It is very important as such a person can be more creative and customers with positive state of mind are more likely to use the specific product or recommend it to others. On the other hand, we have to also deal with negative emotions, such as sadness or anger. Workplace interaction between individuals can cause very unpleasant environment. Those who cannot manage their negative emotions can easily create conflicts. But it can also trigger burst of positive energy as an anger to another person/company can increase productivity and this kind of person will work more to be more successful than his competitors.
Conflict Management Conflict management in the workplace can best be described as a struggle between two more people with opposing views and beliefs in the way any idea or goal needs to be achieved. This paper will briefly define conflict management and provide some positive approaches to conflict resolution and ways to prevent conflict management in the workplace. Conflict is inevitable in the workplace but conflict can be amicably resolved in many ways. “Managing conflict is a fluid process. You may start with one approach and then find you need to switch to another if your selected approach is no longer working or the conflict grows or changes” (Gallo, 2017, p. 6).
Individuals dealing with human resource matters face a multitude of challenges, ranging from a constantly changing work force to the ever present scores of government regulations and a major technological revolution. Furthermore, global competition has caused organizations both large and small to be more conscious of cost and productivity. Because of the critical nature of human resource issues, these matters are receiving major attention from upper management. (D. Johns& Radebaugh, 2006) As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. But, in most the ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs", that is, neither overstaffed nor understaffed in total or in respect
An open mind leads to new ideas, increased knowledge, new experiences, personal and professional growth, better relationships on the personal and work front. It has an overall positive approach to one 's life. These are some of the benefits of having an open mind. However due to the open mind, there is an inflow of multiple ideas and lot of information that floods the mind. The leader has to be able to filter out the bad from the good and use only the good ideas.
It is important to ignore trivial conflicts and focus on vital ones. This further depicts that a manager needs to improve his conflict management skills for overall management effectiveness. This also shows that it is of utmost importance that a manager should be capable of resolving all vital conflicts effectively. When conflict at work is not handled correctly, the foundation of the team will break down, people will lose focus and the talents they bring to the table will not be utilised and go wasted. According to the Thomas-Kilmann Model, managers should keep in mind five conflict-resolution intentions to analyze and reduce interpersonal conflict in their organizations.
Along with making decisions comes the challenge of resolving conflicts. Leaders must make conflict resolution plans to ensure things do not go awry. “For example, it may be beneficial to train your staff in the basics of effective cross-cultural communication. Also, agree on an organization-wide game plan for resolving workplace conflicts in a civil, compassionate manner.” (Soon Lee, Michael (2014)) MANAGEMENT ISSUES ARISING IN AN INTERNATIONAL CONTEXT Geert Hofstede states “Culture is more often a source of conflict than of synergy. Cultural differences are a nuisance at best and often a disaster."
Intergroup conflict usually leads to miscommunication or even to no communication, affecting an organization’s ability to function. The manager should to intervene and resolve the problem as soon as possible. Sometimes a facilitator from outside the organization can be useful to help discuss issues of conflict and related concerns. Such types of conflicts can disturbed and destroy the organization (Green, 2016). Conflict between different groups or teams is become a big threat to
On the other hand, there are various challenges that emanate because of the conflicts. It results in dissatisfaction, non-cooperation between subunits, aggression, strikes, and lockouts and many other challenges. Conflict is different than the competition as the conflict is destructive while competition is constructive. It is important for managers to develop teamwork and coordination and avoid internal conflicts. It is the duty of leadership and management to avoid the conflict between the team members and forge more and more cooperation to ensure that organization grows.
There are several advantages such as increasing personal growth and self-esteem, improves communication and producing better results for projects. However it may worse company’s reputation if is not managed properly. The challenge for project managers and organizational leaders is to maintain right balance and intensity of conflict it in project management. By using project management principles, understanding the dynamic of conflicts, and learning approaches to conflict resolution, managers will set up an environment through which creativity and innovation is encouraged and project goals are