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.
Dealing with Conflict in Work Teams Conflict will always exist when a group or team is composed with different people with different approaches and ideas with dealing with situations. Learning to work together with dealing with conflict can and will provide your group or team with a quick resolution. Conflict can not be avoided and is inevitable in letting a team develop and provide a constructive and possibly beneficial outcome in managing the conflict. When we generally think of conflict it is a very negative thought about the team member. Usually there is arguing, yelling or disagreeing which can make others feel uncomfortable.
Option 2-Management Style and Conflict Resolution Conflict is an inevitable part of life that occurs when people have incompatible interests, experiences, feelings, or ideals (Meier, 2011). How people respond to conflict can either benefit or harm the direction of the disagreement. Having a better understanding on how to respond to conflict, especially in work environments, can greatly reduce work stress and quarrels from escalating. Through strategies and processes to manage conflict, members of management can uncover the best possible resolution of a conflict situation to preserve relationships and improve communication and trust. Conflict Resolution and Management Styles Overcoming conflict between employees is essential for resuming
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.
Instead of ignoring it, Follett believed that we should strive to see conflict as the legitimate expression of differences. It is by learning from these differences, that we develop a larger solution to meet the needs of all people. If approached with the right tools, Follett believed a conflict can become an opportunity for positive or constructive development. Follett identified three ways to respond to conflict: Dominance, Compromise and Integration. Dominance is victory of one side over the other.
Both parties trying to understand one another’s viewpoint can solve differences in perception among parties. Each side should suggest proposals that are not only satisfactory to them but also to that of the other side. They should work together as one unit to create a proposal suitable to both parties. The more likely the parties are involved in the proposal making, the more they become amenable and supportive of the outcome. The next source is emotions.
Once conflict is encountered, resolution is vital so that the team can again focus on its common goal. Knowing what types of conflicts you will encounter will help you deal with issues when they arise. II. TYPES OF CONFLICT There are two types of conflicts, positive and negative: Positive conflict, although most often referred to negatively, can also positively contribute to the overall performance of the team. Conflict is positive if the team’s ability to perform is improved.
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.
Communication is a key tool to success in all relationships. Clear communication allows for efficiency and understanding among all parties or persons involved. All too often we blame miscommunications on others, but fail to acknowledge our own shortcomings. In order to better perfect our communication, each of us needs to conduct a self-evaluation. This evaluation should consist of formulating an opinion of ourselves individually as a communicator, determining how others view our communication, and figuring out how we can improve ourselves by setting attainable goals.
In this paper we will be exploring the different types of conflict in some situations, some different strategies to dealing with conflict, and some strategies in dealing with conflict as a leader. By the end of this report, you should be able to successfully navigate or mediate a conflict while disarming the situation. Phenomenon Conflict resolution is a process in which interpersonal communication is used to allow two conflicted parties to reach an amicable and satisfactory point of agreement. There are some important things to keep in mind before diving head first into a conflict. There are plenty of different conflict styles (someone’s preference for how they have a conflict).