A Study on the Mental Setup of the Working People in Managing Conflict Through Soft Skills with Special Reference to Gender

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

In today’s organizations conflict and power are important elements to the success of any company but can also create negative long term impacts if not addressed. Organizations require enough power within the leaders to get through conflict and enough conflict within individuals to create new innovations. Not all conflict is bad but when there is conflict individuals with power must assist in aligning conflict resolution to assist in understanding for everyone involved in the conflict. The need for successful conflict resolution is vital for employees so that they are capable of moving on and understanding why the conflict was overcome.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

Conflict is part of our human disposition; consequently, it is customary within organizations. “Left unanalyzed and unchecked, it can be a destructive force that consumes time, money and human resources. Learning the various ways that people resolve conflict and expanding their conflict resolution styles can lead to better results” (Sadri, 2012). Within organizations employees have personal beliefs, styles and attitudes, and backgrounds that at times can cause disagreements, inconsistencies and ultimately, conflict. It is the intent of this paper to examine the archetype of conflict as an

Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of

In this writing, we will explore and explain strategies of conflict resolution and, encourage teams, individuals and society as a whole to use some of these ideas for their own resolution purposes. “In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes.” (Conflict resolution, 2008). With this in mind, individuals will have hope for a more positive team experience.

This paper will discuss how to diagnose a conflict using various conflict models using a case study that involves a workplace conflict between two individuals. Included will be detailed characteristics and attributes of the parties involved and how they may affect the conflict. Confidentiality is important in the workplace and will be discussed in regards to the case study. Resolution solutions that a practitioner may use will be suggested to assist in resolving the conflict. Conflict resolution can be a difficult task but if a practitioner implements tools like conflict models than conflict can be undoubtedly resolved.

One of the major concerns for any organization is the ability of each member to maintain a positive, constructive working relationship with other individuals. Inevitably conflicts between members within the organization will occur leading to the need for applicable and effective conflict resolution policies. During the development of these policies it is imperative that the organizational leadership takes into account how different individuals will approach conflict resolution and how they will respond to conflict within the organization. The purpose of this paper is to provide organizational leadership a basis to understand how an employee’s early experiences, self-image, and personal perceptions of conflict will affect the way they

Conflict is inevitable, be it in the workplace or outside the work place. The reason is that people are from diverse backgrounds and thus have different ideas and opinions. In the workplace, employees are expected to work together towards achieving the company’s goals. The management needs to find ways to resolve conflicts that may arise so as to ensure that there is increased production. Conflict management is important and it entails being able to identify and handle conflicts in a manner that is sensible, fair and efficient. The five conflict styles according to Kenneth W. Thomas and Ralph H. Kilmann are accommodation, avoidance, collaboration, competition and compromise, (Schneider & Brown 2013).

The current essay aims to present and analyse a common incident that often occurs in the workplace: conflict. Firstly, the present paper will examine the common sources of workplace conflict. In particular, attention will be given to the main sources of conflicts, such as poor communication amongst individuals and values and personalities clashes. Secondly, an analysis of the repercussions that can arise due to conflicts will be provided, and both positive as well as negative consequences will be taken into account. Thirdly, the current paper will explore and discuss the main conflict resolution strategies. Lastly, the paper will examine the BIG FIVE personality traits and discuss their influence on conflict management.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working

For many of us, every day is a struggle to avoid conflict. Yet avoidance is practically impossible since the core characteristics, ideas and beliefs of each individual often conflict with our own. Differences of opinion, competitive zeal, and misinterpretations, among other factors, can all generate ill feelings between co-workers within an organization. While we can’t avoid conflict, we can learn how to sidestep negative confrontations by becoming familiar with the types of conflicts that most commonly arise in the work place and by learning how to resolve them.

Organisational conflicts are characterised by a variety of factors and in particular behavioural. These may take different forms depending on the nature in which they are portrayed. They could either be written, oral or physical. The oral behaviour that manifests conflict in the organisation involves a case where the employees engage in exchange of unpleasant words that display the existence of the conflict. Secondly, the conflict may be in the form of written documents that bear evidence of conflict (Popejoy 2002). Such documents may be in form of e-mails that are exchanged between the parties in conflict in the organisation. Finally, the conflict in the organisation may be portrayed in terms of physical confrontation among the employees and this is the highest limit that the conflict in the organisation can be portrayed through (Popejoy 2002).

Rahim and Bonoma (1979) researched and separated the styles of managing conflict. The two authors devised two basic dimensions namely: “concern for self and concern for others”. In the first dimension, the degree (high or low) that a person tries to satisfy his or her own concern while the second dimension explains the degree (high or low) that a person tries to satisfy the concerns of others (p. 1324). However, it is noted that these dimensions actually portrays the motivational training/orientation of a given individual in a conflict. Similarly, the studies of Ruble and Thomas (1976), Van de Vliert and Kabanoff (1990) agreed with these dimensions. Notably, the combination of these two dimensions resulted in five specific