Conflict Management in the Workplace
“Conflict is a part of everyday working life yet it's a situation and an area of skill development that many employees avoid.” (Resolving conflict to benefit staff; Make it work Find the cause then apply strategy Barbara Bowes. Daily Gleaner. Fredericton, N.B.: Jun 11, 2008. pg.D.8). The fundamentals of conflict management include improving communication, promoting teamwork and an orderly approach to solving disagreements. There are various ways to manage conflict in the workplace.
Author Carter McNamara, of Basics of Conflict Management, defines conflict as “when two or more values, perspectives and opinions are contradictory in nature and haven't been aligned or agreed about”. Sometimes conflict can be a positive force within an organization, while other times it is a negative force. An example of conflict as a positive force is that the resolution may lead the company to constructive problem solving. It may also lead people to find ways of changing how they do things or view themselves and others. The resolution process can bring a positive change within an organization. However, conflict can also have negative effects. For example, conflict may lower morale or lessen productivity. It also may negatively affect the mental well-being of employees and cause stress.
Supervisors must be sensitive to the consequences of conflict. These consequences range from negative outcomes to include loss of employees, low quality of work, and stress, to positive outcomes such as personal satisfaction, high quality of work, and increased commitment. Author Lyndsey Swinton of “Workplace Conflict Management: Strategy for Successful Resolution”, suggests some ways to manage conflict to include: avoidance, accommodation, compromise, competition and collaboration. Avoidance is a non-assertive, non-co-operative way of dealing with a situation. It can be useful if the conflict is not urgent but avoiding the person can bring...