An analysis of conflicts and conflict resolution strategies in an organisation
In fact, mediation can also help in everyday disputes in the workplace and even in international political conflicts.
A clarifying conflict discussion should turn the situation for the better at an early stage.
Conflict resolution methods
It is particularly hard to avoid conflict if different values, goals and ideologies collide. In this phase, the participants try to uncover the causes of conflict as objectively as possible. Personal attacks are completely inappropriate. Ignorance: If a conflict exists, one side rarely takes the other side seriously. In addition, professional conflicts often mean that third parties must continue to work together despite the disagreement. When disputes are not dealt with in a timely manner, greater efforts may be needed to solve them. When it is destructive, however, managers need to understand and do something about it. Types of conflict If you want to use established strategies for conflict resolution, you should first understand what a conflict is — not every dispute is automatically a conflict. Although this form of conflict rarely leads to disputes, it does create problems. Respect: Even if there is a dispute, individuals should treat each other with respect. Strategy Four: Compromising The compromising strategy typically calls for both sides of a conflict to give up elements of their position in order to establish an acceptable, if not agreeable, solution.
Those who actively avoid conflict frequently have low esteem or hold a position of low power. Additionally, neither side must exert pressure on the other to speed up conflict resolution.
If, for example, difficult decisions must be made, employees can experience internal struggles. This is where conflict resolution comes in.
Provoke personal abuse Cause defensiveness Conflict is not always destructive. The nondirective approach is one effective way for managers to deal with frustrated subordinates and co-workers. The Negotiated Performance Appraisal NPA is a tool for improving communication between supervisors and subordinates and is particularly useful as an alternate mediation model because it preserves the hierarchical power of supervisors while encouraging dialogue and dealing with differences in opinion.
Conflict management styles
In general, business owners benefit from holding the competitive strategy in reserve for crisis situations and decisions that generate ill-will, such as pay cuts or layoffs. For example, an individual employee often has a problem with themselves, so this conflict is hidden. Strategy One: Accommodating The accommodating strategy essentially entails giving the opposing side what it wants. These communication conflicts are by no means rare. References 2. HR departments may also provide an impartial person who can mediate disputes and provide an objective point of view. The mediator listens to each party separately in a pre-caucus or pre-mediation before ever bringing them into a joint session. Business owners frequently employ compromise during contract negotiations with other businesses when each party stands to lose something valuable, such as a customer or necessary service. Interdependence recognizes that differences will exist and that they can be helpful. An essential feature of the concept is that no one should leave the objective debate and resort to insults. This strategy prevails most often in conflicts where the parties hold approximately equivalent power. A solution cannot always be achieved by the warring parties by themselves, however. The employee sees themselves in a different role to that assigned to them — a person-role conflict occurs.
based on 42 review