There is no universally correct way to handle every workplace conflict. Each conflict is unique, and depending on the individual circumstances of the issue or disagreement, and depending on the personalities involved, different strategies are needed to reach the optimal solution and move forward successfully. To take a closer look at the various strategies one can use in resolving workplace conflict, let us review the five different conflict management styles developed by Kenneth W. Thomas and Ralph H. Kilmann. The Thomas-Kilmann Conflict Mode Instrument assesses conflict management styles on two distinct levels: assertiveness and cooperativeness. Under this model, the five conflict management styles are as follows: 1.
These elements are important when a manager deals with functional or dysfunctional Conflicts. It should be early identification of the conflict, early evaluation of the impact of it on performance of employees, and it is necessary to make a plan for encouraging functional conflict or managing dysfunctional conflict (Agba1 and Juliana 2013). According to them the primary strategies for conflict management in the public sectors are: initially education is the key. It incorporates research into conflict and the distribution of the knowledge gained from that research. The other strategy is communication which is the foundation for successful conflict administration sharing lessons learned and even failures will enhance the ability of public administrators in dealing with conflict.
“Conflict management consists of the use of strategies and tactics to move all disagreeing parties toward resolution, or at least containment of the dispute”(acpe.org). When attempting to manage conflict each party should work towards a solution with different methods. Many staff nurses should use a collaborative conflict resolution style that is designed by a nurse manager. “The nurse executive must train or select nurse managers with effective conflict resolution skills”(nursing economics). Nurses should observe and teach nurse managers successful problem solving abilities.
The Concept of Conflict: Conflict is defined as ‘an incompatibility of goals or values between two or more parties in a relationship combined with attempts to control each other and antagonistic feelings toward each other’ (Fisher, 1990) Conflict can be described as a contest or struggle between two or more people with different ideas, beliefs, values, needs or goals. Conflict can lead to non-productive results if it takes place in the work place and it can have effect on the staff as they may not work to their best availability. Learning to manage and deal with conflict is of great importance when managing a business. Conflict in the work place can occur of a number of reasons, the most common one is when there is a misunderstanding and a
Conflict will have to be defined as a problem to be resolved rather than a situation in which behaviors have to be controlled Likewise, supporters of a dictator, members of an ethnic group at war, followers of a religion or ideology can easily find instances of where their people or ideas have done good, and get angry when one brings up the seemingly insignificant or irrelevant instances where they have done wrong .Persons knowing their limitations are the way that they can overcome them, proving themselves, and to reaching one’s potential, just like one can do in work place for a specific task or job.Workplace conflict can broadly be considered to fit into two categories, the first being "when people 's ideas, decisions or actions relating directly to the job are in opposition," and the second being a situation "when two people just don 't get
2.2 Types of Conflict: Human beings are social, living and working together. The peoples relations are compassion, cooperation, competition, argument, quarrelling and even fighting it depends on personalities and situations. Working in the same place means to be confront in a conflict because the peoples working together are from various personalities, backgrounds and have different views. Consequently, they are not able to avoid conflicts in the workplace. Since last 25 years, organizations had changed, so did their attitude to conflict management.
INTRODUCTION Conflict is real which exist in today’s workplace . Conflict is a work place can be functional or nonfunctional .The level conflict , can be aiding in the organization as it applauds employee to search for preferred ways to perform their works and we can also eradicate group thinking. nonfunctional conflicts brings stress and frustration to the employees in the organization. In this generation there are many families now have both spouses(husband & wife) working, and they should also balance their private & professional lives become very necessary to an employee.To be competitive organisation are burdening stress on their employees in regardence of competitors . Employees are facing high level of stress & frustration in their respective private and professional lives roles are same which are imposed on other person in other part of world.
When an individual's personal goals are at stake and are not aligned with the organization goals there can be situation of conflict between individual and organization and the individual may had to fight for his personal goals, creating a conflict situation that will hamper success of the project (Janie Sullivan). Another conflict that according to my experience can happen in the organization is of not having Enough Resources. Resource scarcity, time and material can cause teams to undercut, leading to conflict between departments or other work groups. Valuable resources need to be protected, as well as distributed fairly among all the groups. Starting out a project with a clear picture of the resources available will help waylay some of this conflict.
Conflict in the negotiations, conflict is a situation in which the parties concerned are aware of incompatibilities with each other’s future positions, or when a party wishes to take a position incompatible with the aspirations of others. The conflicts in negotiation mainly include five kinds. First, the conflict of interest. This kind of conflict is mainly due to the negotiators feel or the actual interests of the two sides of the competition caused by the relationship. Second, the structural conflict.
Introduction Interpersonal conflict refers to the manifestation of incompatibility, disagreement, or difference between two or more interacting individuals. It is important to study interpersonal conflict under organizational behavior because it frustrates or interferes with the decision making process of individuals. The discipline of Interpersonal Conflict does not concern the constructive aspect of being in disagreement i.e. competition. It is mainly concerned with the communicational aspect of the aspect something that is integral to the functioning of an individual.