DQ1-Describe two different conflict situations that you are familiar with or have experienced.

The first conflict situation that I have experienced is a personality-based conflict. We are not always going to like everyone we meet or work with but at the end of the day a job is a job and that is what we are here to do, we are here to work. Regardless if we like someone or not, we all have a job to do. I currently work in a place where it is very clicky and groups do not like other groups and if you are friends or talk to one person others will dislike you. I experienced this within the first 2 months of working in my current position. Because of the people I made friends with and decided to hang out with outside of work the other group I used to talk to all started to ignore me and pay no attention to me. It is like I have said before you may not like the people you work with but to create a hostile work environment is not fun or helpful in any way shape or form.

A second conflict I am familiar with is discrimination. While I have not seen it happen I have heard stories of it happening, again, in my current position. I work in a female prison facility and there have been rumors about certain people being sexist and also discriminate against people who have accents. I tend to just let people talk and say what they need to say, because I have not personally heard anything I can’t say that these things have happened to me, but there are multiple stories going around because of these acts. I, myself, have not been discriminated against, that I am aware of.

Explain various conflict-management techniques that are used by police managers to manage conflict.

There are many techniques that police managers can use to manage conflict. One technique that I feel would be very useful would be problem-solving. Management that have great problem-solving skills, I feel, can solve many problems that come their way. Regardless of the situation, as long as they can stay calm and collected and solve the issues; that is a great technique to have and to learn. A second technique to manage conflict that I believe is beneficial is listening. When a group of employees or just 2 people are arguing and they cannot see either side of the situation because they are in a heated argument, as a leader listening to both sides I would be able to pull the important information coming from both sides or as a group. I would be able to explain what each is saying and what they need to listen to because sometimes when there is a problem and people are just yelling over one another they don’t tend to listen to the complaints or arguments or anything.

DQ2- Functional conflict is a healthy, valuable difference between gatherings or people, while dysfunctional conflict is an unfortunate contradiction that happens between gatherings or people. Both functional and dysfunctional conflict can happen in any work environment. Managing it in a healthy, compassionate, and ideal way is basic to keep up and improve the profitability and proficiency of any association.

Functional conflict is in accordance with the objectives and policies of the company or organization. It increases productivity and inspires representatives to locate an imaginative answer for the current issues. Dysfunctional conflict can emerge from individual contrasts and non-business related issues, for example, various belief frameworks. While the issues are not identified with the current work (side conversation), these conversations can meddle with peoples’ capacity to zero in on their assignments at hand and cause disruption in an organization. A great example that I was taught is that religion and politics shouldn’t be discussed in a work environment or a bar.

Conflict creates new thinking. Despite the fact that it is frequently accepted that individuals maintain a strategic distance from the conflict, numerous individuals really appreciate it in a specific way since it tends to stimulate thinking. Thinking about an alternate perspective – which in specific cases represent struggle – can open up additional opportunities and help to create new thoughts that may some way or another have not been thought of.

reference:

Diaries, H. (2020, September 15). How To Deal With Functional And Dysfunctional Conflict. Retrieved November 25, 2020, from https://harappa.education/harappa-diaries/function…

DQ3-Working for an agency or institution may at times bring strife automatically due to the differences with personalities and attitudes. Police departments will at times run into dysfunctional conflict. In part, some officer will have ethical obligations to do their job in an ethical manner, while some will be corrupt and unethical. These actions may bring dysfunctional conflict between supervisors and employees.

However, supervisors must bring balance by deploying disciplinary actions when needed. Functional conflict is when employees are communicating effectively and efficiently in the effort to achieve a goal. A functional environment allows other persons to speak their mind without being interrupted. People engaging in a functional conflict know that the other party is a part of the group. It involves listening to what other has to say (Benziman, 2014).

Benziman, Y. (2014). Ethos of conflict, culture of conflict, and films about conflicts: The gap between theory and fictional reality. Peace and Conflict: Journal of Peace Psychology, 20(3), 300–312. https://doi-org.lopes.idm.oclc.org/10.1037/pac0000…

Respond to these 3 discussion answers, each response should be 150+ words (around 500 words total assignment). APA style, citing and reference for each response is needed.