Conflict Resolution: Resolving Conflict Rationally and Effectively - Assignment Example

Conflict Resolution: Resolving Conflict Rationally and Effectively People usually have divergent goals and requirements in the workplace. As such, conflicts and individual animosity is not uncommon among employees of any organization. In most cases, people perceive conflicts to negatively impact on the performance of organization. However, conflicts can also be positive if resolutions of the underlying problems are sought effectively. A conflict can be positive when it leads to both individual and professional development.

The manner in which a conflict is handled is what creates the distinction between positive and negative conflicts. According to the article, Resolving Conflict Rationally and Effectively, successfully conflict resolution enhances problem solving ability of individuals and comes with great benefits for both individual employees and the entire organization. First, successful conflict resolution increases understanding. Through interactions in a bid to find resolutions to a problem, people become more exposed to the situation, which gives them more insight into the best ways they can pursue their individual objectives without curtailing other people’s own goals.

As such, successful conflict resolution expands the ideas of the parties involved. Second, effective conflict resolution can help to increase cohesion in work teams. Effective handling of conflicts facilitates stronger mutual reverence in a team and also rejuvenates the trust of team members for one another, which is crucial for teamwork. Lastly, it improves self-knowledge. Through conflicts, people can assess their personal goals keenly, which enables them to highlight the most crucial things in their lives, sharpen their wits and ensure effectiveness.

Failure to manage conflicts in the workplace effectively can be detrimental. It can lead to personal grudge between employees, deterrence of innovation and collapse of teamwork. In order to ensure strong and cohesive teams, one has to be familiar with two fundamental theories for effective conflict resolution. Conflict Styles This theory was founded in 1970s by Kenneth Thomas and Ralph Kilmann, who suggested five main approaches to effective conflict resolution. The premise of this approach is that individuals have their desired conflict resolution style.

The effectiveness of each style depends of the conflict situation. Thomas-Kilmann conflict model instrument (TKI) enables people to find out the type of style that suits their conflict situation. The styles covered under the model include: competitive style, which is suitable for urgent decision making; collaborative style, which is crucial in a situation where different opinions needs to be converged to obtain the best solution; compromising, which is appropriate when the parties are at a deadlock and a compromise must be reached.

Accommodating style, which is suitable when the issues matter so much to one party than the other and avoiding style, which is suitable when triumph is unfeasible and the disagreement is inconsequential. The Interest-Based Relational Approach (IBR) The interest-based relational approach (IBR) is the second theory for effective conflict resolution. The approach recognizes people’s differences while assisting them to become more flexible in their perceptions. For individuals using this approach, the following principles must be observed: 1.

Prioritize good relationships 2. Keep people and problems apart 3. Consider prevailing interests 4. Exhibit great listening skills; talk second 5. Outline facts 6. Seek alternatives mutually. With the help of the above theories, one should consider the situation of a given conflict and settle for a relevant style. The following are the general steps in conflict resolution: 1. Create a desired scene 2. Collect relevant information 3. Consent the problem 4. Think about the likely resolutions 5.

Negotiate a solution. As such, conflict can be crucial for growth and development of employees if effectively managed. However, ineffectively managed workplace disagreements can be detrimental to the organization. Therefore, it is crucial for individual employees and mediators in conflict resolution to pursue the best resolution styles as conveyed on the article in order to ensure cohesive work teams and smooth organizational operations. Reference Mind Tools (n.d). Conflict Resolution: Resolving Conflict Rationally and Effectively.

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