Dynamic Leadership: Communication for Crucial Conversations - Research Paper Example

Dynamic Leadership: Communication for Crucial Conversations Conflict is a natural aspect of human relation and coexistence. Conflicts results from existence of different opinions among people and the needs for reconciling the differences. If not handled appropriately, conflicts can cause breakdown in channels of communication within an organization. On the other hand, successful resolution of conflicts has long-term benefits to an organization. This essay discusses the benefits of conflict resolution in an organization and the most appropriate form of communication in conflict resolution.

Conflict resolution is beneficial to all concerned parties. According to Alas, conflict resolutions enable a person to learn other people’s problems (2007). This is because conflicts are caused by problems that separate two or more people. The basic strategy or the first step towards conflict resolution will involve sharing out the problem. Although the definition of problem varies according to different people, sharing of problems enables a person to have a basic concept about other people’s problems and their respective solutions.

Although conflicts ruin people’s relationship, conflicts have disguised benefits (Triandis, 2010). These benefits are only realized through successful conflict resolution. Conflicts are the only chance that people working in an organization have to experiment various management strategies. In addition, conflicts enable people to think outside a given subject and come up with a creative solution for a given problem (Concoran, & Silander, 2009). In the previous situation, I was expected to resolve problems resulting from restructuring of a department.

The organization and the affected workers formed parties involved in the conflict. Through the resolution, it was verified that any problem has a solution despite the differences in the implementation of solutions. In addition, the conflict verified that conflict resolution strategies are vital in the conflict resolution process. Conflicts not only indicate a current problem, but they are indication of future problems that might affect an organization. This indicates that a solution for a particular problem, not only target the current problem but also other future problems (Triandis, 2010).

Conflict expands people’s reasoning to cover other problems that may affect an organization in future. Thus, conflict resolutions create solution to problems that might affect an organization in the future. For instance, the conflict in the previous case provided a possible solution for future restructurings and layoffs. Communication is a significant aspect of conflict resolution. It is evident that conflicts indicate a breakdown of communication in an organization. This indicates that the basic step towards conflict resolution is restoring communication channels before resolving the differences between the parties involved in the conflict (Concoran, & Silander, 2009).

In order to resolve a conflict effectively, the first step would be to consider the two sides of the issue. This will involve listening to the two parties that are involved in a conflict. In the first stage, written communication is the most appropriate. This will enable the head of the organization to access the extent of the current problem in order to come up with a solution. This should be followed by face-to-face communication whereby the head of the department will sermon the different parties involved in the conflict.

This will enable the mediator to unite the two parties by separating their differences. In conclusion, conflicts resolution is a basic aspect of strategic management. Conflicts resolution has cumulative benefits to an organization despite having negative aspects in the long term. Thus, conflict resolution enables people to learn various problems that affect an organization. In addition, conflict resolution enables people to think outside the problems to create long-term solutions. Conflicts indicate a breakdown in communication and therefore the first strategy towards effective conflict resolution is reviving communication channels within an organization.

References Alas, R. (2007). Organizational Change from Learning Perspective. Problems and Perspectives in Management, 5(2). Concoran, T. & Silander, M. (2009). Instruction in high schools: The evidence and the challenge. Future of Children, 19, 157-183. Triandis, H. (2010). Individualism and Collectivism. Boulder, CO: Westview Press.