30 Apr DESCRIBE THE SYSTEMS, STRUCTURES, PROCESSES AND PATTERNS IN YOUR ORGANISATION THAT COULD BE SOURCES OF CONFLICT.
Some suggest that conflict in organisations is important, as it is required to bring about change. Not everyone agrees with this view (e.g. see De Dreu, 2008*). Write an argumentative essay, which addresses the following question: Can conflict in organisations be positive? You need to substantiate your arguments through academic literature. (maximum 5 pages)
2. Ramsey and Latting (2005) explain that organisational systems can contribute to dysfunctional conflicts and the unfair treatment of members of different social groups.
a. Describe the systems, structures, processes and patterns in your organisation that could be sources of conflict. Specify in your answer in which way you see these sources potentially contributing to dysfunctional conflicts and the unfair treatment of members of different social groups. (maximum 5 pages)
b. Develop a plan of how you would go about advocating or engaging with the systemic changes required to alter the potentially problematic systems, structures, processes and patterns identified above. (maximum 5 pages)
Reading and citations from:
Journal of Applied Behavioral Science 2005; 41; 265 V. Jean Ramsey and Jean Kantambu Latting A
Resistance to Change: Unconscious Knowledge and the Challenge of Unlearning; Richard E. Clark
Discrimination at work: The Psychological and organisational Bases; Robert L Dipbpoye & Adrianne Colella
When and why do implicit measures predict behaviour? Empirical evidence for the moderating role of opportunity, motivation, and process reliance; Malte Friese a , Wilhelm Hofmann b & Manfred Schmitt
SELF-KNOWLEDGE: Its Limits, Value, and Potential for Improvement; Timothy D. Wilson and Elizabeth W. Dunn
Towards a process model of individual change in organizations; Jennifer M. George and Gareth R. Jones
Reaching Ones Personal Goals: A Motivational Perspective Focused on Autonomy; Richard Koestner
The Influence of Team Emotional Intelligence Climate on Conflict and Team Members Reactions to Conflict: Oluremi B. Ayoko, Victor J. Callan and Charmine E. J. Härtel – Small Group Research 2008 39: 121
7 Emotion in Organizations; Hillary, Anger, & Elfenbein – University of California, Berkeley Published online: 09 Apr 2008.
Affective Influences on Judgments and Behavior in Organizations: An Information Processing Perspective; Joseph P. Forgas
Moral, Cognitive, and Social: The Nature of Blame; Bertram F. Malle, Steve Guglielmo, and Andrew E. Monroe
Increasing emotional intelligence: (How) is it possible? ; Delphine Nelis , Jordi Quoidbach , Moïra Mikolajczak , Michel Hansenne
From imagery to intention: A dual route model of imagined contact effects; Richard J. Crisp, Senel Husnu, Rose Meleady and Sofia Stathi, Rhiannon N. Turner
Do You See What I Am? How Observers Backgrounds Affect Their Perceptions of Multiracial Faces; MELISSA R. HERMAN
Your assignment will be assessed according to the marking rubrics at the end of this document. Each question counts equally so your overall assignment mark will be the average of your marks for the three questions
Marking Criteria – Question 1
Criteria and qualities Fail 2- to 3 2+ to 1 Mark allocation
Introducing the idea Neither implicit nor explicit reference is made to the topic that is to be examined
0-4.5 marks Readers are aware of the overall problem, challenge, or topic that is to be examined.
5-6.5 marks The topic is introduced, and groundwork is laid as to the direction of the report.
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