The author asserts that collaboration involves being interested in ensuring that the desires of all team members are met. Employees that implement this type of conflict resolution tend to be solution oriented and the resolution to the conflict often results in a remedy that neither party held before to the collaboration (Pilgrim).
Some of the aforementioned resolutions to conflict can be detrimental in both the short and the long run because they can create hostility; this is true of both the competing and accommodating style of conflict resolution. Once employees can effectively deal with conflict the organization experiences growth because both employees and managers are able to see issues from various perspectives.
Conclusion
For the purpose of this discussion we focused on conflict resolution in the workplace. We began this discussion by providing a definition of conflict resolution. Conflict resolution was defined as the process by which disagreements or arguments are remedies so that they do not result in violence or the continuation of hostility.
The discussion also summarized three articles concerning conflict resolution in the workplace.
The first article "Resolving Workplace Conflict: To Overcome Disagreements and Build a Cohesive Team, a Manager Must Understand What Causes Conflicts" explained the reasons why conflict often exist in the workplace. This particular article also focused on the steps that managers can take to avoid such conflict and to resolve it when it does arise.
The second article "Effectively Managing Team Conflict" focused specifically on resolving team conflict...
The final article "Conflict - an Essential Ingredient for Growth" focused on the idea that conflict can be a catalyst for growth if it is handled correctly.
Overall, the research indicates that conflict resolution is almost always necessary as it relates to organizational management. It is evident that the inability to resolve conflicts can result in organizational failure or greatly reduce the ability of the organization to operate effectively. For this reasons managers must take into consideration conflict resolution strategies.
References
Anderson E. W Approaches to conflict resolution. BMJ 2005;331;344-346. Reprint retrieved July 17, 2007 at http://www.bmj.com/cgi/reprint/331/7512/344.pdf?q=y
Barbara Bulleit (2006)Effectively Managing Team Conflict. Retrieved July 17, 2007 from: http://images.globalknowledge.com/wwwimages/whitepaperpdf/WP_Bulleit_Conflict.pdf
Cottringer, W. (2006, July). Resolving Workplace Conflict: To Overcome Disagreements and Build a Cohesive Team, a Manager Must Understand What Causes Conflicts. Security Management, 50, pg 42. 43.
Lincoln, M.G. (2001). Conflict Resolution Education: A Solution for Peace. Communications and the Law, 23(1), 29.
Lumsden, M. (1996). Evolution of the Problem-Solving Workshop: an Introduction to Social-Psychological Approaches to Conflict Resolution. Peace and Conflict, 2(1), 37-67.
Pilgrim S. (n.d.) Conflict - an Essential Ingredient for Growth. Retrieved July 17, 2007 at http://www.pertinent.com/articles/communication/spilgrim4.asp
