1.2. Statement of the Problem This study aims to address the problem of applying conflict management strategies in the public sectors. It is not well known how and to what extent conflict management strategies create employee motivation and innovations and in turn lead organizations performance and/or otherwise be a challenge for the goal of organizations especially in public sectors (Agbal and Juliana 2013). As stated in the background of this study conflict is inevitable and has many sources in the life of organization. What is the great challenge is how to manage it?
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.
Starting out a project with a clear picture of the resources available will help waylay some of this conflict. Fourth conflict according to me is of Interpersonal Relationships. Often in these types of conflict what I have seen is that parties in conflict are not able to resolve their personal issues with each other. The personalities of the people involved in the organizational structure play an important part in conflict resolution. It is not always easy to set aside personal prejudices when entering the workplace, but it is important to recognize what those prejudices are and deal with them before conflict arises.
Conflict Resolution Conflict is a disagreement or dispute between two or more individuals who have different ideas, feelings, needs, goals, values or beliefs. We all have faced conflict sometime in our lives, especially at work. Conflict is unavoidable in the workplace. According to Ahmed Higazee (2015), conflict is one of the issues that takes place in any organization specially hospitals where continuous human interactions occur. While most of us try to avoid conflict in the workplace, we will face it at some point in our careers and the challenge of it is how we deal with it.
It also suggests conflict management strategies for managers and employees in the organisation. Introduction Due to a higher migration of people seeking personal development, better market opportunities and new challenges have opened up. Today’s workplace is
Conflict Resolution Conflict in the workplace is inevitable, especially in a diverse workforce where employees possess different approaches to his or her job and come from various backgrounds, who share a common work space within an organization (SHRM, 2015). Conflict should always be resolved that include many steps supervisors take to resolve issues, and promote a healthy environment for all employees. Supervisors and HR professionals play a significant role in mitigating workplace
Conclusion and Solutions In summary for above paragraphs, to overcome a conflict in human management, it is crucial to apply methods that are tolerable for every parties within the policies of the organization. Human Resources Department must have innovative and accordant policies to motivate, satisfy and ensure equity in the workplace. Additionally, as a leader of organization, one must have the ability to not only skillfully manage internal conflicts but also superintend the employees’ reaction to reduce unrighteousness and feelings of chagrin (Ayoko,
Conflict is part of day to day life in every organisation due to different beliefs, values, religion, age and culture of employees. This is a challenge to managers and directors to solve conflicts, if they arise, by being innovative in creating solutions but not all conflict are bad. There are some conflicts that can help the life of the organisation as it learns and grows as it serves to modify strategies and techniques. Unresolved conflicts lead to unproductive human resources and can lead to absenteeism and decreases the levels of cooperation, which is very bad for the life of the organisation. Conflict happens when two or more contradictory perspectives haven’t been agreed on, but it’s not necessarily a bad thing.
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.
However, companies failed to manage the conflicts effectively with the perception that only a manager can resolve a conflict. In fact, successful organizations in conflict management tend to delegate conflict resolution task to the staff who work in the function in which conflict occurred. Certain times conflict can also be ignored but they cannot be ignoring when it can escalate to violence. Managers must understand the underlie conflicts; understand what is happening at the root of the problem. In the context of Qatar foundation, conflicts often happens between different organizational units as it is a massive organization.