Laparoscopic Cholecystectomy

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Hypothesis Testing

Prepare a 1,050- to 1,400-word paper in which you formulate a hypothesis based on your selected research issue, problem, or opportunity. Address the following:

  • Describe your selected research issue, problem, or opportunity.
  • Formulate a hypothesis statement concerning your selected research issue, problem, or opportunity.
  • Determine your population, and describe which sampling method you would use to generate your sample.
  • Describe how you would collect your data, the level of measurement of your data, and which statistical technique you would use to analyze the data. Explain why you chose that statistical technique.
  • Include a conclusion of your anticipated findings.
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Subject Computer Science Pages 14 Style APA
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Answer

Conflicts in workplaces are almost inevitable as disagreements on how to undertake different functions will always emerge. Similar to other social settings, managers and workers must adopt strategies that are designed to avoid contentious issues getting out of hand. Indeed, the notion of conflict management has come to the fore in recent years as organizations seek to ensure productive working environments.

How would you ensure sufficient discussion of contentious issues in a work group? How can managers bring unspoken conflicts into the open without making them worse?

            I would ensure sufficient negotiation of controversial issues within workgroups by playing the role of a mediator. Specifically, this would involve creating an environment in which the warring parties feel safe. Often, persons is a work group have differing views and or interests and creating a safe environment in which no interests feel threatened is the best starting point (Spiroska, 2014). Playing the role of a negotiator, I would reiterate to the members that group goals ought to surpass personal/individual interests. This would also include reiteration that it is only by working together group goals can be realized. As such, some or all of personal interests ought to be shed away to move forward and arrive at the common goals. Altogether, creating the safe environment would facilitate sufficient discussion of controversial issues.

Managers can bring unspoken conflicts into the open without worsening the situation by encouraging employees to speak their about any perceived problem. This has proven a successful technique for resolving virtually all types of conflicts over the years. Worth noting, is that unspoken conflicts often have underlying problems such as grudges against others for perceived wrongdoing. Thus, it becomes crucial that the manager creates an environment in which employees can express their mind without fear of victimization. Leaving problems such as grudges unattended will almost certainly lead to vicious actions including physical fights between the differing parties. Altogether, allowing and encouraging employees to speak their mind not only allows unspoken conflicts to be brought into the open but also be treated in a safe environment.

How can negotiators utilize conflict management strategies to their advantage so that differences in interests lead not to dysfunctional conflicts but rather to positive integrative solutions?

            Negotiators can employ strategies related to conflict management to ensure positive integrative solutions by encouraging the differing parties to see the way success exploration and resolving of conflict leads to optimal results for all. In essence, negotiators should never concentrate on losing or winning but on making the two sides see the benefits of reaching an agreement. Dwelling on differences has been found to exacerbate the situation and this means that negotiators should give emphasis to any identifiable common interest between the two sides (Aquillar & Galluccio, 2008). This way, the differing groups would not be thinking about existing differences in interests but rather thinking about working as one to arrive at any shared goals. It is imperative that the negotiators make the differing sides see that compromising on some of their interests will lead to common goals. This signifies negotiators using conflict management strategies as positive integrative solutions when differences in interests are discovered.

 

 

 

 

 

 

References

Aquillar, F & Galluccio, M. (2008). Psychological processes in international negotiations. New York: Springer Science + Business Media, LLC.

Robbins, S et al. (2013). Organizational behavior. Australia: Pearson Higher education AU.

Spiroska, E. (2014). Mediation and conflict management. Journal of Sustainable Development     (1857-8519). Vol. 5 Issue 10, p 83-98.

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