BLog 04 - Conflict Management at present day workplace
Conflict
Management at present day workplace
Conflicts are a common
sight at any workplace. According to Marzionna
(2019) conflict is unavoidable in any social or organizational situation, the
issue of conflict is determining how to cope with it. Conflict will certainly
deepen if it is hidden, avoided, or otherwise disregarded, leading to
resentment, retreat, or factional infighting inside an organization.
Conflict management is
the proactive activity of resolving conflicts so that they do not escalate into
arguments. The goal is for opposing sides to work together to tackle the
obstacle in such a way that everyone feels heard and understood. Savvy managers
may learn to master conflict resolution skills and techniques to maximize the
value of conflict Mishara et al.
(2018).
The present pandemic
situation also drib fuel to this situations. But being a smart manager can
dilute or demolish these problems with less hustle.
1. Take Immediate Action
Arora
(2016) mentions that Resolving disputes as swiftly as feasible reduces tension
and keeps other employees out of trouble. Many miscommunications may be cleared
up with a simple, open line of communication. Mann (2021) state that Managers can't
always avoid confrontations, the key to conflict resolution is to avoid
them wherever feasible. By actively looking out possible areas of conflict and
engaging in a reasonable and decisive manner, helps most likely avoid
certain disputes from developing. If a quarrel does arise, dealing with it
early will usually reduce its severity. Time spent discovering and
comprehending natural tensions will aid in the avoidance of avoidable confrontation.
2. Listen carefully
Instead of preparing to
respond, listen to what the other person is saying. According to Marzionna
(2019) active listening is paying attention to each speaker and attempting to
comprehend their message without interruption. Instead than asking
"yes" or "no" questions, the easiest method to do this is
to use open-ended inquiries that invite sides to talk. Try not to interrupt the
other person. Furthermore Mishara et al.
(2018) states if the debate grows heated, ask each side to explain how the
issue affected work procedures or what they require to execute their jobs. In
your own words, summarize what you heard. Then, solicit feedback and seek
consensus on a solution. Rephrase what was stated once the other person has
finished speaking to ensure that you understand it. In order to clarify your
comprehension, ask questions.
3. Talk with other person
Request that the other person suggest a time when it would be convenient to meet. Raimi et al. (2022) suggest when conversing, make eye contact. When writing or speaking, be clear and succinct. Be conscious of your own body language as well as the body language of others. You may even think about asking a trustworthy colleague for honest criticism to see if there are any areas where you might enhance your communication skills. Make plans to meet somewhere you won't be interrupted.
4. Develop a plan to work on each Conflict
Begin with the most
serious conflict. According to Arora
(2016) having a conflict resolution framework is crucial, the capacity of all
parties to grasp the advantages of conflict resolution, and perhaps more
significantly, their willingness to address the situation, is required for
effective use of conflict resolution procedures. Examine the
possibilities and Schedule further meetings to continue your discussions.
5. Follow through on your plan
Continue the
conversations until you've resolved all of the issues. Maan (2016) Suggests to Maintain
a collaborative, "let's figure this out" approach. Conflict is only
resolved when the parties reach an agreement on a plan of action. Maintain talks
geared toward reaching this aim and document action activities. Ascertain that
all parties agree and understand how to proceed.
MacLeamy and Patrick
(2020) states that almost every confrontation carries the potential for a
fantastic teaching/learning opportunity. There is inherent opportunity for
growth and development when there is conflict.
Reference
Arora, A. (2016). Conflict
Management at WorkPlace. DOI:10.13140/RG.2.1.1591.4647
Maan, R.R.J.S. (2021).
CONFLICT MANAGEMENT AT WORKPLACE. DOI:10.20935/AL1499
MacLeamy, Patrick
(2020). Designing a Worldâ€Class Architecture Firm (The People, Stories,
and Strategies Behind HOK) || Company Culture Is Crucial. ,
10.1002/9781119685463(), 33–40. doi:10.1002/9781119685463.ch4
Conflict management is essential to carryout the organizational harmony and smooth work flow. According to Lebow (2022) It’s hard to pin down a precise definition of conflict, and one person’s perception of a
ReplyDeletedifficult situation can differ from someone else’s. Some conflict can even be positive,
such as a healthy amount of competition to reach goals or when a problem-solving
approach is used to discuss differing opinions on a work project to reach a creative
solution. A work group may have a conflict in deciding what strategy to pursue,
or how to allocate responsibilities, for example. These conflicts can have a fruitful
outcome if managed correctly.
There can be a fine line between this kind of conflict and where conflict becomes
negative, such as behavior that is unfair and unethical, and causes distress and
disruption to the individual, group and even the wider organization. Negative conflict
between individuals at work can occur across a wide spectrum of behavior, ranging
from a one-off disagreement, or ‘personality clash’ or ongoing difficult relationship, to
more serious manifestations of unfair treatment such as bullying and harassment.
Thank you Adrian for the comment. I agree with you. however, there are positive impacts of conflicts as well. According to Mann (2021) Positive conflict is constructive in nature. It produces new ideas, solves continuous problems, provides an opportunity for people and teams to expand their skills, and fosters creativity. When opposing ideas are explored, a breakthrough of thinking can occur.
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