Leadership and Management: Solution of Conflict Resolution - Article Example

Leadership and Management In an ideal situation coworkers would work together harmoniously to achieve desired end results. Whether it is a boss-subordinate or colleague relationship all participants would work collectively to accomplish task at hand. However, through the expression of individuality, it is most probable that conflict will arise. Although conflict in the workplace is anticipated and in many cases prepared for, its method of resolution may determine if interoffice harmony can resume. Frances Hesselbeing, (2002: 4) recommends in the article “Crises Management: A Leadership Imperative” that crises management be learned and practiced before a storm arises. Being prepared to deal with conflicting staff allows management to implement several strategic tactics to dissolve conflict resolution and restore solace to the workplace. Diversity has emerged in the hiring practices of the work place in the areas of race, age, gender, religion and most recently culture. The globalization of the business world has jolted corporations to embrace diversity in order to maximize competitiveness and optimize human resources. However, the array of differences can lead to misunderstandings and unfortunately workplace contention. Supervision has to be well prepared to counteract confusion. Both authors Craig E. Runde and Tim A. Flanagan (2008: 92), authors of the book Effective Leadership Stems from Ability to Handle Conflict, believe that “most effective leaders are extraordinarily competent at handling conflict.” An example of such an experience is the feel-good movie Glory Road. The movie is based on The Texas Westerns college basketball team in 1966 who won the NCAA championship while promoting diversity. The coach of the team, Don Haskins, pioneered diversity by recruiting players deemed best for the positions and sidestepping traditional hiring practices. The hiring of the new folks in nontraditional roles is an exemplary example of effective leadership. These are attributes of a true leader as the attainment of the desired result outweighs skepticism and cynicism. Peter F. Drucker (1994: 100) article “The Theory of the Business” reveals that a valid theory of business suggests that the assumptions about environment, mission and core competencies must fit reality. The example of coach Haskin has to be the pinnacle of addressing conflict. Throughout the movie, strong interpersonal attitudes clashed among team members. Fights erupted and tempers boiled. In one particular scene, teammates squared off and the season appeared hopeless. However, the effective management skills of coach Haskins diffused hostile environments and reinforced collectiveness. Coach Haskin utilized organizational behavior strategies of Edgar Schein. Coach Haskin dialogued candidly with the ball players encouraging listening, understanding and emotional insight. This proactive method aligns with Ken Pierce, author of “Healthy Conflict Resolution.” Ken Pierce (2009: 64) recommends implementing five steps to help diffuse conflict. First, the involved parties should discuss their problems privately. By conversing in private, parties have a chance of dialoguing without outside influence. Next, if the involved parties cannot resolve the issues, then a peer should be brought into the discussion. This person should be a neutral individual capable of rendering unbiased advice. Third, if the conflict still goes unresolved, then a superior should be included. This should happen only if the problem could not be repaired on the lower level. Fourth, all involved parties should be genuine at resolving the issue. Outside support or audiences should not be solicited as privacy may help induce sincerity. Finally, if any involved parties are uncomfortable with the initial onset discussion, a peer or supervisor should be included immediately. Throughout the movie as conflict arose coach Haskins attempted to diffuse the drama. As tempers flared, Haskins encouraged understanding and forgiveness. Stephen Wright (2008: 24) author of the article “Forgive and survive” believes that forgiveness aids conflict resolution. Apologies and forgiveness is indicators that show that parties are genuine at their attempt to have a healthy relationship. This theory supports that of K.W. Thomas. Thomas offers repair techniques that can help mend interoffice relationships. The five styles of people conflict handling techniques, which include aggressiveness, assertiveness, compromising, avoiding and accommodating give insight to their interpersonal views about themselves. Although the aforementioned strategies may prove effective, as Thomas suggests, conflict resolution may be depend on an individual’s self perception. If a staff member is not comfortable in their position, insecurities may breakdown the resolution process. Lee G. Bolman and Terrence E. Deal (2008: 176) authors of the book Reframing Organizations suggest that an individual should be trained in emotional intelligence and superiors in social intelligence. Emotional intelligence can be defined as “skills that include awareness of self and others and the ability to handle emotions and relationships.” For managers to have social intelligence, they would be capable of managing both genders and prepare them to act wisely in human relations. Just as coach Haskins reiterates throughout the movie, teamwork reigns. Regardless of cultural norms, if teams work collectively with the desired end result in mind, the coveted prize can be attained. Robert C Bordone and Michael L Moffitt (2006: 3) authors of the article “Create Value out of Conflict” by reaffirms coach Haskins belief about the importance of shared interests. The Article reveals that differences can cover-up noncompetitive similarities and working together collectively to attain a specific goal should be the ultimate interest of the involved parties. Needless to say, racial and cultural tensions remained throughout the movie. Although team members diligently worked at unity, externalities induced pressures that prevailed. Not all conflicts are complex. An effective leader should be experience at conflict resolution and offer insight that offsets conflicts before they arise. Matthew Wort (2009: 31) author of the article “How to nip conflict in the bud” believes managers on various levels should possess knowledge to prevent workplace conflict in an array of situations. Deflecting a dispute early may help sustain morale as conflictions cause strife and may disrupt personal feelings. Disputes in the work place may be considered a given, however if properly assessed interoffice conflict may offer benefits. Arising conflicts not only educate the superior of possible dispute on-starts, it can provide essential knowledge as to how to handle specific situations. Wallace Immen (2009: C1) states in the article “Conflict can lead to workplace harmony; Properly managed, tensions have upsides” that a survey of 357 human resources managers by Edmonton-based behaviourial testing company Psychometrics Canada Ltd found that conflict can be beneficial for work relationships, productivity and engagement. Of those polled, 77% of the managers stated having better understanding of others, 57% said better solutions to problems were crested and 54% reported improved working relationships. The championship team of the 1966 Texas Westerns was a constant struggle of conflict resolution. The Texas Westerns had to set aside self ambitions and utilize Schein’s teamwork model in order to win. By combining individual skills, team skills and task skills they collectively accomplished the predetermined goal. However, this was not without give and take which can be considered fundamentals of negotiating. Jeffrey Krivis (2006: 2) suggests in the article “Can We Call a Truce? Ten Tips for Negotiating Workplace Conflicts” that negotiating is a combination of art and science and gives tips for negotiating conflict resolution. Krivis suggests understanding the basic structure of negotiating. By including the five stages which consists of convening, opening, communication, negotiation and closing, it allows management to begin the negotiation structuring process. Other negotiating steps include incorporating balance. Fairness can be attained by allowing each side to talk while the other listens. Also, appeal to the parties’ emotions. If involved parties utilize empathy, they can begin healing while taking responsibility for their own actions. Finally, it is detrimental for management to grasp that not all conflicts can be resolved. As an effective supervisor, it should be priority to find a common medium, however if effortless attempts have not attained middle ground, then solutions may have to be delegated. These recommendations tie in with the finally of the movie Glory Road. In the final game of the season, coach Haskins made the unprecedented decision to start all the African American players. The decision didn’t sit well with other team members as they were the original starters. However, for the good of the team they embraced the negotiating tactics and walked away with the NCAA Championship. Organizations are composed of various people with different beliefs, ideals and norms working collectively. In an ideal setting, they work together uniformly to achieve the desired end result. However, conflict is a part of life and adverse situations will occur. Successful managers should be prepared to address negative encounters and strategically implement steps to maintain a harmonious workplace. Works Cited Bolman, Lee G., & Deal, Terrence E. 2008. Reframing Organizations: Interpersonal and Group Dynamics. 4th Ed. San Franciso: Jossy-Bass Bordone, Robert C., & Moffitt. 2006. Create Value out of Conflict. Across the Table, 3- 5, June. Drucker, Peter F. 1994. The Theory of the Business. Harvard Business Review, 95- 104, September-October. Flanagan, Tim A., & Runde, Craig E. Becoming a Conflict Competent Leader: How You and Your Organization Can Manage Conflict Effectively. Effective Leadership Stems from Ability to Handle Conflict. San Franciso: Jossy-Bass. Hesselbein, Frances. 2002. Crisis Management: A Leadership Imperative. Leader to Leader. Immen, Wallace. 2009. Conflict can lead to workplace harmony; Properly managed, tensions have upsides, study finds. The Globe and Mail (Canada): C1, February 11. Krivis, Jeffrey. 2006. Can We Call a Truce? Ten Tips for Negotiating Workplace Conflicts. Employment Relations Today DOI 10.1002/ert: 41-45. Price, Ken. 2009. Healthy Conflict Resolution. ACPE.Org: 60-61, Jan/Feb. Wort, Matthew. 2009. How to nip conflict in the bud. Birmingham Post: 31, July 15. Wright, Stephen. 2008. Forgive and Survive. New evidence suggest that forgiveness aids conflict resolution and well being. Nursing Standard, 23 (12): 24-25, November. Read More