Patterns for Interpersonal conflict - Essay Example

Patterns for Interpersonal conflict Conflict is a common aspect among humans; however, the diversity of individuals, cultures and communities make it difficult to create an exact pattern for conflicts. In essence, interpersonal conflicts occur when an individual or group of people are antagonistic towards a person’s efforts to reaching a particular aim. There have been several studies on interpersonal conflicts as they can affect the normal function of any organization. Researchers state that there are three main components in conflict and these include a cognitive component, which occurs when two parties have different objectives and interests. The second aspect is a behavioral component, which occurs when one individuals directly interferes with the objectives of another. The third aspect is the affective component, which refers to the negative emotions between individuals in conflict. Among these components, there are for common characteristics of interpersonal conflict that will be discussed in the paper. In addition, the paper will illustrate the negative factors that may result from lack of conflict resolution. The first common characteristic is that the conflicting parties are interdependent. The above mentioned illustrations of conflict show that the parties involved have contrasting opinions. Hence, regardless of the opposing views each of the parties is necessary for conflict to occur. Kelly and Braiker state that an individual who is not dependent on another and does not possess an interest in him or her cannot have a conflict with this person. Hence, since the choice of each person in the conflict affects the other, it is necessary to resolve all conflict in an environment that requires interaction. In such situations, the two individuals must find common ground as they will be unable to work together in a state of conflict. In most situations, individuals will sabotage their colleague to attain their own interests if there is no conflict resolution. The situation will be escalated to a point whereby the two parties are no longer willing or able to find common ground. Another characteristic is that the two parties often have the perception that they are looking for goals that are not compatible or they have means that are incompatible for the same goal. As mentioned above, the essence of conflict is contrast and people feel that the other individual is an obstacle. Hence, if there is no conflict resolution, the individuals will become more aggressive and dismissive towards their perceived enemy. Perception is not always accurate; hence lack of resolution may create unnecessary divisions in an environment. Individuals are often unwilling to work or cooperate with someone who they perceive as an obstacle towards their achievement. In addition, there will be divisions in the workplace because other employees will take different sides. Hence, as mentioned above, the perceived incompatibility between the employees may potentially have an adverse effect on the relationship between employees if it is not addressed. There are several reasons for the escalation of the problem. For example, individuals often exaggerate the nature of the conflict with their colleague. In addition, there is an inaccurate assessment of the intentions or thoughts of the perceived enemy. The individual will react according to how he or she perceives the situation, which in turn will stimulate retaliation from the other individual. The longer the conflict is not resolved, the more difficult it will be to intervene as the magnitude of the problem elevates to the perceived levels. It would also be more difficult to find the root cause of the problem once the conflict escalates as many issues arise. Hence, it would also make resolution and intervention tactics more difficult. The best approach in this situation is early intervention. If individuals undergo dialog, they are able to understand each other better and in the majority of cases the perceived problem is quickly resolved. In my experience individuals who undergo early and appropriate conflict resolution work better together than they did before the conflict. As illustrated, the consequences can involve the division of an entire department on the basis of friendship. The forth characteristic can never be over emphasized, as it illustrates the sense of urgency in the need to resolve conflicts. Many reasons above illustrate this point as it reduces the burden in the resolution process. In addition, it also provides a clear guideline of the issues that led to the conflict. Individuals within a workplace must interact; hence any conflict will reduce the level of productivity of a company or organization. Individuals often possess different skills; hence despite their perceived interest they are mutually exclusive. In the conflicts I have witnessed, individuals with different skills would opt to do something themselves, or work with a less qualified person in order to avoid interaction with an individual who they are in conflict with. Hence, another consequence of unresolved conflicts is a significant reduction in the quality of work. In jobs that involve lives of individuals, this factor becomes more serious as the conflict could cloud the judgment of the professional. In summation, interpersonal conflicts are a part of our everyday lives as individuals have different goals and ambitions. In addition, there are different personalities in an organization which affects how people perceive or respond to certain situations. Hence, it is necessary to have the appropriate responses in place for any conflicts that take place. Individuals are interdependent and at times need each other in order to achieve their goals. Hence, early intervention can help in finding common ground and improving the communication between employees. Conflicts also affect the business as they reduce the level and quality of production. There is a need to create a balance between competition within an organization and avoiding conflict that can be harmful. Often the intervention methods are simplistic as many conflicts arise from misunderstandings. All organizations should encourage communication between employees and superiors. It is understandable they may not be able to communicate with each other and the superiors can serve as a liaison between the employees. This will lead to less harmful ways of conflict resolution for both the workers and the organization. Read More