CONFLICT MANAGEMENT

Conflict Management Style

Conflict Management

Introduction

Conflict within the organization has various reasons, at times it depends on the countries cultural and ethnic values that make the workers a little against each other. Even in this era there are several countries that are gender bias and, therefore, give full support to either of any one of the gender. Whereas some of the authors are of the belief that a certain amount of tension within the environment of the organization is competitive and helps the employees in making additional effort and work with more additional effort. Since authors recognize that conflict is a natural phenomenon, even then it is essential to identify the sources of conflict from the people associated within the organization so as to highlight the matter if it becomes personal or worse in the future (Corinne, 2003).

In everyday work, people are always surrounded by conflict. These can be generated by situations such as stress, fear of change, failure in communication and personality differences. Conflicts can be of any kind, from small discussions on how best to carry out a process to large differences on the strategy of the organization. Whenever there is a difference of priorities or objectives, there is a conflict. To some extent, conflict is a sign of a healthy exchange of views and creativity. However, conflicts can be harmful and lead to disgruntled employees, decreased productivity, poor customer service, absenteeism and higher rates of staff turnover, greater stress related to work or - what is worse - litigation based on allegations of harassment or a hostile work environment.

Conflicts are an inevitable part of human relationships. When the commitment to the mission and long hours are associated with meager resources, workplaces and community volunteers can lead to interpersonal conflicts. Conflicts can arise when different views and concerns that ...