Problems of State Universities and Colleges’ Middle Level Managers: A Basis for the Development of a Management Intervention Program (Muello, 2002) Individual Work Direction: Based on the sample introduction below,

Problems of State Universities and Colleges’ Middle Level Managers: A Basis for the Development of a
Management Intervention Program (Muello, 2002) Individual Work
Direction: Based on the sample introduction below, identify the different parts of the sample
Introduction. Label the paragraph/s with its corresponding parts.
Problems of State Universities and Colleges’ Middle Level Managers: A Basis for the Development of a
Management Intervention Program (Muello, 2002)
Since time immemorial, conflict has been a natural part of human existence. It exists on many
levels and takes many different forms. It is an inevitable part of organizational life.
Although conflict is natural and unavoidable, it is important that administrators learn to manage
conflicts effectively and turn it toward a constructive end. When properly handled, it does not disrupt
the normal operation of the organization. At its intense level, however, conflicts may lead to more radical
measures of reform like strikes, mass leave of absence, and even unwanted unionism. Therefore,
managers need to understand the nature and cause of conflict. Managers need to analyze what the
conflict is, where it comes from, and how it develops and dissipates.
Managers must understand that conflict is an almost constant and continuous process (moc,
1989). By sound planning and action management, leaders can constantly direct the energies of conflict
into productive and creative channels of related endeavors. These perspectives on conflict give the
manager additional roles like that of a referee and a counselor who the protagonist reach an
acceptable solution. They act as motivators who direct human energies towards organizational goals.
Ultimately, this educational experience of resolving conflict could provide the managers deeper insights
into, and a greater understanding of the goals of the organization, vis-a-vis the interests and needs of
their subordinates. The feedback on conflicts may serve as clues in potential problem analysis, and
enhance the development of measures to minimize conflict and maximize smooth interpersonal
relationship
Today’s educational leaders are faced with more changes, more conflicts, and more pressures
than in any other decades in the 20" century (Gmelch, 1981). This is largely due to substantial increases
in their responsibilities. Many factors have also contributed to the broader scope and expanded amount
of work that leaders need to fulfill. Among such factors are the tremendous increases in the school
population and additional job requirements necessitated by many educational innovations. Not only are
they expected to continue their traditional duties such as planning and overall school organization, but
they are also asked to give personal leadership and inspiration. Leaders are expected to actively engage
in establishing educational programs and in developing good teachers’ morale. Thus, it has become
exceedingly important that school administrators and teachers understand and are prepared to meet the
many responsibilities inherent to their position. Thus, time management becomes exceedingly important
for managers to efficiently attend to their duties and avoid conflicts (Muello, 2002).
The researcher, being a manager, will surely be personally benefited from the results of this
study which generally aims to analyze the common problems encountered by middle level managers in
state universities and colleges in Region IV which in turn will be utilized as the basis for proposing a
management intervention program.

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