Managing and Resolving Conflicts

1514 WordsOct 20, 20107 Pages
MANAGING AND RESOLVING CONFLICTS Introduction Many atimes when the term conflict is used, the association made is with physical violence. Though, news media and other sources often use conflict and physical violence interchangeably. The concept of conflict is far more expansive. In many cases, conflict in the workplace just seems to be a fact of life. We’ve all seen situations where different people with different goals and needs have come into conflict. The fact that conflict exists is not necessarily a bad thing. As long as it is resolved effectively, it can lead to personal and professional growth. In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes. The good…show more content…
The emergence of a conflict can change this. Now one can feel threatened, anxious and angry. The same person whom we enjoyed working with yesterday now seems like an adversary, just because of our vast, past experience with conflict, most of which was negative. Many of us had not learnt to deal with conflicts constructively, in fact the converse is true – we have learnt destructive ways of handling conflicts. As children, as students, as employees and too often as spouses. We have experienced losing in a conflict because parents, teachers and bosses used their power to win at our expense. Even though we know the feelings of resentment, anger, dislike, even hostility that we experience as a result of losing, the win-lose posture is deeply ingrained and when we get in positions where we have power over people, we too often choose to win at their expense. A great deal of research shows the damaging effects that win-lose conflict resolution has on interpersonal relationships. It creates distance, separation, dislike even hatred. It is the main reason people leave their jobs for new ones and marriages break up. Procedures for Conflict Resolution  Negotiation i.e. bargaining relationship between parties who have a perceived or actual conflict of interest.  Mediation i.e. Intervention of an acceptable third party who has limited (or no) authoritative decision-making power. It leaves the decision-making power
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