Listed below are the instructions and also the Literature Review. These references must be used for the paper. Your paper should be 15-20 pages in length, be word-processed, double spaced and follow the guidelines outlined below. Be sure to follow accepted research approaches and citation format (APA). The paper will be graded on the correctness of your analysis of your selected problem/issue; grammar and syntax; and overall seriousness and professionalism shown toward the work. 1. Introduction ○ Indicates focus or purpose of review ○ States concepts (concept words to be defined by the literature) ○ Describes organization of sources (USE TABLE) ■ Indicates basis for ordering: ● Most important to least ● Earliest to most recent ● Categories 2. Body ○ Includes quality studies relevant to your topic ○ For the presentation or reporting of specific findings from your search, use paraphrasing rather than direct quotes ○ Scholarly, but brief, critique of study’s strengths and weaknesses ○ Ethical issues needed to be assessed include: ■ Content from found studies and other work must be presented honestly and not distorted to support selected view in your paper ■ Weaknesses of study need to be addressed, but it is not necessary to be highly critical of a researcher’s work ■ Criticism should focus on content, be related to your paper, and be neutral and scholarly rather than negative and blaming ■ Sources should be accurately documented 3. Summary ○ Concise presentation of research knowledge about your selected topic (what is known and not known) ○ Judgment stating whether there is adequate knowledge to direct change or solve the issue ○ Brief statement of your proposed change or solution Limitation that can arise from your change and solution in practice or real life environment 4. References ○ APA format ○ Minimum of 5 peer reviewed articles from scholarly journals within the last 5 years References Baruch-Bush, R. A. (2001). Handling Workplace Conflict: Why Transformative Mediation? Hofstra Labor & Employment Law Journal. Volume 18, Issue 2, Article 1. Retrieved from http://scholarlycommons.law.hofstra.edu/cgi/viewcontent.cgi?article=1300&context=hlelj. A transformative model is examined in this scholarly article and is a social-communicative view on human conflict. The US Postal Service is part of this research study and this article expresses how change for the better may result through the REDRESS Program. Cross, D., Buras, S. W., & Shaw, M. S. (2014). Evaluating Conflict between Employees: Exploring the Costs to an Organization. International Journal of Aviation, Aeronautics and Aerospace. Volume 1, Issue 1, Article 4. Retrieved from http://commons.erau.edu/cgi/viewcontent.cgi?article=1005&context=ijaaa. This quantitative study examines the effectiveness of scenario-based training as a means to reduce conflict in the workplace. Deyoe, R. H. & Fox, T. L. (2011). Identifying strategies to minimize workplace conflict due to generational differences. Journal of Behavioral Studies in Business. Retrieved from http://www.aabri.com/manuscripts/121132.pdf. Differences in generational cohorts are creating conflict in the workplace and according to the author it is becoming a serious problem. An examination of Veterans, Baby Boomers, Generation X, and Generation Y are used in this scholarly article to develop practical answers for management to minimize conflict through understanding the characteristics of these cohorts. Fusch, P. I. & Fusch, G. E. (2015). Leadership and Conflict Resolution on the Production Line. International Journal of Applied Management and Technology. Volume 14, Issue 1. Retrieved from http://scholarworks.waldenu.edu/cgi/viewcontent.cgi?article=1115&context=ijamt. A scholarly article that touches on the ineffectiveness of conflict on the production line and how it negatively impacts performance. The examination of the leader-member exchange shows reviews the rewards system as a means to effect conflict change. Hayes, J. (2008). Workplace Conflict and How Business Can Harness It To Thrive. Retrieved from https://www.cpp.com/pdfs/CPP_Global_Human_Capital_Report_Workplace_Conflict.pdf. This article expresses that we as a society must learn to accept that conflict is to occur in the workplace. The author explains how return on investment is negatively impacted through lack of conflict management training. Hillman, D. R. (2014). Understanding Multigenerational Work-Value Conflict Resolution. Journal of Workplace Behavioral Health, 29:240–257. Retrieved from http://ep.shrm.org/sites/ep.shrm.org/files/JWBH%20final%20pdf%20article.pdf. A scholarly article that discusses four generations of cohorts and their diverse demographics of how conflict is caused between the groups. This evidence-based research attempts to reduce research bias, increase the legitimacy and authority of the evidence, and aid in increasing the reliability of a workplace leader’s decisions. Morris, M. W. & Fu, H. Y. (2001). OP. How Does Culture Influence Conflict Resolution? A Dynamic Constructivist Analysis. Social Cognition. Vol. 19, No. 3, pp. 324-349. Retrieved from https://www0.gsb.columbia.edu/mygsb/faculty/research/pubfiles/1297/1297.pdf. This scholarly article addresses whether private or public forms of culture should be the focus of conflict resolution. A review of the evaluation of the trait approach helps distinguish differences of culture’s strong and weak influences with a focus on constructivist approaches for managing conflict. Prause, D. & Mujtaba, B. G. (2015). Conflict Management Practices for Diverse Workplaces. Journal of Business Quarterly. Volume 6, Number 3. Retrieved from http://jbsq.org/wp-content/uploads/2015/03/March_2015_2.pdf. This scholarly article discusses the varying types of conflict and the challenges of a diverse workplace given that globalization has created a migration of a highly diverse culture. Conflict management strategies and roles of management for dealing with conflict are examined.
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