Bringing hidden workplace conflicts into open discussion through effective management

¶ … Battles

How would you ensure sufficient discussion of contentious issues in a work group? How can managers bring unspoken conflicts into the open without making them worse?

To start with, conflicts that are deemed unnecessary waste time, and in the end, slow down an organization in terms of accomplishing its operations. The best option is to ensure that the manager leads the group away from placing blame on any individual or any parties; rather, the manager should place emphasis on the manner in which the conflict can be resolved to yield a better future. At the end of the day, resolving and finding a solution to the problem(s) devoid of concentrating on who is at fault or who made the mistake brings about a far much better outcome (Cole, 1995).

One of the ways in which I would make certain that there is sufficient open discussion of contentious issues, without making them worse, is by generating a work environment and/or organizational culture where the workers feel safe to talk about issues. In turn, I would make certain that individuals know that discussing such matters is imperative to sustain a strong group dynamic. What is more, I will ensure that the group is aware that their objectives are significant, and that working in tandem would ensure the completion of the group's goals.

This occurs by making it clear to both parties that effectively delving into and coming up with solutions to issues or conflicts at hand will bring about the best outcome for each and every one involved. There is no need to waste time or concentrate on which party is currently winning or losing with regard to the conflict. This is an aspect that is time wasting and costly to not only both parties but also the organization as a whole. Therefore, making certain that each and every individual talks openly about their issues when they occur is vital to ease the whole process of working together (Robbins et al., 2014).

Managers can initiate discussion bringing more hidden conflicts into view without difficulty by reassuring individuals to converse about any difficulties that have been taking place. Managers or supervisors can discuss and take into account a number of issues that have not yet been spoken about in the open, and can address such problem without pointing out names. However, it is imperative to tie such aspects towards the objectives and principles of the company. This is because in doing so, none of the employees will be offended by the remarks made by the manager (Robbins et al., 2014).

How can negotiators utilize conflict management strategies to their advantage so that differences in interests lead not to dysfunctional conflicts but rather to positive integrative solutions?

Negotiators can make use of and employ conflict management so as to make any two parties or entities have the feeling or sense that both of them are endeavoring to attain similar goals and objectives. The negotiators can make use of a smoothing method or approach, where either of the two parties minimize or underplay their dissimilarities, and lay emphasis on the common interests that are there between the two parties (McKenna, 2000).

In this manner, both of these groups will turn from emphasizing dissimilarities, to focus on working in tandem to attain and realize the aims and objectives that they share. In addition, the negotiators could also employ compromise approaches and methods which encompasses both of these parties or group compromising on a certain aspect. In this manner, both of these parties will in the end attain something that they want or desire but not the totality of what they seek (McKenna, 2000).

Can you think of situations in your own life in which silence has worsened a conflict between parties? What might have been done differently to ensure that open communication facilitated collaboration instead?

Indeed, there are a number of situations which I can think of in my life where the aspect of silence ended up making the conflict worse than it previously was. I can recall when I was a young adolescent in relation with the conflicts that I got involved in. At that point in time, I often got into disagreements with my peers; as opposed to discussing these issues in order to come to a joint understanding, I, and they as well, would keep quiet and disregard the issue at hand. This in the end would shift the issue and made it even a bigger case (Mullins, 2013).