Workplace Conflict Resolution – a Case Study

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

Workplace conflict is a specific type conflict that occurs in the workplace. Conflict can arise anywhere, anytime, by any given person. Workplaces are already stressful enough before conflict contributes to its share of stress. Long hours, hierarchical structure of the organization and unrealistic expectations are just a few of a dozen of factors that help shape the conflict that arises in the workplace.

Conflict is human nature; it practically unavoidable. Whether it is at home or in the professional world, we as individuals must communicate or interact on a daily basis by some shape or form with other individuals in order to get anything accomplished. One employee alone does not or could not make an organization successful. In reality, these constant interactions are more than likely going to lead to some type of conflict at one point or another in our lives. Griffin and Moorhead define conflict as “a process resulting in the perceptions of two parties that they are working in opposition to each other in ways that result in feelings of discomfort and/or animosity” (Griffin & Moorhead, 2014). It has been determined that conflict can

According to the Merriam-Webster Dictionary, conflict is “a struggle for power, property, a strong disagreement between people, groups, etc. that results in often angry argument or a difference that prevents agreement” or a “disagreement between ideas, feelings, etc.” Although we normally think of conflict as negative, it is a normal byproduct of social interaction and is not in itself damaging. Conflict can occur very easily in an organization, both horizontally and vertically. Prause and Majtuba (2015) identified four components which create conflict. First, there must be a difference of opinion or position of the parties involved. A “misunderstanding or discrepancy in opinions or needs should take place” (Daria Prause, 2015). Secondly, the parties of the conflict should be identified. Although some parties are not aware of their

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

Got Conflict? You are not alone. Conflict is a natural part of our lives. It can occur anytime and anywhere, but it is especially prone to raise its ugly head in the workplace when working with a team. We all have unique differences based on age, sex, race, culture, religion, personalities, and education to name a few (Shetach, 2012). The conflict that arises at work, however, not only includes these differences, but also that of differing opinions, conflicting priorities, and the ego needs of colleagues.

Conflict is inevitable when diverse people from different circumstances and backgrounds work together. Everyone had different visions and ideas as to how various situations should be dealt with. If conflict is not managed in an appropriate manner it can become time-consuming and a waste of management resources. By acknowledging this and dealing with conflict in a forthright and straightforward manner, conflict can

1. Abstract Interpersonal conflicts in the workplace are very common because they inevitably arise when groups or teams perform. This essay critically discusses the view that these conflicts can in certain circumstances be a positive factor in improving the individual performance. The approach used to address this issue is a combination of literature review and interviews of employees working at the chosen business, which is the PTA GmbH.

It is imperative that leaders develop problem solving methods to address conflict resolution within the workplace. The purpose of this paper is to discuss specific techniques and tools to resolve conflict within the workplace. A description of a workplace conflict at my current place of employment will be provided. The impact that cultural norms may have on conflict will be briefly considered. Additionally, the impact that conflict has on leadership’s decision making will be addressed. In discussing resolution of this particular conflict, specific techniques most useful in reducing or overcoming the identified conflict and associated behavior will be identified. Finally, the potential negative and positive impacts that the techniques utilized to address this problem has on resolving the conflict will be explored.

In the contention of viewing conflict as whether undesirable phenomenon or not, it has been widely accepted that the presence of conflict in the workplace is inevitable. According to Rahim (2002, p. 207), conflict could be define as “an interactive process manifested in incompatibility, disagreement, or dissonance within or between social entities.” As this conflict occurs in the workplace, the existence of conflict is not only limited between people in an organisation, but it is also occurred between organisations, where it involves employees, employers, managers, units or departments. While several research focused to identify the source and analyse the amount of conflict at interpersonal, intra-group and intra-group levels, the others also examine the various styles of managing conflict in the workplace. However, workplace conflict could be caused by different influencing factors, which have been addressed into several main themes by conflict management scholars. In carrying out the studies, many of them differentiated workplace conflict into two types. First, affective conflict or relationship conflict or emotional conflict which usually engage incompatible feelings and emotions; and second, task conflict or substantive conflict or cognitive conflict which usually emerge disagreements on job content issues (Riaz & Junaid 2011). Examining influencing factors that causes these types of conflict and determining the style to effectively manage the conflict are considerably

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).

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

In today’s business world, there are many existing research work in the management profession. This ranges on issues of good management practices to bad management which must be addressed for effective running of the organization. Unfortunately, one of such challenging issues are conflicts which can be controlled, but inevitable. It is phenomenal in any organization and can reduce the rate of production and employees’ performance. Employers spend a lot of timing trying to resolve conflicts among employees, which takes part of the production time. Therefore, for the organization to experience enhanced productivity there is need to ensure that peace reins among workers.

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

Sometimes organizations find themselves stuck in a conflict for various reasons; opponents character, their perception of the conflict, the way we respond to the conflict, peoples nature, whose fault is it, what ought to be done about it and people's expectations and assumptions in the workplace. Almost every aspect of life creates conflicts and disagreement at some point, but a set of ideas, attitudes values expectations and assumptions, influence the way people respond to the conflict. Conflicts from previous experiences should be used to settle on how to curb unanticipated conflicts (Wagner 2009).