CONFLICT RESOLUTION

Conflict Resolution

Conflict Resolution

Introduction

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 seems incompatible. Managers must be able to discern and understand the different levels of conflict and how conflicts arise at each level (Guttman, 2009).

Among the sources of conflicts that arise in organizations are disagreements with the way they are distributed resources (equipment, budget, authority), poor communication, differences in expectations (on tasks, goals, hierarchy), the organizational structure with inaccuracies, tasks and the interdependence of work, as well as interpersonal differences in values, positions, interests, personalities. The important thing is to recognize conflicts and manage them (i.e., resolve) correctly. There are some ideas for better conflict resolution to follow:

Questions, commands: From the moment you question instead of giving orders, you are inviting others to participate in solving a problem. At this time, people become accomplices of the solution, and have a more ...