Home Free Samples CMI Level 3 Assignment: 9 Responding To Conflict In The Workplace Unit 30

CMI Unit 309 - Responding To Conflict In The Workplace (Level 3)

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Unit 309 of the CMI Level 3 Responding to Conflict in the Workplace is meant to equip the learners with knowledge, understanding, and skills in resolving conflict in the workplace. It examines the methods of identifying and avoiding the escalation of conflicts, as well as the strategies of handling challenging discussions and mediation between sides.

The element of working in a team and the ways to establish the environment in which people can collaborate effectively are also considered by the unit. The learners will be ready to recognize the workplace conflict management strategies and employ them in various situations at the end of this unit.

Here, we are talking about some tasks given. These are:

CMI 309 Task 1 – Understand the nature of conflict in the workplace

AC 1.1 Identify reasons for conflict in the workplace.

Conflict could unfold in the workplace due to various reasons. Among the most frequent sources of conflict, there can be:

Different values or beliefs: In case of dissimilar values or beliefs, people might not concur on how best things should be done. An example of this is that a person who upholds efficiency can contradict a person who upholds quality.
Miscommunication: Miscommunication is one of the sources of conflict. As an example, a person can misinterpret a direction, or a fellow worker will make a judgment that proves to be incorrect.
Lack of resources: In case of a shortage of resources, art may make people compete in order to obtain them. An example is that two colleagues may have a similar need to have the same equipment to carry out their job.

Personality clashes: At some point, individuals fail to get along. Their work styles may be different, or they may communicate differently, although they may be working in the same job.

AC 1.2 Define the scope of conflict that may occur in the workplace.

The extent of conflict in the workplace may vary from a mere disagreement between two employees at the workplace to a full-blown argument that may progress into violence. One should bear in mind that conflict is not necessarily bad it may also be a good force that fuels creativity and innovation.

AC 1.3 Explain the impact of conflict in the workplace.

Conflict in the workplace may have either positive or negative effects. On the one hand, conflict may stimulate people to think otherwise and to generate new ideas. It may as well facilitate team spirit since individuals will collaborate to eliminate disputes. On the negative side, conflict may cause stress and anxiety, and it may destroy relationships among colleagues.

CMI 309 Task 2: Understand the signs and causes of conflict in the workplace.

Workplace conflict is not something out of the ordinary. There is a difficulty in handling it. Yet, the symptoms along with the source of conflicts should be known to solve them effectively.

AC 2.1 Discuss the signs of conflict in the workplace.

Workplace conflicts are brewing with a lot of signs. The most widespread symptoms are:

Tension or awkwardness between colleagues
People avoid or ignore each other
Increased absenteeism or lateness
Decreased productivity
Gossiping or rumour-mongering
Complaints or negative feedback

AC 2.2 Explain methods used to investigate causes of conflict in the workplace.

Several ways exist through which the causes of workplace conflict can be explored. Among the most popular techniques are:

Observation: It is possible to detect conflict by noting the behaviour of other colleagues and establishing some patterns that depict the existence of conflict.
Asking questions: Questions to the colleagues, which may be asked in a one-to-one meeting or during a group meeting, can provide the answers to the causes of the conflict.
Interviews: Interviewing employees can be done to find out whether any undercurrents exist that can be the source of conflict.
Surveys: Surveys are a useful means of finding out the experiences of many employees with conflict at work.

CMI 309 Task 2: Understand the signs and causes of conflict in the workplace.

Workplace conflict is not something out of the ordinary. There is a difficulty in handling it. Yet, the symptoms along with the source of conflicts should be known to solve them effectively.

AC 2.1 Discuss the signs of conflict in the workplace.

Workplace conflicts are brewing with a lot of signs. The most widespread symptoms are:

Tension or awkwardness between colleagues
People avoid or ignore each other
Increased absenteeism or lateness
Decreased productivity
Gossiping or rumour-mongering
Complaints or negative feedback

AC 2.2 Explain methods used to investigate causes of conflict in the workplace.

Several ways exist through which the causes of workplace conflict can be explored. Among the most popular techniques are:

Observation: It is possible to detect conflict by noting the behaviour of other colleagues and establishing some patterns that depict the existence of conflict.
Asking questions: Questions to the colleagues, which may be asked in a one-to-one meeting or during a group meeting, can provide the answers to the causes of the conflict.
Interviews: Interviewing employees can be done to find out whether any undercurrents exist that can be the source of conflict.
Surveys: Surveys are a useful means of finding out the experiences of many employees with conflict at work.

CMI 309 Task 3 – How to respond professionally to conflict in the workplace.

Regardless of how you may relate to your workmates, there will always be a possibility of conflict at the workplace. Some conflicts might be insignificant, but some might flare up fast and cause disturbances in the workplace. One should understand how to react to conflict professionally so that the work environment would be productive and the relationship with co-workers positive.

AC 3.1 Compare formal and informal methods of responding to conflict.

Responding to conflict in the workplace is done through both formal and informal ways. Among the most frequently used techniques are:

Formal methods:

Grievance procedures
Disciplinary procedures
Mediation
Conciliation and arbitration

Informal methods:

Open communication
Problem-solving
Collaboration

AC 3.2 Discuss the skills and knowledge required when responding professionally to conflict in the workplace.

These are some of the skills and knowledge that are necessary when it comes to responding professionally to conflict at the workplace:

Active listening: This is simply listening to the other person and attempting to listen to what he/she is saying.
Empathy: This is an attempt at putting oneself in the position of the other person and sharing his or her feelings.
Patience: This is necessary in an attempt to settle a dispute because it may take a period to reach a conclusion that will be acceptable to all the parties.
Flexibility: This is where one is open-minded to other solutions and is prepared to compromise.
Assertiveness: This is a component of being able to r epresent your needs and opinions in a friendly manner.
Conflict resolution: This is where a mutually-agreeable resolution to a dispute is arrived at.

In case you can resolve conflicts at work with the help of these skills, you will have more chances to overcome this conflict effectively and preserve a good relation with your colleague.

AC 3.3 Explain how to repair working relationships following conflict.

Once a conflict has been resolved, it’s important to try and repair the working relationship with the person you disagreed with. This may be achieved by:

Apologizing: In case you were wrong or you contributed to the conflict, it would be helpful to apologize for your contribution to it.
Forgiving: In case the other individual has apologized or in case you have been able to resolve the conflict, you should forgive this individual and move on.
Building trust: This will entail rebuilding the lost trust during the conflict. It can be accomplished through honesty and trustworthiness, being the person who can be relied upon.
Communicating: This is where you are able to communicate freely with the individual you have disagreed with, so that no future conflicts will arise.

In doing these, the chances of fixing the working relationship and staying in a good rapport with the individual you had a conflict are increased.

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