Conflict can be described as a major disagreement or opposing interests or ideas. Whenever people work together, conflict can most often be expected. Conflict is a normal and natural part of any workplace usually resulting from the differences in employees' personalities and values. . When it occurs, there is a tendency for morale to be lowered and a decrease in productivity. While conflict is a normal part of any organizational setting, the challenge of conflict comes from how you choose to deal with it. Masking, avoided or otherwise ignoring conflict will most likely fester and grow into bitterness, create withdrawal or cause discord and spitefulness within an organization. Addressing conflict in a timely manner is important to maintaining a healthy work environment. Believing that a conflict will simply disappear is an incorrect assumption to make because simple conflicts can grow into major problems if not dealt with appropriately. There are many causes or reasons for conflict in any work setting. Different communication styles can lead to misunderstandings between employees and or between employee and manager. Communication, more specifically, lack of or poor communication is in a lot of cases, is the root of the conflict. Think back on conflicts you have experienced over time, and it’s quite possible that many of them resulted from a lack of information, poor information, no information, or misinformation. Clear, accurate, and timely communication of information will help to lower both the number and severity of conflicts. Employees come from different backgrounds and experiences, which play a role in determining their personalities and the way they deal with certain issues. When employees fail or choose not to understand ... ... middle of paper ... ...conflict resolution processes is ultimately reliant upon the ability of all parties involved to understand the benefits of conflict resolution. Perhaps even more importantly, the desire to resolve the matter plays a huge part in conflict resolution. Follow up to make sure the solutions that have been put into place are working, and make adjustments if deemed necessary. This approach will show that you are listening create a dependable, effective and trusting work environment which can make future dealings with workers easier. References Littlejohn, S.W and Domenici, K (2007). Communication, Conflict, and the Management of Difference. Long Grove, IL. Waveland Press, Inc. Borisoff, D and Victor, D.A. (1997). Conflict Management: A Communication Skills Approach. Prospect Heights, IL. Waveland Press. Dana, D. (2000). Conflict Resolution. Madison, WI. McGaw-Hill.
Hocker & Wilmot, 2007, Poole, & Stutman, 2005 Folger and 2007 Cahn& Abigail. "Interpersonal Conflict and Conflict Management." Devito, Joseph A. The Interpersonal Communication Book. Boston: Pearson, Allyn & Bacon, 2009. 276.
Huan, L. & Yazdanifard, R. (2012). The Differences of Conflict Management Styles and Conflict Resolution in Workplaces. Business & Entrepreneurship Journal. 1(1), 141-155.
Abigail, R. A., & Cahn, D. D. (2011). Managing conflict through communication. 4th Ed. Boston: Allyn and Bacon.
Good communication has the ability to avoid conflict, as well as to resolve it. However, there are many ways in which an ongoing conflict can be resolved.
McKenna, Stephen (1995, July). The business impact of management attitudes towards dealing with conflict. Journal of Managerial Psychology, 22(6).
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
Make conflict work. (2008, May 24). Winnipeg Free Press, G.1. Retrieved March 14, 2015, from ProQuest Central database. (Document ID: 1485216051).
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).
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.
Lundine, Susan (1998) Management consultants offer conflict resolution advice. Source: Orlando Business Journal, 01/23/98, Vol. 14 Issue 35, p15, 2p, 1 chart, 3bw. Available: www.wls.lib.ny.us/databases/ebsco.com 06/10/99
According to Johnson (2013) employee conflict in the workplace is a common occurrence, resulting from the differences in employees' personalities and values. Differences in personalities are the number cause of workplace conflict .Everybody comes from different backgrounds, every employee have different believe experience and different goals .conflict can trigger a lot of staff in not handled proper. Unhealthy conflict resolution can create unhealthy work environment. I use to ignore or avoid conflict resolution a lots, but as a nurse leader I need to learn how to deal with conflict and find solution instead of avoid it. According to Fisher (2000) Conflict resolution is a mechanism for dealing with difficult differences within an existing social system, an approach that can facilitate constructive social change towards a responsive and equitable
Let employees at all levels of your organization know that their voices will always be heard, and respond promptly and reasonably to employees’ issues. This can prevent bad feelings from festering and growing into resentment and bitterness. Conflict is best handled quickly and openly. (Ingram, n.d.)
Tidwell, A.C. (1998). Conflict resolved?: a critical assessment of conflict resolution. Pinter: London and Washington.
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
Borisoff, D., & Victor, D.A. (1998). Conflict Management: A Communication Skills Approach (2nd Ed.). Boston, MA: Allyn and Bacon.