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Essay / Research Paper Abstract
This 3-page paper focuses on conflict in a hypothetical situation, between a senior line manager and an executive director of a manufacturing company. The paper discusses ways to resolve the employee conflict. Bibliography lists 2 sources.
Page Count:
3 pages (~225 words per page)
File: D0_MTteacon.rtf
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Unformatted sample text from the term paper:
is why human resources needs to walk the delicate balance between nurturing conflict and preventing it from exploding into hostility. In manufacturing,
for example, the Japanese had developed, during the 1980s, Quality Circles to encourage feedback from team members. More recently, in the late 1990s, Boehringer Ingelheim worked toward turning the companys
North American operations into a learning team -- but the tension between team members was so bad after six months, they almost gave up the process (Caudron, 1998).
They didnt give up, however, realizing that disagreement can be a healthy part of collaboration (Caudron, 1998). Any workforce consists of a diverse culture,
rather that diversity be gender, age, ethnic, or even peoples beliefs. More and more, experts are pointing out that conflict arising out of differences, when used constructively between people, can
benefit a corporation (Caudron, 1998). So what can our manufacturing company do when it comes to the following conflict? A senior line
manager has a new idea to save the company time, but in the initial stages, it will cost more money in terms of investment. Because of the cost, the executive
director (the managers boss) says no. This creates resentment from the senior line managers point of view, who is convinced that the executive director isnt listening to him, simply because
hes a line manager. Because of the line managers attitude, the rest of the workers picked it up, and the overall question of "how can we trust senior management?" came
into play. As a result, morale sunk (and so did productivity), while every idea introduced by senior management to improve productivity and to make people like their jobs more was
...