Conflict Identification and Resolution - Research Paper Example

Conflict Identification and Resolution Introduction The existing relationship between employers and employees is vital because it sets up the morale of workers when undertaking tasks. Employers need to have a clear understanding of the grievances of their employees and ensure they institute the best tactics to help bring back better relations. This article entails ways of identifying conflicts in organizations. There are various ways of resolving conflicts depicted in this essay. Additionally, there are the steps taken to help resolve conflicts. Further, the essay portrays a number of outcomes resulting from settling of disputes within employees and the organization. Conflict Conflict refers to a situation where two or more parties are in serious discrepancies. Failure to resolve existing discrepancies is effect to the morale of employees as well as their performance. Neglecting individuals’ duties due to disagreements negatively affects the overall performance of the organization in that it makes employees fail to meet organizational targets. Hence, unmet targets decrease organizational finances, a factor that makes organizations to collapse. It is of importance to outline ways of dealing with conflicts within the organization to help improve relations of both employees and organizational heads. Individuals should aim at improving the economic conditions of the organizations (Baack, 1999). Conflict identification Identification of conflicts is a vital aspect for managers aspiring to enhance the workforce in the organization. There are several ways denoting that there are conflicts in organizations. These ways are a reduction in employee performance in relation to the level of output. There is the need to ensure an improvement in organizational performances by dealing with the desires of the employees. It is also good to address motivational rewards to establish to various employees in accordance to their performance. According to Ohlendrorf (2014), it is managers’ mandate to lay down better ways of improving employee point of view in relation to how they (workers) perceive their managers. Disagreements in the organization are common and occur due to dissatisfaction in places of work. For instance, the failure of the department heads together with the management team to institute proper resources in the working environment weakens employees’ morale to perform assigned duties. Secondly, there is a lack of concern on the leadership style adopted by the management. In addition, there is lack of anxiety on the type of job different employees need to carry out. Employees should work in departments they have adequate knowledge about the tasks performed. Ohlendrorf (2014) asserts that it is vital to scrutinize techniques necessary for the coordination of individuals and project activities. Finally, poor motivational tools like personal recognition and financial rewards hinder proper performance. Managers are aware of some of the factors leading to an increment in the level of disagreement. For instance, offering employment opportunities to individuals from diverse culture may be a source of conflict. This is specifically when several individuals perform part of their work deserting the rest since it violates the norms of their society. For example, male from a patriarchal community fails to perform duties directed to them by female supervisors. To impede such causes of disputes, managers ought to ensure they establish proper and strict guidelines pertaining to the type of duties to carry out. According to Scott (2014), managers should identify their personal areas exerting their weaknesses. There is the need to obtain knowledge regarding elimination of cultural activities in the best way like by educating employees on the advantages of eliminating gender inequality. Conflict resolution It is vital to establish a conflict resolution machinery to help calm down irritated employees and employers. There are various steps involved when resolving conflicts. The first step calls the parties to remain calm after recognizing of the disagreement. Secondly, one party needs to write down necessary points of what resulted to the discrepancy. The third step is to involve the disagreeing parties into a talk and allowing the individuals to ask any relevant questions. Other ways of ensuring individuals resolve their conflicts effectively include the following. For one, individuals need to keep off from using negative talk. Secondly, conflicting parties need to hold their personal emotions to impede the talk from resulting into a more conflicting situation (Harry, et al, 2014). Outcome of conflict resolution Making up individual minds in time of conflicts is a requisite because of an assortment of reasons. For instance, resolving conflicts establishes cordial relations between employers and their subordinate staffs, which is necessary, especially when managers are given directives regarding assigned jobs (Edmund, 2010). Secondly, adoption of the best resolution machinery determines the result of the differing persons and helps improve the relationship status. Moreover, offering resolutions in times of variances helps enhance the workforce morale, especially when the talk results to a win-win solution. Enhancement of the workforce morale helps in increasing the level of output, as employees perform to meet the set organizational goals (Chang-Kyun, 2012). The chosen tactics to resolve the discrepancy between two disagreeing parties should leave both parties happy (Harry, et al, 2014). Summary and conclusion Conflicts keep on reoccurring in companies due to collision between workers and their supervisors. Employing individuals from diverse cultures also result in conflicts, as each person tries to bring in the culture of their place. Conflicting environments in the organizations are of essence for some reasons. For instance, they bring to light areas of concern (specifically, conflicting components to the management (Fiol, Pratt, & O'Connor, 2009). Baack asserts that managers should gain knowledge in regards to the areas to look into in order to improve organizational situations helps pull down conflicting situations. To conclude, individuals (both the employers and employees) ought to advance on the methods adopted to help resolve conflicting conditions. Resolving discrepancies through the best way (proper dispute resolution machinery) helps in ensuring there is satisfaction to employee needs, which is significant in increasing organizational performance. The primary individuals responsible for establishing good relations in the company are the managers who do it by ensuring there is harmony between people of diverse regions. Therefore, it is worth noting that identification of conflicting situations is of great significance to the wellbeing of the organization by enabling managers to detect areas of great concern. It is through disputes and employment of the best technology when settling disagreements that people within the business environment make better decisions in relation to the jobs done. References Baack, D. (1999). Organizational Behavior. Thompson South-Western. Chang-Kyun, J., Neung-Hoe, K., Dong-Hyun, L., Taek, L., & Hoh Peter, I. (2012). Stakeholder Conflict Resolution Model (S-CRM) Based On Supervised Learning. KSII Transactions On Internet & Information Systems, 6(11), 2813-2826. doi:10.3837/tiis.2012.10.004 Edmund, L. (2010). Interdisciplinary Group Conflict Diagnosis and Intervention: Exploration of Conflict Intensity and Effective Conflict Resolution Methods. International Journal Of Interdisciplinary Social Sciences, 4(12), 35-44. Fiol, C., Pratt, M. G., & O'Connor, E. J. (2009). Managing intractable identity conflicts. Academy Of Management Review, 34(1), 32-55. doi:10.5465/AMR.2009.35713276 Harry, et al. How to Resolve Conflict Effectively. Retrieved on 19, March, 2014, from http://www.wikihow.com/Resolve-Conflict-Effectively Ohlendrorf, A. Conflict resolution in project management. Retrieved on 19, March, 2014, from http://www.umsl.edu/~sauterv/analysis/488_f01_papers/Ohlendorf.htm Scott, Vivian. Conflict Resolution: Identifying Your Own Weaknesses as a Manager. Retrieved on 19, March, 2014, from http://www.dummies.com/how-to/content/conflict-resolution-identifying-your-own-weaknesse.html Read More