Effective Conflict Resolution - Term Paper Example

Effective Conflict Resolution See Details and Scenario Introduction Interpersonal conflict can be identified as a context where one or both the persons involved in any kind of a relationship are witnessing problems in working or living with each other. It is worthy stating in this regard that such conflicts generally take place because of the incompatible needs, styles or goals. The initiation of a conflict is generally signaled by negative feelings or rather ‘negative professional psychology’ such as anger and confusion among others (American Psychological Association, 2010).

Emphasizing on this notion, the discussion below identifies the steps to resolve the conflicts in an organization. Steps of Resolving Conflicts Identification of the Problem The objective at the initial stage relates to the identification of the problems behind the conflict taking place in an organization. In the context of the stated scenario, it has been noted that the supervisor at the agency has been constantly compelling an employee to work overtime. In this regard it was observed that the employee has been confronting certain problems since commitment towards the family and school started suffering in relation to their professional psychology.

The employee considered the new policy of working for extra hours to be temporary as was assured by the supervisor but turned out to become a regular practice in the organization even after a few months (Kaslow, Grus, Campbell, Fouad, Hatcher & Rodolfa, 2009). Suggestion of Possible Solutions In order to resolve the conflicts in the workplace, it is essential for the organization to come into agreement with the employee which would call for the identification of various alternatives. The employee must discuss his problem with the supervisor who can consequently offer valuable suggestions to the employee as a process of assessing their self-awareness.

The employee can as well consider working with a diverse client base so that he / she can share the problem (Roysircar, 2004). It is vital to offer training to the employee on psychology which will help the employee to solve the problem of conflicts effectively (American Psychological Association, 2010). The supervisor needs to comprehend the significance of work-life balance for the employee and hence needs to inculcate this practice into the policy of the organization. Offering the employee breaks in between his work can prove to be quite an effective strategy for the organization.

Meditation is also regarded as one of the most viable options that can be utilized in order to manage the conflict (Walsh & Shapiro, 2006). Furthermore, the organization can even arrange for overtime on alternative days so that the employee can complete his important tasks on those days when the workload will be comparatively less (National Council of Schools and Programs in Professional Psychology, 2007). Evaluate these Alternative Solutions While discussing his problems, the supervisor is expected to understand the context.

However, the supervisor could choose to disregard the significance of the stated problems in comparison to the organizational objectives. Hence, this alternative might not be considered as feasible. Offering breaks in between the work will help the employee to cope up with the stress with regard to the organizational responsibilities assigned to him but might not help him in resolving his family related issues. Arranging for overtime on alternative days can prove to be advantageous for the employee in terms of resolving his prevailing problems.

Formulation of policies in order to ensure work-life balance could be taken into deliberation by the supervisor Decide the Best Situation Implementation of work-life balance policies can be considered to be the best possible solution for the employee as it will be mutually benefitting for both the concerned persons. The implementation of the mentioned policy would make it possible for the employee to spend adequate time with his family and also ensure satisfaction towards his work which as a result will also benefit the employer as well (Walsh & Shapiro, 2006).

Implementation of the Solution In this stage the employee will be briefed with the details concerning his role and responsibilities. The supervisor would be responsible for implementing the intended policy. In case the agreement fails then other alternatives can be chosen in such circumstances. Continue To Evaluate the Solution Conflict resolution needs to be considered as work-in-progress. Supervisor needs to gather feedback from the employee regarding the effectiveness of the new implemented policy.

Conclusion Conflicts tend to hamper the organizational productivity. There are numerous ways through which conflicts are believed to be easily resolved. Hence efforts need to be exerted towards making use of the conflict resolution techniques (Bellafiore, 2011). References American Psychological Association. (2010). APA competency initiatives in professional psychology. Retrieved from http://www.apa.org/ed/graduate/competency.aspx Bellafiore, D. R. (2011). Interpersonal conflict and effective communication.

Retrieved from http://www.drbalternatives.com/articles/cc2.html Kaslow, N. J., Grus, C. L., Campbell, L. F., Fouad, N. A., Hatcher, R. L., & Rodolfa, E. R. (2009). Competency assessment toolkit for professional psychology. Training and Education in Professional Psychology, 3(4), pp. 27–45. National Council of Schools and Programs in Professional Psychology. (2007). Competency Developmental Achievement Levels (DALs) of the national council of schools and programs in professional psychology (NCSPP).

Retrieved from http://www.ncspp.info/DALof%20NCSPP%209-21-07.pdf Roysircar, G. (2004). Cultural self-awareness assessment: Practice examples from psychology training. Professional Psychology: Research and Practice, 35(6), pp. 658–666. Walsh, R., & Shapiro, S. L. (2006). The meeting of meditative disciplines and western psychology: A mutually enriching dialogue. American Psychologist, 61(3), pp. 227–239.