflict between two or more individuals be considered an argument, and should conflict between two or more neighboring countries be considered a war?" The answer to this question is "not necessarily." Myers (2008) defines conflict as a "perceived incompatibility of actions or goals." Conflict occurs as a consequence of a disagreement when there is a threat (perceived or real) to the interests, needs, or wants of the individuals involved (Office of Quality Improvement & Office of Human Resource Development, n.d.).

If you composed a working hypothesis stating that “Conflict is necessary to the success of an organization,†would this statement sufficiently explain if conflict is good or bad for an organization? Expert’s Opinion Andrade, Plowman, and Duchon (2008), in an extensive literature review of past studies on conflict, concluded that conflict should not be thought of as bad or a failure of the organization’s management. They stated that “Rather than needing reduction or elimination, conflict is the fuel that drives system growth, enables learning and adaptive behaviors, and makes innovation possible†(p. 23). If managed correctly, conflict in groups and organizations seems to enhance and transform organizations into learning environments where new ideas are developed and implemented.

However, if conflict is not managed correctly, it can result in increased hostility and poor organizational performance. Andrade, L., Plowman, A., & Duchon, D. (2008). Getting past conflict resolution: A complexity view of conflict. Emergence: Complexity and Organization, 10(1), 23–38. Myers, D. (2008).

Social psychology (9th ed.). Boston: McGraw-Hill. Office of Quality Improvement & Office of Human Resource Development.(n.d). About Conflict. Retrieved from 2020/05/28file:///C:/Users/nika.lemon/AppData/Local/Temp/1/Temp1_Conflict%20and%20Peacem...

2020/05/28file:///C:/Users/nika.lemon/AppData/Local/Temp/1/Temp1_Conflict%20and%20Peacem... Concept and statistics (Referencias) The more items, the more serious Which is Why is it important? At the end of the introduction say the purpose ... Significance of the Practice Problem Here he said he has to show that work is extremely important, that's why we're doing it. What As When Where Research Question PICOT Question + OBJETIVOS Objectives: 3 objectives Steps to answer the question, show how you answer the question.

Theoretical Framework It's 2 theories He says here is to choose any theory from those nurse Example Callista Roy. .or the others And another theory that is NOT nursing, can be psychology ,,Freud,Erickson .... And explain how these relate Synthesis of the Literature He wants 20 articles According to Author such and collaborators ... Say who studied? , showing chose what a result There are 20 paragraphs .... and everyone has to say about the article Author, anus, type of study, #de sample and result .... Practice Recommendations In the end in the articles we recommend something, of each of the 20 articles, therefore it would be 10- 20 recommendations, because some articles may match. Example Kirenia and Michel proposed this... without matching..

Project Description THIS IS THE MOST IMPORTANT THING Write this the same, putting it like this, This project will be completed through a literature review. This will be carried out through Google Scholar, CINHAL, Ana G. Mendez Virtual Libraries, WorldCat, PubMed, Internet database. The research will be peer reviewed. A minimum 30 articles of no more than 5 years will be reviewed.

I will use some keywords for my search like: Probiotic, Ventilator-Associated Pneumonia, ICU, conventional methods. The results obtained from the study will contribute to determine if the probiotic use in prevention of ventilator associated pneumonia is more effective than the conventional method, with a more cost-effective result. All information collected in this review will be kept in a locked dresser in the principal investigator's office for a period of 5 years. Both, the principal investigator and the mentor will have access to this material. After this time (5 years), the data will be eliminated with a paper shredder and discarded.

Project Evaluation Results Summarize tables with all citation will be presented in appendix A&B; appendix A will be used for the summary of primary research evidence, and appendix B will be used for the summary of the systematic reviews. Appendix A will include the citation, question or hypothesis, and theoretical foundation, research designated and sample size, key findings, recommendations or implications, and level of evidence, of each article. Appendix B will include citations, question, search strategy, inclusion/exclusion criteria, data, extraction and analysis, key finding, recommendation / implications and level of evidence of each article. Discussion and Implications for Nursing and Healthcare Conclusions of Articles 10 – 20 paragraphs of the conclusions of the Articles.

Plans for Dissemination Everything that is in blue, cannot miss. to achieve the purpose of making our research known, different types of media will be used. In the same way interpersonal communication will be of vital importance to disseminate this project. Also, other forms of dissemination will be used as: a power point and poster will be presented at the Ana G Mendez University. The power point will have a duration of no more than 30 minutes and will be presented to the teacher and classmates. While the poster, which will include a summary of this research, will be shown in the Ana G Mendez University room of the South Florida campus.

In the library of this university we will leave a copy of this literature review to be used by those who are interested in the subject. Summary and Conclusion The conclusion should start with a statement regarding the intent of the paper and your achievement toward that intention. Also, it should briefly say what was included in the paper. Remember that the introduction is a preview, and this section should contain a summary. References Remember that this is a reference list rather than a bibliography.

A bibliography is everything you read to prepare the paper but a reference list is only what you cited. If there is not a citation for a reference, it should not be here. PLEASE make sure that your references here and your citations throughout the paper are in APA format. Take the time to make sure that they are correct. We have already formatted the paper for you with this template.

Figure 1 Figures included here are most likely going to be figures illustrating your data analysis. 5 Appendix A NOTE: Order these appendices in the order in which they were referred to in the paper. Summary of Primary Research Evidence (this table may be single space) Citation Question or Hypothesis Theoretical Foundation Research Design (include tools) and Sample Size Key Findings Recommendations/ Implications Level of Evidence Legend: Level I: systematic reviews or meta-analysis Level II: well-designed Randomized Controlled Trial (RCT) Level III: well-designed controlled trials without randomization, quasi-experimental Level IV: well-designed case-control and cohort studies Level V: systematic reviews of descriptive and qualitative studies Level VI: single descriptive or qualitative study Level VII: opinion of authorities and/or reports of expert committees Appendix B Summary of Systematic Reviews (SR) (this table may be single space) Citation Question Search Strategy Inclusion/ Exclusion Criteria Data Extraction and Analysis Key Findings Recommendation/ Implications Level of Evidence Legend: Level I: systematic reviews or meta-analysis Level II: well-designed Randomized Controlled Trial (RCT) Level III: well-designed controlled trials without randomization, quasi-experimental Level IV: well-designed case-control and cohort studies Level V: systematic reviews of descriptive and qualitative studies Level VI: single descriptive or qualitative study Level VII: opinion of authorities and/or reports of expert committees Universidad del Turabo NR502: Proposal Session, NOTE: This is a template and guide.

Delete all highlighted materials. This paper is submitted in partial fulfillment of the requirements for the Master of Nursing Practice degree. Note that there is no heading that says Introduction. The paragraph or two that follows the title on the first page of your text is assumed to be your introduction. Your introduction follows the title of your paper (note that the title is not bolded).

You should start your introduction with a powerful statement or two to stimulate interest. You should identify the purpose of your paper and provide a preview of what the paper will include. Remember that formal papers are in third person, so no I, me, we except in specified areas. Significance of the Practice Problem Start this section with identification of the practice problem. This section should also answer the question “why is this important?†You should address the significance to the patient/client (e.g., pain, suffering, quality of life, impact on income potential, etc.), the family, healthcare system (e.g., impact on cost or delivery systems), and society (e.g., cost of care, need for healthcare policy).

Discuss the incidence and/or prevalence and include the financial impact if at all possible. You might discuss the impact on length of stay, readmission, home health care requirements, disability and/or mortality. Also, you should address any quality, safety, legal, and ethical implications. This discussion must be substantiated by citations from professional literature. PICOT Question This section should include your PICOT question but also should provide thorough descriptions of your population, intervention, comparison intervention, outcome, and timing (if appropriate to your question).

This section contains, in essence, your operational definitions of the variables in the question. If you use definitions from the literature, be sure to cite them. Theoretical Framework This section should include the theoretical framework that supports your MSN Project. Describe the theory or model that served as the foundation for your project. This may be a nursing theory or a theory from another discipline if pertinent and applicable.

Synthesis of the Literature Synthesize at least 30 primary research studies and/or systematic reviews; do not include summary articles. This section is all about the scientific evidence rather than someone else’s opinion of the evidence. Do not use secondary sources; you need to get the article, read it, and make your own decision about quality and applicability to your question even if you did find out about the study in a review of the literature. The studies that you cite in this section must relate directly to your PICOT question. This is a synthesis rather than a study-by-study review.

Address the similarities, differences, and controversies in the body of evidence. Practice Recommendations So. . . using available evidence, what is the answer to your question? This section is for you to summarize the strength of the body of evidence (quality, quantity, and consistency), make a summary statement, and based on your conclusions drawn from the review, give a recommendation for practice change based on scientific evidence. This would logically be the intervention of your PICOT question. You might want to design an algorithm and include it in as a figure.

Perhaps you found substantiation for usual practice, and you recommend reinforcement and education regarding this best practice. Project Description Describe the setting for your project. Include discussion of barriers and facilitators. Include resources that were required for your project. Discuss your role in the project and the leadership qualities and skills that were utilized for successful completion of the project.

This section may be in first person. Project Evaluation Results This section must include how you evaluated the planned change project. Remember that you must have evaluated the outcome(s) identified in your PICOT question Discuss the formative and summative criteria used for evaluation and time points for the evaluation. Describe and include any tool(s) that you used in your project evaluation as Appendices and discuss the reliability and validity of the review. Identify the type of data (i.e., nominal, ordinal, interval, or continuous) produced by the evaluation review.

Discuss how you controlled extraneous variables. Discuss the statistical analysis of your evaluation data. Use tables and figures to display the results of your data analysis. Tables and Figures should follow the References . You need to number tables consecutively and figure consecutively as they are mentioned in the text (i.e., see Figure 1).

While appendices are lettered, tables and figures are numbered with Arabic numbers. Discussion and Implications for Nursing and Healthcare Discuss the conclusions you can make from the project evaluation results: review and answer your PICOT question. Examine, interpret, and qualify the results. Discuss internal validity and limitations of the project evaluation. Take into account sources of potential bias and other threats to internal validity, the imprecision of measures, and other limitations and weaknesses of the evaluation (adapted from APA, 2010, p.

35). Describe the implications of your project and the project evaluation on nursing practice and healthcare. Do not overstate the significance. Identify the impact on the appropriate microsystem. Include any recommendations you have as a result of this project and project evaluation.

Also, include what you might recommend with replication of this project and project evaluation and your potential next steps for this practice problem. Plans for Dissemination This section should include your plan for sharing the results of your project within the institution and within the professional community. Discuss who you invited to the presentation of results at the institution and how you presented the information. Describe the response of stakeholders to your presentation and about the potential for sustainability. Also, discuss your plans for presentation at regional or national meetings and/or publication.

If publication is planned, discuss what journal you will submit your manuscript to and why. This section may be in first person. Summary and Conclusion The conclusion should start with a statement regarding the intent of the paper and your achievement toward that intention. Also, it should briefly say what was included in the paper. Remember that the introduction is a preview, and this section should contain a summary.

References Remember that this is a reference list rather than a bibliography. A bibliography is everything you read to prepare the paper but a reference list is only what you cited. If there is not a citation for a reference, it should not be here. PLEASE make sure that your references here and your citations throughout the paper are in APA format. Take the time to make sure that they are correct.

We have already formatted the paper for you with this template. Figure 1 Figures included here are most likely going to be figures illustrating your data analysis. 5 Appendix A NOTE: Order these appendices in the order in which they were referred to in the paper. Summary of Primary Research Evidence (this table may be single space) Citation Question or Hypothesis Theoretical Foundation Research Design (include tools) and Sample Size Key Findings Recommendations/ Implications Level of Evidence Legend: Level I: systematic reviews or meta-analysis Level II: well-designed Randomized Controlled Trial (RCT) Level III: well-designed controlled trials without randomization, quasi-experimental Level IV: well-designed case-control and cohort studies Level V: systematic reviews of descriptive and qualitative studies Level VI: single descriptive or qualitative study Level VII: opinion of authorities and/or reports of expert committees Appendix B Summary of Systematic Reviews (SR) (this table may be single space) Citation Question Search Strategy Inclusion/ Exclusion Criteria Data Extraction and Analysis Key Findings Recommendation/ Implications Level of Evidence Legend: Level I: systematic reviews or meta-analysis Level II: well-designed Randomized Controlled Trial (RCT) Level III: well-designed controlled trials without randomization, quasi-experimental Level IV: well-designed case-control and cohort studies Level V: systematic reviews of descriptive and qualitative studies Level VI: single descriptive or qualitative study Level VII: opinion of authorities and/or reports of expert committees Aggression – Hurting Others Aggression in the workplace is an important issue.

Some of the most common acts of aggression include: • Criminal acts perpetrated against employees. • Violence between employees in an organization (for example, aggression between supervisors and employees). • Violence between employees and consumers of services (for example, aggression between health care professionals and residents of nursing facilities). Let's discuss a study to understand the basis of workplace violence. Inness, M., Barling, J., & Turner, N. (2005). Understanding supervisor-targeted aggression: A within-person, between-jobs design. Journal of Applied Psychology, 90(4), 731–739.

Rugala, E., & Isaacs, A. (Eds.). (2004). Workplace violence: Issues in response. Quantico, VA: Critical Incident Response Group, National Center for Analysis of Violent Crime, FBI Academy. 2020/05/28file:///C:/Users/nika.lemon/AppData/Local/Temp/1/Temp1_Aggression%20–%20Hurting... View the PDF transcript for Basis of Workplace Violence (media/week9/SU_PSY3011_Workplace_Violence.pdf) 2020/05/28file:///C:/Users/nika.lemon/AppData/Local/Temp/1/Temp1_Aggression%20–%20Hurting...

Paper for above instructions

Conflict and Peacemaking: Is Conflict Good or Bad for an Organization?
Introduction
Conflict in organizations is often perceived negatively, typically associated with strife, competition, and a lack of cooperation. However, understanding the nature of conflict is crucial for evaluating its impact on organizational dynamics. While traditional viewpoints suggest that conflict leads to disruption, research indicates that conflict can serve as a catalyst for growth and innovation when managed effectively (Andrade, Plowman, & Duchon, 2008). This paper aims to assess whether conflict is beneficial or detrimental to organizations by exploring various theoretical perspectives, relevant literature, and practical recommendations for managing conflict strategically.
Understanding Conflict
Conflict arises when there is a “perceived incompatibility of actions or goals” (Myers, 2008). Such disagreements can occur between individuals, groups, departments, or even organizations. In organizations, conflict can manifest as interpersonal disputes, clashes of values, or competing interests (Office of Quality Improvement & Office of Human Resource Development, n.d.). The intensity and implications of conflict depend on factors such as its type (functional or dysfunctional), context, and the approaches taken to manage it.
The Role of Conflict in Organizations
Conflict can be categorized into two types: functional conflict, which can drive progress and creativity, and dysfunctional conflict, which can undermine relationships and lead to chaos (De Dreu & Weingart, 2003). According to Andrade et al. (2008), conflict should not solely be viewed as a negative force; instead, it can facilitate learning and adaptability within organizations when properly addressed. Effective conflict resolution can help teams refine their strategies, enhance decision-making processes, and promote collaboration.
Expert Opinions and Theoretical Perspectives
Scholars argue for the necessity of conflict as a component of organizational success. Kahn and Katz (1970) emphasized the idea that moderate levels of conflict stimulate performance by enhancing information sharing. In this view, teams that engage with each other's differing perspectives can develop more comprehensive insights and solutions.
Furthermore, Lewin's Change Management Model posits that conflict is essential for change within organizations. According to Lewin, an equilibrium must be destabilized for new dynamics to emerge, suggesting that conflict can serve as a precursor to positive transformation (Lewin, 1947).
Literature Synthesis on Conflict Management
A synthesis of recent studies reveals a complex picture of how conflict influences organizational outcomes. For example:
- Tjosvold’s (2008) research shows that constructive conflict positively impacts team effectiveness when individuals focus on the issues at hand rather than personal disagreements. This aligns with the idea of collaborative conflict strategies, where individuals seek mutual benefits (Jehn, 1995).
- Wall and Callister (1995) found that organizations that encourage open communication about conflict see higher levels of job satisfaction and performance. Therefore, cultivating a culture of openness can help tout the positive aspects of conflict.
- Another study by Pelled, Eisenhardt, and Xin (1999) highlights the impact of diverse teams, asserting that conflict arising from differing viewpoints can foster innovative outcomes, showcasing the competitive advantage diversity provides in creativity and problem-solving.
Potential Downsides of Conflict
Despite the potential benefits of conflict, it remains essential to address the risks associated with poor conflict management. Dysfunctional conflict can escalate tensions, foster resentment, and lead to decreased morale (Jehn, 1995). Organizations that fail to address conflict may experience increased turnover rates and reduced productivity (Dijkstra et al., 2010).
Recommendations for Effective Conflict Management
1. Foster a Collaborative Environment: Encourage open communication and trust among team members to create a space where conflicting views can be expressed constructively (Tjosvold, 2008).
2. Provide Conflict Resolution Training: Equip employees with tools and techniques to manage conflict, emphasizing active listening, empathy, and negotiation skills (De Dreu & Weingart, 2003).
3. Implement Clear Processes: Establish protocols for addressing conflict, ensuring employees know how to report issues and seek resolution support (Wall & Callister, 1995).
4. Encourage Diversity: Leverage diverse teams to foster innovative problem-solving while managing potential conflict created by varied perspectives (Pelled et al., 1999).
5. Monitor Organizational Culture: Conduct regular assessments to ensure that the organizational culture supports healthy conflict engagement rather than avoidance (Andrade et al., 2008).
Conclusion
Overall, the exploration of conflict within organizational contexts reveals that conflict is not inherently good or bad; rather, its impact is largely determined by how it is managed. When approached positively, conflict can foster innovation, learning, and growth. Conversely, if left unchecked, it can negatively affect interpersonal relationships and overall performance. Thus, organizations must prioritize effective conflict resolution strategies to harness the potential benefits of conflict while mitigating its risks.
In conclusion, the thoughtful integration of conflict into organizational dynamics can be a pathway to enhanced creativity and adaptability, proving that embracing conflict might be crucial for long-term success.
References
1. Andrade, L., Plowman, A., & Duchon, D. (2008). Getting past conflict resolution: A complexity view of conflict. Emergence: Complexity and Organization, 10(1), 23–38.
2. 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.
3. Dijkstra, M. T. M., Beersma, B., & van Kleef, G. A. (2010). The effects of relationship conflict and task conflict on individual and team performance: A meta-analysis. Journal of Organizational Behavior, 31(1), 149-174.
4. Jehn, K. A. (1995). A multimethod examination of the benefits and detriments of intragroup conflict. Administrative Science Quarterly, 40(2), 256-282.
5. Kahn, R. L., & Katz, D. (1970). Organizational stress and personal strain: a pilot study of the relationships between stressors and strains in organizations. Psychological Bulletin, 74(3), 258-273.
6. Lewin, K. (1947). Frontiers in group dynamics: Concept, method and reality in social science; social equilibrium and social change. Human Relations, 1(5), 5-41.
7. Myers, D. (2008). Social psychology (9th ed.). Boston: McGraw-Hill.
8. Office of Quality Improvement & Office of Human Resource Development. (n.d). About Conflict. Retrieved from URL.
9. Pelled, L. H., Eisenhardt, K. M., & Xin, K. R. (1999). Exploring the black box: An analysis of work group diversity, conflict, and performance. Administrative Science Quarterly, 44(1), 1-28.
10. Tjosvold, D. (2008). The conflict-positive organization: It depends on us. The Organizational Dynamics, 37(2), 97-106.
This paper serves to highlight the complexity of conflict in organizational contexts, arguing that managed constructively, conflict could be an asset rather than a detriment.