Conflicts are common occurrences and part of human life. At the workplace or homes, people have conflicts, which could be either foreseen or spontaneous. Managers at workplaces always grapple with the problem of solving conflicts that arise within the organization among the workers. If managed well, conflicts can lead to fortunes. Managers need to ensure that workers live harmoniously and with understanding among each other. There are two types of conflicts: personalized conflicts and substantive conflicts. Personalized conflicts are those conflicts informed by the emotions and anger. They lack objectivity and purpose. People who engage in personalized conflicts are often in pursuit of selfish emotional satisfaction. In contrast, substantive conflicts are those that entail logical arguments often relating to work and profession. If managed well, substantive conflicts bring fortunes to the parties. At the workplace, managers deal with such conflicts so that they can keep organizations intact (Shachar, 2011).
Source of conflict within an organization
As presented in the article, conflicts normally arise from within the activities that employees do as required by the management....
Some are triggered by emotional reactions to each other while others are on matters of principle. Conflict of interest is one characteristic source of conflict in organizations. On this, conflicts can be said to be arising from the fact that people have differing interests at the workplace. They have divergent interests the can lead to conflicts if not addressed and sorted amicably. In a conflict characterized by a lack of understanding and ill motives, the parties are likely to differ on the mandate with which they can relate. In a conflict that touches on the work requirements, losses occur to the parties as well as to the organization. This justifies the actions aimed at making the conflict subdued. In a crisis, proper management of conflict can lead to extensive gains (Guttman, 2009).
Conflicts within an organization are mainly those, which involve the employees. In this sense, the conflicts can be said to be touching mostly on the Human Resource Management. HR people end up with most conflicts to solve at their desk than any other people within the organization. However, other leaders within the organization still play a role in the management of these conflicts. In a situation where the managers have a responsibility over the employees' situation, it becomes apparent that conflicts tend to be resolved as soon they arise. At times, conflicts may involve the HR people themselves and other members of the organization. This will take the attention of the senior managers to solve (Shachar, 2011).
In a situation characterized by the use of a management-by-objectives (MBO)…
Conflict Resolution The objective of this study is to examine conflict resolution and to describe a situation where conflict resolution has been encountered related to nursing and how the situation was handled. This work in writing will identify any patterns of behavior and the applicable of patterns to any other conflict situations and provide supporting evidence. Steps that could be taken to improve the situation will be outlined as well as
Conflict Resolution: Scenario Analysis The purpose of this research paper is to find theories and ways on how people deal with conflict on a smaller scale. Conflict arises from differences. It occurs whenever people disagree over their values, motivations, perceptions, ideas, or desires. A deep personal need is at the core of the problem, such as a need to feel safe and secure, a need to feel respected and valued, or a
The other person will feel inferior; the complex will increase from having a feeling of injustice. In this way you will turn to be a hard task master than a cooperative Boss who tends to understand the people and their abilities. 3.5. Conciliatory Approach: This is the approach that helps in retaining the long-term relations where sometimes you agree with people and sometimes make them agree with you. Human behavior has
Conflict Resolution According to Forsyth, D.R. (2009), conflict resolution can be described as the techniques as well as processes undertaken in smoothing the progress of the nonviolent conclusion of disagreement. Over and over again, dedicated members of a group make efforts to come up with a solution to a group conflicts by enthusiastically relaying information regarding their conflicting intentions or beliefs to the entire group and by engaging in joint give
The author points out employees will "give in to demands, even unreasonable ones, to avoid disagreement." Finally, some employees choose collaboration to resolve problems. 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
Conflict Resolution It is common knowledge that the utilization of conflict resolution offers the essential plans to cut down arguments and encourages nonviolent clarifications. Melinda G. Lincoln (2001) elaborates on this point by asserting, "Diffusing heated arguments, identifying issues, setting emotions aside, and learning new ways to communicate enables the disputants to incorporate the processes and problem-solving skills of mediation, negotiation, and collaboration. The impact of illustrating, modeling, and blending conflict