Sociological Affects of Child Abuse on Victims - 2031 Words

Running head: Sociological Affects of Child Abuse on Victims: Victims May Become Abusers Sociological Affects of Child Abuse on Victims: Victims May Become Abusers Author: Jenny Bailey Northeast State Technical Community College SOCI 1020 I70 Instructor: Mr. Smith Research Paper July 31, 2009 Research Discovery Process I wrote in my journal 2 to 3 days a week, and most all of the entries were the same: me feeling bad for my children because they have fathers that do not help me raise them financially or emotionally, or thinking of the memories I have shared with my children-good and bad, or the worries I have about my children growing up†¦..until my last journal entry on July 9, 2009, about a young boy named Cody, (whom is a friend†¦show more content†¦These juvenile offenders each had at least two felonies on their criminal records, and most of them have been locked up in a Youth Development Center (prison for juvenile offenders) for years before we got them. These juvenile’s charges ranged anywhere from rape of a child, to vehicular homicide and attempted murder. Only 1 juvenile offender graduated the program in 2007, 10 ran away, and 8 were sent back to a Youth Development Center.† Betsy also said, â€Å"Our statistics show that only 3% of the juvenile offenders that are put into our program make it through the program, live productive social lives, and do not go back into custody, or to prison†. (Betsy Brown, Personal Interview, July 16, 2009) According to White, Donat, and Bondurant (2007, p. 95), in the book ‘Taking Sides Clashing Views in Gender’:â€Å"Children, especially those from abusive homes, have many opportunities to learn that the more powerful person in a relationship can use aggression to successfully control the less powerful person†. Abused children tend to be caught up in damaged relationships and are not socialized in positive, supportive ways. Children in these situations learn defiance, manipulation, and other problem behaviors as ways of escaping maltreatment. Abuse is a pattern that leads the victims to learn to exploit, degrade, or terrorize. They may also come to expect interpersonalShow MoreRelatedThe Sociological Imagination And The Social Issue Of Child Abu se1492 Words   |  6 PagesIntroduction The Sociological Perspective was a concept argued by C. Wright Mills was and still is a valuable tool to help people look at, understand and interpret their everyday lives and social world around them (in which they live). The argued perspective will be discussed through the use of the Sociological Imagination with the Personal Problem of Depression and the Social Issue of Child Abuse with what can be done to solve both of these ‘Dilemmas of Youth’. 2. 1. 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Since human individuals Free Essays

string(197) " to different clients or patients, found commonality in his interactions that help facilitate better recovery and congruence as modelled by a therapist eventually gained its place in his approach\." Psychology has made great strides in the development of principles and methods and the discovery of facts which find useful application in various aspects of everyday life. The objectives of psychology are : (1) to understand human behavior; (2) to predict human behavior by means of observation and experiment; (3) to influence or alter the behavior of he individual or group in desirable ways so that he can achieve the goal he desires (McLeod, 1998). Psychology is the scientific of human behavior and mental processes; a study which is of considerable interest to almost all people. We will write a custom essay sample on Since human individuals or any similar topic only for you Order Now In the pursuit of this study is the important feature of understanding the goals or objectives. To describe, explain and predict behavior and if possible control or modify it, are the main objectives of this scientific discipline. These objectives confine as well as broaden student’s approach towards a deeper perspective of the field in the sense that he/she will have a grasp on the variety of subject matters that psychology provides, the advances or breakthroughs it has attained, its inadequacies and shortcomings, as well as forthcoming challenges the discipline faces. Since human individuals are complex and changing, the study is fascinating yet possesses a certain degree of difficulty. Fascinating because it explores all the facets of being human and possessing a certain degree of difficulty because of its multifarious sub-disciplines. Behavior is described and analyzed (McLeod, 1998). On this basis, an attempt to predict behavior is possible, and although this may not thoroughly and completely be accomplished in some endeavours, the basic understanding then is that there are certain expectations concerning how any person would act or decide upon things that are within his conscious awareness. Psychology is of great importance to man since psychological problems are common to group relations, in whatever framework a person or group of individuals come from (McLeod, 1998). The work of a counsellor is a privilege since the counselee or client will be unfolding his life and makes himself vulnerable to a stranger. It is not an easy choice to make hence, all the training and knowledge would be indispensable to help the client reveal and trust himself to another. Counselling is not a very easy job. But it can be facilitated well when there is a clear vision of what and how it unfolds in the relationship that is established with the client (Nelson-Jones, 1988). A healthy personality does not mean it does not have any difficulties at all. It means that a person has the capabilities to withstand any turmoil or stress that come his way. He has learned the skills to make him adjust to the internal and external stresses; minimizing conflicts from within and without but in a healthy and normal functioning way. Personal growth occurs in the context of self-insights; insights concerning the workings of one’s mind in relation to the structures and stimuli around the person. The self-insight is very significant and crucial to the client for him to be able to work well with those who are there to assist in his recovery and eventual personal growth (Smith, 1999, 2004; Rogers, 1980). The important thing is that of flexibility and resiliency on the counselor’s part when to apply or implement the theory (i. e. , person-centred in this case) in the context of the client. It starts with the identification of specific problems and especially the root causes (Lishman, 1994). When this is confidently achieved, the therapist is actually midway to attaining his/her goals which includes not only the relief of the symptoms that the sufferer is currently experiencing but especially the reduction of the occurrence if not altogether eliminated. The specific treatment goals are likewise essential and it helps in the remaining aspects or levels of the process. The diagnostic part by itself in most cases is considered therapeutic since many clients have experienced immediate relief. In addition, another important ingredient in the process is to identify effective reinforcers which help people in crisis for instance or those in acute and chronic mental and emotional anguish to sustain their plan for change and control of their disorders. Helping the client set up a kind of self-help management program is a very effective strategy to pursue within the relationship (Smith 1997, 2004). Nature of the therapeutic approach Within the person-centred approach human nature is understood as that of the individual possessing to the innate capacity of man towards growth, health and fulfilment which means that man is basically good and equipped to face many obstacles in life. Client-centred therapy avoids the imposition of goals on the patient or client during therapy. It is the client who takes the lead in the session and of the conversation. It is the job of the therapist to create the conditions conducive to the client’s positive judgment of those experiences that are intrinsically satisfying to the client. The ‘goal’ then is to reach the point where the client desires to be a good and â€Å"civilized person. † Unconditional positive regard enhances this atmosphere however, and although the goal may be difficult to achieve, unconditional positive regard eventually, according to Rogers, encourages even the â€Å"`unbehaved† to conform or even transform (Corey, 2004; Smith, 1999, 2004; Rogers, 1980). Anchored on Carl Rogers’ theory on the person-centered approach of understanding behavior and applying such an understanding to the â€Å"healing† process, the concept of congruence is among the highlights of this renowned theorist’s perspective. It is understood as a concept which usually starts or initiated by the therapist or practitioner and modelled to the client whereby the former displays more of the real person that he/she is and reducing denial of the real struggles or feelings that tend to be kept inside (Smith, 1997; Rogers, 1951; Smith, 1999, 2004; Rogers, 1980). In the process, the client learns to unveil the real self rather than assume a facade which not only masks the real problems, make the therapeutic relationship increasingly difficult (Rogers, 1959). Rogers probably in his long years of exposure to different clients or patients, found commonality in his interactions that help facilitate better recovery and congruence as modelled by a therapist eventually gained its place in his approach. You read "Since human individuals" in category "Papers" Application or Action Point: Case study: â€Å"Mrs. Todd was admitted to an elder care home following the death of her husband and at the request of her daughter, aged 70, who could no longer manage. Six months after admission Mrs Todd refused to get out of bed for a week, saying that there was no point. During the sensitive questioning by the residential social worker revealed that Mrs Todd had never come to terms with the loss of her husband. On top of this she had been unable to put into words her grief, plus the perception that she had lost control independence, despite high-quality care in the home, had resulted in confused thinking, distortion of grief and withdrawal. † There are some â€Å"steps† that had been coined by Rogers to put the theory in â€Å"action, so to speak. However, it is imperative that the progression of the helping relationship is not forced or hurried. The goal in this case is for Mrs, Todd to be â€Å"influenced† by the counsellor’s sense of optimism which means that these positive characteristics must somehow rob off on the client. Roger’s understanding is that helping someone can only be most effective when the person is encouraged or has moved on from a state of despondency to vitality regardless of her/his circumstances. This is the primary reason that Roger’s extensive discussion also revolves around the congruent self (Smith, 1999, 2004; Rogers, 1980). One important aspect of the person-centred approach is the empathy that should be exhibited by the counsellor/therapist. Carl Rogers (Smith, 1999, 2004; Rogers, 1980) initiated the model with the premise that within each person is the capacity to eventually surpass any obstacle with the help and support of critical people. The unconditional positive regard which when cultivated by a therapist is believed to be very crucial to the recovery and healing of the patient. There is curative value to the skills which, importantly, shall comprise the approach that the therapist takes in the course of their healing relationship. In the case of Mrs. Todd whose state of discouragement and grief had not been overcome will be a point of reference for the counselling setting. The person centred therapist is a believer that when given time, a patient-listening-ear and other skills, help for Mrs. Todd is to tap the inner strength that she possesses can be had. The goals of therapy include the readjustment of a person’s understanding of himself, becoming aware of the discrepancies of his real experiences and real self versus the projection of other’s viewpoints and rubbing these onto him, thereby affecting the person of the right attitude and perspective of what life is truly all about (Smith, 1999, 2004; Rogers, 1980). Because the emphasis is on the uniqueness of the individual, it goes beyond the mere acceptance of the real worth of the self. It also accepts that there are realities in life that need to be accepted but the individual must transcend above these unwelcoming encounters. The importance is to accept as well that one’s choices and decisions are important and the person must accept his responsibility of the consequences of his actions (Smith, 1999, 2004; Rogers, 1980). One important aspect of the person centered approach is the empathy that should be exhibited by the counsellor/therapist. Carl Rogers initiated the model with the premise that within each person is the capacity to eventually surpass any obstacle with the help and support of critical people. The unconditional positive regard which when cultivated by a therapist is believed to be very crucial to the recovery and healing of the patient. There is curative value to the skills which, importantly, shall comprise the approach that the therapist takes in the course of their healing relationship (Smith, 1999, 2004; Rogers, 1980). The therapeutic nature of the person centred therapy to help this person get the insights, not only to the death and the sense of loneliness and seemingly abandoned feelings at this point in her life, but especially to the fact that other lives are affected as well is not easy as it may seem when one uses this approach. Mrs. Todd must wade through her confusions, her feelings of despondency and the sense of hopelessness. What is actually happening when there is a gradual realization of these issues and the hope that the future may hold for her, is that the practitioner is more than a crutch and a pole that pulls the patient. The therapist with or without the conscious awareness of the patient is her source of strength and resolve to weather the seemingly heavy burden ahead of her. That is why for many, this approach has become widely used; it is to an extent a very successful model in the field of psychotherapy (Smith, 1999, 2004; Rogers, 1980). The client or person-centred therapy is persuaded that a person is only understood from the point of view of his or her own perception and emotionality or feelings, also known as the phenomenological world. It takes time to be able for the therapist to look into how Mrs. Todd, in this particular case, experience events not just at the events that Mrs. Todd is experiencing; i. e. , her problems and her seemingly hopeless outlook. Mrs. Todd‘s phenomenological world is a major determinant of behavior and what makes Mrs. Todd’s unique from other patients (Smith, 1999, 2004; Rogers, 1980) The person-centred therapeutic goals attempt to empower the patients or clients to increasingly be made aware and accepting of the real self’s true beliefs and worth and condition the person to realize these –worth and self-acceptance within the therapeutic relationship. The management then is not impossible but neither is this easy. Specifically, the counselee or patient must want to heal or believe that there is going to be curative effects in the process. It presupposes that he/she must learn to trust the therapist in his/her capabilities as well in leading or facilitating the changes or modifications. It is very much essential that (in the perspective of a cognitive-behaviourist) that the client understands ownership to the deeds and choices in thought patterns he/she made are crucial to the recurring or occurring condition that s/he experiences (Smith, 1999, 2004; Rogers, 1980)). Moreover, the identification of specific treatments or interventions according to the diagnosed issue will be accommodated and implemented based on the chosen treatment modalities fit with the therapeutic approach utilized. Another contention of this approach is that the therapist should never attempt to manipulate the circumstances for Mrs. Todd. What is important is that Mrs. Todd should create conditions that will empower her to make decisions of her own. The premise of this approach lies in the belief that when a person like Mrs. Todd is no longer concerned with the evaluations, preferences and demands that others make upon her, she will then be released to spur on and live according to the expected innate tendency to self-actualize or reach her potential self. Many of those who use this approach however, do not usually strictly use the pattern that Rogers indicated in his model. In this case, a counsellor’s personality and disposition must merge well with this approach. This is because, the skills needed are at times individual in nature; the crucial aspect then is how some of the strategies must be patient to put up plain unconditional positive regard (Smith, 1999, 2004; Rogers, 1980). There is no hundred percent guarantee that Mrs. Todd will be able to fully heal in every aspect of her struggling life. Her problems can be real as she has to cope with the loss that can no longer be restored. So much so that it is not easy in the individualistic society that America is and become confined in a home or institution whose caregivers may be distant. When a therapist pursues the client with tenacious determination to enable and empower the patient, it is not impossible that the likes of Mrs. Todd will have her life back and find meaning even in the twilight of her years. Conclusions It is always worthwhile to spend ample time thinking and studying the many-faceted dimensions of human persona, from physical to moral and psychological areas among others. It has contributed a lot to my personal understanding of self-awareness and the development of the consciousness and sensitivity of what other humans like me are going through. It caters to a deeper understanding as well as acceptance of people’s frailties, and also their strengths. ~Nature and Importance of therapy Behavior is described and analyzed. On this basis, an attempt to predict behavior is possible, and although this may not thoroughly and completely be accomplished in some endeavours, the basic understanding then is that there are certain expectations concerning how any person would act or decide upon things that are within his conscious awareness Psychology is of great importance to man since psychological problems are common to group relations, in whatever framework a person or group of individuals come from. Although an immediate relief is very helpful, this may not always be the case in most illnesses. The goal as mentioned is to provide long-term reduction of the symptoms and the occurrence of the disease altogether if possible. The management then is not impossible but neither is this easy. Specifically, the counselee or patient must want to heal or believe that there is going to be curative effects in the process. It presupposes that he/she must learn to trust the therapist in his/her capabilities as well in leading or facilitating the changes or modifications. It is very much essential that (in the perspective of a cognitive-behaviourist) that the client understands ownership to the deeds and choices in thought patterns he/she made are crucial to the recurring or occurring condition that s/he experiences (Seden, 1995). ~Promoting therapy Psychotherapists believe that therapy contributes a lot to the improvement of the psychological condition of the client (Seden, 1995). Therapy can come in many varied forms and the use of these or any of these has been proven to be of vital significance to clients from various walks of life and with myriads of problems or mental and emotional challenges. Therapy may be long-termed analytical experiences or encounters or brief problem-oriented treatment/intervention. Whatever the case, these consultations and in-depth interactions and activities between a practitioner therapist and the client in most cases, are beneficial (Burnard, 1992, 1994). The relationship here is that the therapist and client relate in a cordial and friendly manner and the therapist propels the conversation in an energized tone (Hough, 2002). This sets the pace for the client to talk about themselves, how the feel about anything and everything surrounding their lives. More to that, this intricate relationship and dialogue with the therapist assist the client to hear themselves and how they experience themselves, how the therapist experiences them, how they experience the therapist as an individual and friend and so on Smith, 1999, 2004; Rogers, 1980) Needless to say this kind of therapy can be very tricky to use especially in the case of two opposite sex. It may yield a counter transference and the therapeutic distance. This may impede on the effectiveness of the therapy. It is therefore important that the therapist be very self aware of himself and objective through out the whole process of therapy. He should be in close monitoring of the evolution of the relationship with the client and on the look out for potential obstruction or abuse of power during the sessions of therapy (Smith, 1999, 2004; Rogers, 1980). This is not only a requirement in gestalt psychotherapy but basically in all psychotherapies. It is required by law that the therapist should always keep a therapeutic distance from the client because a breach in observing that distance is tantamount to abuse. This is because in therapy the client is usually vulnerable to the therapist and may feel pressured to please the authority (therapist) although in the real situation, this would be atrocious. This means that if not in the jurisdiction to the therapist to choose for the client what is morally right or wrong since the foundational basic of this therapy is that the client is responsible and is capable of charting his/her own course and behavior. Basically, in this therapy it is not about the ‘should’ and ‘should nots’ so to speak since this impedes on spontaneity and the integration of wholesome self awareness (Brearley, 1996). Reference: Burnard, P. (1994) 2nd ed Counselling Skills for Health Professionals. London: Chapman Hall. Burnard, P. (1992) Effective Communication Skills for Health Professionals. London: Chapman Hall. Brearley, J. (1996) Counselling And Social Work. Buckingham: OU Press. Hough, M. (2002) A practical Approach to Counselling, 2nd edn. London: Prentice Hall. Lishman, J. (1994) Communication in Social Work. Macmillan. McLeod, J. (1998). Introduction to Counselling. Buckingham: OU Press. (Chpt 1) Nelson-Jones, R. (1988) Practical Counselling and Helping Skills (4th Ed). London Cassel Rogers, Carl . R. 1951. Client-Centred Counselling, Boston: Houghton-Mifflin. Rogers, Carl . R. 1959. A theory of therapy, personality and interpersonal relationships, as developed in the client-centered framework. In S. Koch (ed. ). Psychology: A study of science. (pp. 184-256). N. Y. : McGraw Hill. Smith, M. K. (1997, 2004) ‘Carl Rogers and informal education’, the Encyclopaedia of informal education. [www. infed. org/thinkers/et-rogers. htm. Seden, J. (1999). Counselling Skills in Social Work Practice. Buckingham: OU Press. How to cite Since human individuals, Papers

Paradox Leader Behaviors People Management -Myassignmenthelp.Com

Question: Discuss About The Paradox Leader Behaviors People Management? Answer: Introduction An organization continuously thrive to achieve the goals it has set for itself to achieve increased profitability and sustainable growth, but in the path they keep on encountering challenges which come in the path of its success. Conflicts can be seen as an inevitable part of organizational life since the goals of different stakeholders such as the managers and employees are quite often incompatible. Conflict can be understood as an unpleasant fact in any organization as long as people compete for jobs, resources, power recognition and security. Organizational conflict can be understood as the dispute which occurs when interest, goals or values imbibed in an individual or groups differ from others. This eventually leads to a state when they start frustrating each other in an attempt to achieve their objectives. Conflict arises in a group due to scarcity of freedom, position and resources. People who value independence more often tend to resist the need of interdependence and conformi ty, in a similar manner people who seek power struggle with others for position or status within the group (Wallensteen, 2015) The study here will analyse the managerial implications of the conflicts in the organization and the challenges managers face in managing the interface conflict. Concept of Conflict and Conflict Management Conflict has a plethora of definition from different scholars and researchers, but despite multiple definitions there are several common ideas which can be derived from them. Conflict can be understood as processes which begin when one party perceives that another party has negatively affected or is about to negatively affect something that the first party cares about (Kong, Dirks Ferrin, 2014). It is a condition which arises whenever the perceived interests of an individual or a group clash with those of another group or individual in such a way that strong emotions are aroused and compromise is certainly not the solution for it. The above points clearly imply that conflict exists whenever an action by one party is seen or perceived as preventing or interfering with the goals, needs and actions of other party. Conflict can be seen as a perception issue-parties to the conflict must perceive that it exists or it does not exists (Clegg, Komberger Pitsis, 2015) Some people get confused between conflict resolution and conflict management, but there is a good difference between the two. Conflict resolution is an integral part of the conflict management, and conflict management encompasses both conflict stimulation and conflict resolution techniques. Personalitys differences or a clash in the emotional needs is one of the major causes of conflicts .Some of the major causes of conflicts in the organization are: Lack of information-Conflict arises when employees feel that they are less important in the organization and hence less information is shared with them in comparison to other. Lack of resources-Conflict arises when employees feel that management does not provide them with adequate resources to do their job, leading to dissatisfaction and reason for a conflict(Mago, Shemek Sheremeta, 2016) Personal relationship- Workplace is stressful, and when people are not able to cope up with personal differences, conflict arises owing to personal relationships. Incompetent management-At times managers are not competent for the job and hence they cause confusion among the employees leading to stressful situation eventually ending up in causing conflicts(Anderson,Potocnik Zhou,2014) Managerial Expectation-It is the job of the employee to meet the expectation of their managers, but in the case where expectations are not communication or expressed properly, conflict may arise. Breakdown in communication-This arises when one department requires information from another department, and the other department does not respond positively or conceals some information. This results in interdepartmental conflicts. Misinterpreting the information-This is very prevalent in an organization, a person at times misunderstands or misinterprets something said by someone resulting in serious conflicts(Shemla, Meyer, Greer Jehn, 2016) Lack of accountability-This can arise when nobody comes forward to take responsibility and accountability for ones action leading to a bad situation in an organization. This evokes frustration leading to conflict amongst the employees. Challenges faced by managers in managing Interface Conflicts Managers are supposed to manage the employees underneath them and facilitate an environment of sustained learning and growth in the team. Some of the challenges faced by managers are: Limited resources-In an organization resources are limited and scarce, and the team or the individual members fight over the competing resources, which poses a challenge for the mangers in dealing with kind of conflict arising out of limited resources(Strange, Dreher, Fuchs, Parks Tierney,2017) Departmentalization and specialization-In an organization there are multi departments according to their specialization, manager often find it difficult to manage the conflict arising out of the departmental conflicts. Role expectation-It is basically the misalignment between the requirements of the job as described and the actual nature of job, causing resentment among the employees. This is one of the major challenge manager faces on account of managing the job expectations(Hambrick, Humphrey Gupta, 2015) Environmental change-Organization tend to undergo change all the time, the change may be business oriented, process change, technological change, department change and so on. Employees find it difficult to accept the change which leads to conflict with the management. This is one of the major challenges posed to the managers owing to the change in environment. Communication block-This type of challenge is faced by managers when one group has different information than the other and manager finds it really difficult to make a connect between the two. The manager is in a state of mind where he is unsure about which side he has to pick and does not have strong reasons to support his argument, thus leading to a challenge(Albers, Wohlgezogen Zajac, 2016) Doing something unethical or wrong-At times it happens in an organization that managers have to take a morally wrong path or adopt ethically wrong method to achieve an objective or complete a role. This at times does not go down well with the team members resulting in a conflict, further leading to a challenge to managers to handle the same. Team and peer conflicts-Managers want all its team members to collaborate and work in sync with each other creating positive synergies in the team, but employees due to diversity in the workplace get into conflicts disrupting the harmony in the team and resulting in a conflict. Managers thus find it extremely challenging to manage such conflicts(Zhang, Waldman,Han Li, 2015) These are the challenges managers find in managing the conflict, it is the limited control and power in their hands and the huge expectations the employees have on their managers leading to the issues and challenges managers face in managing interface conflicts. Conflict management Strategies These are some proven strategies which managers use while resolving a conflict Accommodating- This is the strategy in which the other party is asking whatever is demanded by them or requests for it. For example if employees want casual dressing in office, the managers can allow a casual Friday to accommodate their demands(Hillman, 2014) Avoiding-This strategy is aimed at putting off a conflict for an indefinite amount of time. The strategy is simple, by avoiding, delaying or ignoring the conflict; an avoider hopes that the problem will get resolved on its own. People who actively avoid conflict have a low esteem and low power. But this conflict management strategy is quite successful, although it has its implications as well(Mulki, Jaramillo,Goad Pesquera,2015) Compromising-This is another useful strategy used by the managers, it involves calling up both the parties in the conflict to give up the elements of their position in order to establish an acceptable, if not agreeable solution. This is the strategy which prevails most in the organization where the parties hold almost equal power. Competing-This can be summed up as a zero sum game. In this one party wins and the other loses. This strategy works best in a limited number of conflicts such as emergency situation. Collaborating-It can be seen as one of the best positive strategy which leads to better outcomes. In this strategy ideas given by several people are collaborated to come at an agreeable solution. Managerial implication of conflicts in an organization Managers often become a part of conflict arising in the organization and even if they try to remain out of it, they are dragged into the situation. Managers serve as connectors between the organization and the employees and hence they are automatically in middle of a conflict, even if they wish for it or not, some of the implication can be: Deteriorated communication- Managers are often the peacemakers or the communicators of the policies and procedures from the top management to the middle and lower level employees, hence they are very important wheel of the organization. It is seen that whenever a manager is involved in managing a conflict the flow of communication between the organization breaks. Manager is often seen in solving conflict and his time gets wasted in resolving the conflict. Communication sustainability is required in the organization, and if this breaks, a lot of business processes gets affected. Deteriorated communication is one of the biggest managerial implications of conflict management(Fotohabadi Kelly, 2018) Ineffective management of time-A manager is a person who is given additional responsibilities because he has proved his mettle in the past and is capable enough to lead his time. He is disciplined, values time and plans his day ahead to effectively utilize his time. Being dragged in conflict arising amongst the team or department, he is unable to manage his time. Most of his time gets wasted in consoling either of the parties and try to come up with strategies to cajole either of them. Due to all these unproductive time wasting activities he finds himself in a position with less time at his hand to work on his KPI/Goals. Decreased productivity- Productivity/KPI is the benchmark against which the performance of the manager is being evaluated. In the atmosphere of conflict he is unable to get the goals of the organization fulfilled which adversely affects his productivity and thus his performance. Every person has the same number of hours to work in the organization, and if most of the time gets wasted in controlling the conflict and visiting each and every aspect of the conflict to arrive at an agreeable or an acceptable solution, the productivity of the manager crumbles down with a high pace. Decreased productivity can further lead to serious implication on the learning and growth of the managers. Negative work environment-Conflict arises when an individual or a party is not comfortable with the other person or a group, this can be due to multiple reasons like; cultural diversity, lack of resources, communication challenges, hiding the information and many more. All this creates a negative work environment and the teams do not find themselves motivated enough to come to work. Negative work environment is one of the biggest demotivating factors for the employees, and in such condition the productivity of the entire team hampers which results in a negative implication on the manager. Manager is then seen to be incompetent and perceived as not a good leader in managing/leading the team. High employee attrition- Conflicts are bad in general, in organization conflicts can be understood as termite which is dampening the pillars of success and growth. Employees work in an organization which facilitates an environment of positivity, learning and growth. When conflict arises in the organization and if not handled properly, leads to grapevine and rumours about the organization or the managers. It is often said that employees never leave the organization, but they leave their managers. Thus employees on seeing that the manager is unable to manage or handle the conflict, starts looking out to switch teams or even move to different companies. This employee attrition has a very negative impact on the performance of the managers. Conclusion Conflicts can be both positive and negative in nature, but the negative effects of conflicts are far worsening than the uplifting effects of positive conflicts. Thus it is always advise to have openness in communication, strengthening the team, team building activities, open forum for employee grievances in the organization so that the conflicts can be reduced as much as possible. Conflict is one of the biggest time wasters for the managers as they eat up on the time and their productivity, also lead to negative work environment. Thus it is highly advised that efforts should be made to reduce the conflicts arising in the organization and conflicts should be handled as and when they arise and not to be ignored. References Albers, S., Wohlgezogen, F. and Zajac, E.J., 2016. Strategic alliance structures: An organization design perspective.Journal of Management,42(3), pp.582-614. 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