Apart from that, the company can apply a series of thoughtfully applied steps to prevent and minimize conflicts from happening in future in their workplace. Firstly, every worker in the workplace has to be positive if they want to work in a better and peaceful environment. When a worker is behaving positively, it is more difficult for others to influence and behave badly towards the worker. It is proven that positive people are better in dealing with challenges, stress and anxiety while handling their job in their workplace and therefore reducing the possibility to be involved in serious conflict. As a manager and a role model in the company, the manager should give the employees some positive feedback in order for them to feel as though their work is being appreciated. In this company, the manager should be creative and build up confidence when solving a conflict so that the workers can look up into them and learn the good ways in solving a conflict. Brainstorming is one of the techniques that the manager can have in mind by gathering creative ideas from the subordinates and solve the conflict together as a group. They should write down the possible solution and decide the best solution to resolve the problem. It is important for all the workers in this company to think outside of the box and be negotiable when dealing with conflict resolution. Self-confidence is essential as every worker has to have this personality to achieve the organization goals. For example, the top management and supervisor should not afraid of any confrontation by the employees and shy away from dealing with it. Instead, they must be self-assured and deal with the employees no matter what circumstances they have to face because they are the leaders of th... ... middle of paper ... ...e manager should also seek for a win-win solution in handling a conflict. The manager should improve the relationship and come to a conclusion that is fair and beneficial to all parties involved. Balancing courage and consideration is fundamental for helping the organization to reach new heights. This is powerful as the manager stop struggling to resolve conflict but create opportunity out of it. In summary, there are no miraculous ways when dealing with conflicts. Each person in an organization has to take their initiative and think of a good solution to solve a company’s conflict. However, having experience and good understanding of the conflict’s nature will help you to deal with it positively. As a professional leader or manager, it is mandatory to bring the best proficiency and planning to overcome the conflict in a constructive, respectful and positive manner.
College life can be quite the adjustment for most new students. When entering the collegiate atmosphere, there are new, sometimes unspoken, social rules and norms. With so many new social elements for students to acclimate to, already difficult situations, such as any form of conflict, are often particularly difficult to address. Fortunately, with a clear understanding of the various forms of conflict management, new students can learn to effectively communicate regarding any subject matter they may encounter.
Conflict Resolution: Understand to Achieve. Whenever people unite to work as a team for anything more than a brief duration, some conflict is normal, and should be expected (Engleberg, Wynn & Schutter, 2003). Because of the inevitability of conflict, being able to recognize, address, and ultimately resolve it is vitally important, since unresolved conflict may have undesirable effects, including reduced morale, or increased turnover (De Janasz, Dowd & Schneider, 2001). Just as conflicts within team environments vary, so do methods for resolving them.
Keep in mind that conflict can be a good thing by providing a time of reflection for what is truly the best decision. If using professional communication techniques, a compromise can be made.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
Along with the preparation for conflict resolutions, understanding the situation in the team during the conflict is important. Clarifying positions along with listing the facts and all the necessary analyzation of the particular situation helps in resolving the conflict in a team. Applying this process can effectively address and resolve the conflict in a
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
A group can only be called a team if the members are actively working together toward a common goal. A team must have the capability to set goals, make decisions, solve problems, and share responsibilities. For a team to be successful, trust must be earned between its members by being consistent and reliable (Temme & Katzel, 2005). When more than one person is working on a particular task, inconsistent views or opinions commonly arise. People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always see eye to eye. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008). In some situations, conflict can be more constructive than destructive. Recognizing the difference between conflict that is constructive to the team and conflict that is destructive to the team is important. Trying to prevent the conflict is not always the best way to manage conflict when working within a team setting. Understanding conflict, what causes it, and how to resolve conflict effectively, should consume full concentration.
workplace include greater total resources, greater knowledge band and a greater source of ideas. However, these advantages can also bring on conflict within teams and the entire workplace. Varney (1989) reported that conflict remained the number one problem within a large company. This was after several attempts were made to train management in conflict resolutions and procedures. However, the conflict remained. The conflict possibly remains because the managers and leaders did not pay attention to the seriousness of the issue. In order to maintain an effective team, leaders and team members must know and be proactive in the conflict resolution techniques and procedures.
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
It is ideal for individuals to practice problem-solving because it is meant to satisfy the needs or desires of both parties. In a work environment, a person should take into consideration the outcome of certain behaviors that can affect their professional career and livelihood. Therefore, this conflict resolution style works to one's advantage as far as maintaining neutral relationships within a workplace and introducing approaches that accommodate everyone. Advancing one's professional career requires a positive reputation and demonstrating leadership skills. Then again, not all work environments allow people's problem-solving strategies to flourish. The conflict resolution style of smoothing becomes incorporated when workers are heavily concerned with maintaining their job. For this reason, it is beneficial to acknowledge and accept various points of view to move towards a consensus. However, it is a temporary fix for a problem that will eventually resurface to respond or push back against conflicting parties. Being a smoother usually strives to avoid conflict when an issue is not as important as the relationship. However, in a work environment when business needs to be handled becoming a problem-solver seeks to find a resolution for the
Conflict management model is propounded effective when the result of conflict is productive or acceptable for all the parties involved. The main motive of any conflict management model is to reduce the impact of conflict on negative note and guide parties towards agreement and strong relationship. This study is to analyze the effectiveness of Rahim’s Meta or Dual concern model for conflict management.
that may result in a struggle for power or position. Conflict management, therefore, can be
First, they need to investigate the true nature of the conflict because the dysfunction observed may be a symptom of the actual conflict. Once he has a complete understanding of the conflict, the skilled manager will be able to transform it into functional conflict and come up with a synergistically beneficial solution. The same way that every suggestion Honda implemented at Marysville resolved some sort of conflict, even the most heated and personal of conflicts can be resolved to the benefit for all parties involved if management is open and transparent in its policies; investigates the conflict to find its true nature; then handles it quickly, professionally, and in such a manner that it will not reappear in the
Swinton, Lyndsay (2006). Workplace Conflict Management: Strategy for Successful Resolution. Retrieved November 14, 2010 from http://www.mftrou.com/workplace-conflict-management-strategy.html