We are a society of individuals working together to achieve common goals. How we handle conflict determines whether the outcome is a negative or a positive one. If properly handled, conflict may lead to growth, maturity, and understanding of one another. If not, conflict at school could lead to broken ties, at home to hurt feelings, and in the workplace to discouragement. These negative outcomes may be avoided when conflict is handled properly.
The way people view the conflict will determine whether the resolution will negative or positive consequences. Working in supervisory and managerial positions I do view problems as something to be solved and wanting to be a perfectionist I can spend some looking for the best resolve, one that will have everyone happy and enjoying working with each other. The reality is that that is not the case in many situations and time can be lost looking to build a relationship where there will never be one. Conflicts styles that are difficult for me to work with are those that resonate from a point of fear. When someone attempts to use force to initiate and conclude a conflict.
roject team conflict can be healthy because it tends to strengthen the team after it is resolved. Conflict forces people to confront a situation, identify causes, and look for solutions. Understanding the nature of conflict and how to resolve it is just another tool that should be in every project manager's toolbox. Nature of Conflict The BussinessDictionary.com defines conflict to be, "Friction or opposition resulting from actual or perceived differences or incompatibilities." In other words, conflict is a disagreement where the parties involved perceive some threat to their needs, interests, or concerns resulting from: * Varied perspectives on the situation * Differing belief systems and/or values * Differing interests and/or objectives
Avoidance involves ignoring or suppressing a conflict. Avoidance is appropriate for trivial issues, when emotions are high and a cooling-off period is needed, or when the cost of confrontation out-weighs the benefits of resolving or worsening problems. Looking the other way can be an effective... ... middle of paper ... ...forward (Kaye, 1994). Managers need to look at conflict as and opportunity to be effective in using the skills necessary that is important in getting things done. Effective managers need to recognize sources of conflict and learn to use conflict to benefit employees and the organization.
Though, the mediators have been trusted and allowed to the political, business, cultural and academic mediation process. However, the process of mediation integration still requires deeper attention and required more actions. It is argued that conflict resolution tools, concepts, techniques, process, steps, and inclusive policies are needed to assess the overall conflict resolution integration of the conflicting parties in the resolution process. Conflict resolution process requires a skilled mediator. A good communicator can play a role of skilled mediator who encourages the conflicting parties to talk about conflict issues and interests.
People who use this style try to find a solution that is acceptable to everyone and helps to meet their interests and to maintain a good relationship. When managing conflict, I try to feel and meet the needs of all the people involved in the conflict. My assertive nature is very much in collaboration with my conflict style but unlike the competitor, I try to cooperate effectively with everyone involved and acknowledge that everyone’s position is important and significant. I give importance in dealing with conflict by gaining self-awareness of my personal style with an understanding of my strengths and weaknesses. It is sometimes difficult to bring together a variety of viewpoints to get the best solution out of it or when there have been previous conflicts within the group.
Try to avoid your own pre-conceived notions about the employee. It is important to establish guidelines before conducting a kind of formal meeting between employees, and have both employees agree the guidelines. Also have them agree hear out the other person and try to see things from their perspective. The goal of any manager is to facilitate the discussion and pinpoint the issues causing the conflict so that both employees can resolve the issue between themselves. Do not leave the issue unresolved and in limbo as taking too long to make a decision can have a reverse effect and damage your credibility.
There are a wide range of useful skills for handling conflict. Possibly the most important is assertiveness. You need to be able to express your views clearly and firmly, but without aggression. One would us it to “Describe the situation”, or “Express your feelings and specify what you want done”. You also need to practice active listening, to ensure that you fully understand the position of those involved in the conflict, whether you are an active participant, or a potential mediator.
A leader pursuing resolution through collaboration displays traits that can be identified as qualities associated with effective leadership per the BarOn Emotional Quotient Inventory (BarOn EQ~i), confronting problem employees and building and mending relationships (Wilcox & Rush, 2004, p. 8). Obviously problem employees can create conflict as seen in Dealing with Conflict by Masters and Albright. Dealing with this problem in a collaborative manner communicates the importance of the relationship between leadership and the individual with whom the conflict arose. In addition... ... middle of paper ... ...ve to good organizational citizenship (Bolino & Turnley, August 2003, p. 4) Teams who fear conflict will waste time posturing for individual self interest and create greater conflict through “back-channel” attacks and politics (Lencioni, p. 615). In conclusion, aspiring leaders will find that conflict resolution and effective team building are important factors in building a successful organization.
Working in a team environment will bring about its challenges. The main challenge to overcome is conflict within the team. Conflicts will happen in a team environment, whether a team is an academic learning team or a business team. How the team members handle the conflict, will determine whether the result is either a positive outcome or a negative outcome. Challenges of Conflict Resolutions When a conflict arises in a team environment, and the odds are it, will how the team handles the conflict, will either result in a positive or negative outcome.