Management and Conflict Resolution Techniques - Research Paper Example

Management and Conflict Resolution Techniques Conflict in real life arises when two or more given parties come into disagreement, collision, vary in opinion, contradictory and clash in the way they think about a certain phenomenon. Conflict can be personal, political, financial or emotional (Dana 45). Therefore conflict resolution usually finds a peaceful solution to the conflicted parties. It usually aims at reducing, eliminating and terminating all types of conflict that may arise. Conflict resolutions emphasize negotiation as a tool of resolving conflict. In the other case conflict management usually aims at reducing completely the negative effects of conflict and encourage the positive effects (Tidwell and Alan 68). Organizations main aim is to achieve their objective goals. They usually meet challenges and they must beat them to achieve these goals as a team. Challenges create different conflicts among members of the organisation both within and the general environment in which the firm is based. Most people believe that conflict will lead to unfavourable results but this is not true. Conflict has both good and bad impacts. There are different strategies and styles that have been created to solve the problem of conflict in the organisation. Misunderstanding in an organisation usually comes about due to differences in viewpoints, competition, different ideas and this usually has different effects. This is something common that occurs in organisation now days. Some of the effects that conflict can bring include change in the organisation. This is achieved by modification of policies to manage and resolve conflict. It also leads to new innovations, improve goal congruence, results to sub optimization and lastly it wastes a lot of time. How an individual responds and manages conflict usually determines the success of the organisation. Forms of conflict resolutions and management According to Bar-Siman-Tov and Yaacov conflict arises due to differences in ideas. It has a great impact on employee turnover, morale and litigation (57-9). This usually affects the success and development of organization. The main objective of conflict management and resolution is to promote learning team results. Suggestions by Tidwell and Alan say that efficiency and effectiveness in the company’s setting (24-6). This will usually lead to good outcomes. There are five ways which have been suggested to avoid conflict if it arises (Dana 61). Collaboration is one way of solving conflict. Here it emphasizes that every affected part idea is regarded. The basic idea here is that considering every individual opinion will eliminate the differences hence both parties will feel recognized. This will lead to cooperation and teamwork since both parties are satisfied. Compromising is another way of solving conflict. Comprising involves not taking all opinions of the parties involved (Tidwell and Alan 53). Consideration are given to only fundamental ideas while others are dropped but keeping in mind that all parties are satisfied in the long run. Competing is another strategy being emphasized. One idea is chosen over the other by considering the benefits of one opinion over the other. Avoiding all the opinion is another way (Bar-Siman-Tov and Yaacov 59). Here all the ideas or opinions are irrelevant or are not considered at all so that both parties feel the same hence resolving the conflict (Dana 78). Accommodation is also a way of resolving conflict. Only one opinion is chosen irrespective of the feelings that will be felt. It does not consider the affiliated party as only one opinion is chosen. It usually favours the opposing sides as it gives them what they want urges Ramsbotham, Oliver, Woodhouse and Miall. Conflict management and resolution techniques It is aimed at looking at different ways and forms that will be used to initiate peaceful endings of retribution and conflicts. There are five theories that have been developed that can be applied to resolve conflicts (Bar-Siman-Tov and Yaacov 59). Conciliation conflict theory It is also referred to as compromising method of conflict resolution. It aims at reaching an expedient and mutual accepted solution which satisfies partially both conflicting parties. It applies specifically to those people who have an intermediate level of concern for both personal and others expectations. It is applied when the main objective opinions are moderately important (Bar-Siman-Tov and Yaacov 3). It is also applied to reach a temporary solution on difficult matters especially if the parties have no trust in each other and if collaboration method does not work. It usually emphasizes equality and mutuality. It accepts pleas of those parties and the compromisers usually believe that the agreement reached will encourage others to meet them halfway thus enhancing conflict resolution (Dana 143). The main advantages of this model are it is fast in resolving conflict among parties. Provides temporary solutions and lowers tension and stress among conflicting parties. The negative impact of this method is it does not build trust in the long run. It requires close control and monitoring to ensure that agreement is met and is being accomplished. Both parties may not be satisfied with the found solution (Ramsbotham, Oliver, Woodhouse and Miall 185). Yield conflict theory (accommodating theory) This model usually accommodates and considers firstly the concerns of the other affected party rather than one’s own concerns. It states that conflict are always characterised by a high level for individuals and a low level concern for an individual. It is applicable where people have personal satisfaction from meeting the needs of other individuals (Tidwell and Alan 90). Furthermore they usually have general concern for maintaining social, stable and positive relationships. This style also tends to in to others demand out of respect for the social relationship when faced with a conflict. Its applicable where provision of relief arising from a high conflict. Where the issue is not affecting you severely as the other party and if your opinion will be wrong. The main advantages of this method are that it protects more important issues while leaving the less important and gives both parties chance to look at the problem in another angle (Ramsbotham, Oliver, Woodhouse and Miall 14). Some of the demerits of this model include the risk of abuse by the opposing party hence affecting the confidence of the losing party. It will hinder transition of win-win in future and lastly, some of other members or your supporters will not like their idea being dropped. Avoidance conflict model It usually involves changing or avoiding the subject matter or even assuming or denying that there existed some conflict between two parties. This model of avoidance is applicable when one of the conflicting parties is not interested in working with each other. It is applicable when the matter is trivial and not worth putting in more effort (Chen and Guo-Ming 31). It is also applicable when one faces a hostile environment and cannot handle the conflict by oneself. They affected party usually use the wait and see attitude hence letting the conflict to edge out itself by time without involving any other party. By assuming to face high conflict situations, avoiders may risk allowing consequences to fester out of control as sometimes it will not turn out as they expected. The merits of the method include low stress when the conflict is short. It gives time to come up with better facts when you withdraw hence redefining. It also gives time to focus on important issues first (Dana 123). The demerits include negative relationship with supporters that were backing you up if many parties were involved. It may weaken position or loose completely. Competitive conflict model Each party fights for its own concerns despite resistance from other parties. It is referred to as fighting model as it makes full use of self concern (assertiveness) and discourages empathy (concern for other individual or party). Opinions are pushed at the expense of the other maintaining resistance of the other party actions (Chen and Guo-Ming 167). It is based on winning or losing principle, where parties comprising of competitive individuals usually enjoy seeking dominating over others. Applicable when you have to stand by your own rights (Ramsbotham, Oliver, Woodhouse and Miall 145). Quick solutions are needed, it is applicable. One party forces the other party to agree with their opinions or ideas achieved by using competitive power tactics like voting that encourage feelings, attitude and intimidation to the other party. The main advantage is that it gives quick solution increases self esteem. The detrimental part is that it affects the relationship of your opposing party negatively. Cooperation conflict method (collaborating solving) Attempt of working together to find a win-win solution by parties in conflict is practised here. Every party feels it has benefited mutually to the other conflicting party (Chen and Guo-Ming 73). It is marked by an active concern involving both the pro self and pro social behaviour. It is appropriate where consensus and commitment of involved parties are important. Collaborative environment should be available for it to work effectively (Tidwell and Alan 4). Trust is a fundamental character that should be practised by both parties. This method is applicable when people have raised interests in their own results as well as the results of other individuals. In case of a conflict the affected parties combine with each other in an attempt to find a favourable solution that each party is satisfied with. Both parties are highly empathetic and assertive. This type of resolution is usually recommended to out of all the above models. This is because no party feels it has lost and all the parties feel recognised and satisfied. The merits of the model include solving of the actual problem (Chen and Guo-Ming 31). Win-win solution is achieved. It embraces strong trust and respect. Responsibility is shared equally. It is less stressful. The demerits include a lot of commitment is needed to reach a mutual accepted solution. It requires extra effort than other methods of conflict resolution. It consumes a lot of time. If trust is lost by one or more parties, the relationship falls back to other resolution methods. Conclusion Conflict between individuals can be solved through negotiation. There has existed assumption of negative implication about conflict between parties that no positive outcome is observed when conflict arises. Basing on the above five models of conflict resolution it has been seen that in all instances there understands at the end and a better solution is achieved. The conflicting parties can choose between cooperation, competitive, avoidance, accommodation and compromising method to solve any kind of conflict that might arise. Using this method it will yield a positive outcome in the end in most cases. Works Cited Bar-Siman-Tov, Yaacov. From Conflict Resolution to Reconciliation. New York: Oxford University Press, 2003. Print. Chen, Guo-Ming. Chinese Conflict Management and Resolution. Westport, Conn. [u.a.: Ablex Publ, 2002. Print. Dana, Daniel. Conflict Resolution: Mediation Tools for Everyday Worklife. New York: McGraw-Hill, 2001. Internet resource. Ramsbotham, Oliver, Tom Woodhouse, and Hugh Miall. Contemporary Conflict Resolution: The Prevention, Management and Transformation of Deadly Conflicts. Cambridge, UK: Polity, 2011. Print. Tidwell, Alan C. Conflict Resolved?: A Critical Assessment of Conflict Resolution. London [u.a.: Continuum, 2001. Print. Read More