The Concept of Conflict Management and Its Usage in The Organizations

Conflict management is the process of being able to note and handle problems efficiently, sensibly and fairly without impartiality. Since conflict in a business is a normal occurrence in a workplace, it is important to have an expert who understand conflicts and knows how to tackle them. Conflict plays a vital role in today’s organization market, due to this reason people compete to show how valuable they are to an organization (Carrillo-Castrillo, & Onieva, 2014). However, from my own personnel experience, have come to understand how to identify and solve conflicts fairly, efficiently and sensibly. Solving a conflict problem can be delicate in handling. For an example, how an employee reacts and resolves a conflict will enhance or limit the employee and organization success. There are various method to use in solving conflicts. They include method of avoiding, collaborating, competing, accommodating and compromising. Moreover, from my personal experiences, these methods are the best structure in solving conflicts.

Complaint refers to as the wrong or dissatisfaction of individual over a particular thing or problem. Complaint can also be describe as the description of a person’s problem been laid in order to immediately find a solution before reaching the stage where the individual can no longer know how to proceed. The value of complains is to keep a person or organization on toes on how they might have gone wrong. Regardless of the kind of firm, having employees’ complaint is critical to the company achieving its goal if not properly attend to. It is important for an individual to have a knowledge on how to response to a complaint dissatisfaction. Moreover, there are varieties of ways to resolve a complaint problem (Hemamalinie, Jeyaarthi, & Ramajeyam, 2014). The ways in solving complaints problem is by listening to their problem, empathizing with them on their situation and asking the complaint on how he or she would like the situation resolved. Moreover, making and executing a plan to tackle the person complains, and proper follow up to ensure the complaint is satisfied is also a way of resolving a complaint problem. Solving a complaint problem helps in providing satisfaction of the complaint, which leads to the development and growth of an organization.

It is never easy for person to admit his or her mistake. Learning from one’s mistake is a crucial step in learning, improving and growing one’s self. An individual can only learn from his or her by accepting them to be able to correct them and to take more caution in not repeating them, as mistakes can be costly. Admission of mistake creates a learning space by moving a person’s focus from blame and towards understanding (Carrillo-Castrillo, & Onieva, 2014). However, due to various reasons, accepting a mistake can be difficult for a person. For an example, people in the community believes that as an individual, if you fail in something, it shows the person is a failure. This explains the behaviour of some the students in high school. There are three kind step to take, for person to learn from his or her mistakes such as placing one’s self in situations where he or she can make interesting mistakes, having self-confidence to accept them and being courageous on making changes. Moreover, only wise people accepts their mistakes because they understand that progress of learning accelerates when they do.

Fire Service Personnel Management 3

Fire Service Personnel Management 3 is a course that focus on relationship issues in personnel administration of resources development within the context of fire legal organization. This includes personnel management, organization development productivity, recruitment selection, performance in organization systems. I have dealt with many areas of challenges concerning to fire service personnel management. With my experience in the fire administration, potential management issues is one of the toughest challenge have encountered, as potential management of people can be difficulty. However, case study is one of the most vital component of understanding the historical background with the fire service; it will help enhance an individual in professional collection of information knowledge. It also assists in learning from others as they have suffered serious significant event that might be helpful in preventing such event from occurring in your organization. They are various situations and example outcome concerning Fire Service Personnel Management 3, such as technology, communication skills, practical skill and more.

Technology

Technology plays an important role in the Fire Service Personnel Management 3. For an example, an average individual checks his or her phone between 110-150 times each day and is greater among younger people (Hemamalinie, Jeyaarthi, & Ramajeyam, 2014). However, certainly being a tech savvy is an added advantage in the world that is increasingly driven by technology in every aspects. The advancement of technology in fire firms has made it easier in resolving various issues relating to fire service management.

Communication Skills

It is important to have adequate communication skills when it come to a fire service organization. Communication skills has assisted fire service firms in resolving conflict resolution in many areas and has made it easier in rendering better service.

Practical Skills

Although an individual might have a tremendous sharpness and skills in technology but lacks practical skills such as change of tires, use of hand tools and how to repair things when broken. Having an experience in practical skills facilitates a fire service much better.