ILM Understanding conflict manangement

The best outcome of a conflict is Win-Win both parties needs are met Ends up happy

at times, clashing and conflicting with each other. These clashing traits bring out the role of

disagree on how it should be done. This is known as task conflict (Pelled, 1999). To further

A meeting with all involved parties to discuss the issue is also another good way to resolve conflict. Everyone will have a chance to speak; this is a good opportunity to hear all sides of the story and gain a full understanding of the conflict.

Finally, the last conflict management style is called collaborating. Collaborating involves discussing the situation and arriving at a decision that is beneficial to both parties involved. This style can be used in situations where the goal is to learn or when both issues are too important to compromise on. Collaborating requires both parties to be honest and open when discussing the problem. Because both parties are opening up and exchanging information, collaborating can lead to better working relationships between employees (Nelson and Quick).

Conflict resolution is necessary to keep focus and sustain the positive process. Collection of all the facts should be done prior to attempted resolution. Communication to the parties in a private setting to get their perspective is the idea. Only give opinions afterwards. Unless all is understood one cannot move onto mediation. After making the decision, be resolute in the delivery. (Lewicki, Saunders, & Barry, 2015)

Both parties should work toward establishing and fostering a two-way communication system. They should not only come together to resolve a dispute, but the goal should be to build collaborative strategies toward furthering their mutual goals, providing efficient and

issue, or a politician dictates a settlement. Countries negotiate to a stalemate, or they go to war.

Ranging from small quarrels between a couple to a full blown war, conflicts can have many different levels and can have massive impacts. That is why it is necessary need to evaluate the dispute at hand and understand the individual the need to keep one's values in place throughout finding resolution in the

Conflict can be defined as a struggle between people with opposing needs, ideas, beliefs, values, or goals (Understanding Conflict and Conflict Management). When conflict occurs in the workplace, it can reduce moral, lower productivity, increase absenteeism, and can ultimately lead to serious or violent crimes (Gatlin, Wysocki, & Kepner, 2002). Studies show that managers spend at least 25% of their time resolving workplace conflict (Gatlin, Wysocki, & Kepner, 2002). Productivity of managers and employees are affected by the amount of conflict they experience on a day to day basis. How much people are affected by different conflicts can be dependent on their personal conflict style. Each individual personality will handle a given situation in a different way.

These four steps can be effective even if no resolution is possible, by creating a greater understanding among the parties involved, establishing where the differences of values and identity lie and will make sure that disputes can be negotiated or resolved effectively (Pon.harvard.edu, 2015).

A decision made in a traditional courtroom may attempt to remedy the fallout from a dispute but it may not solve the problem that caused the conflict in the first place. When there is a need for the parties to a dispute to continue to have a relationship (for example in families and workplaces) failing to address the issues that caused the conflict in the first place may mean that it hasn’t been resolved and this may lead to further conflict. If the ‘serious [and] important needs’ of parties in dispute are not met this can ‘compound…’ the problem (Zehr, 1985, p. 1).

The technique used in the attempt to resolve the conflict was negotiation by third parties

 "Effective conflict resolution requires dealing constructively with disagreements rather than pushing them under the rug, letting them break into open warfare, or attempting to eliminate them completely.  Successful resolution of a conflict may include the following: accurate diagnosis of the nature and source of the conflict, a clear understanding of how each party is contributing to the conflict, skills and processes for defining alternatives, constructively negotiating outcomes, and creatively developing win-win resolutions" (Hagberg Consulting Group, 1).

The five antecedents of conflict are the “overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for limited resources” (Kinicki A. Kreitner R.2008 p. 277).