Research papers conflict resolution workplace

Actually, it is the way that one deals with conflict that determines the result.

managing interpersonal conflict in the workplace

First, there is potential for conflict anytime employees have different expectations about who is responsible for what because in the absence of clearly defined understanding, it is inevitable that someone will get blamed for an oversight or failure that he or she did not realize was perceived by someone else to be his or her responsibility.

Then one needs to achieve clarity about what is desired from the confrontation as well as what one is prepared to give up or compromise. Accommodation is also referred to as yielding.

Scholarly articles on conflict resolution in the workplace

Listening skills are one of the primary skills to be developed when working on one's ability to manage conflict. With each achievable step, participants are able to gauge their progress towards realizing the final solution, and resolving the conflict altogether. Strategies to address a disruptive physician, a particularly difficult conflict situation in healthcare, are addressed. Compromise: finding the middle ground where each party receives a little as well as loses a little Competing: - where one party attempts to win Accommodation: where one party surrenders his own needs and wishes to please the other. Satisfaction with the outcome and fairness of the procedure. Conflict is feared as a negative circumstance; the person or both parties fear inadequacy of managing the process or have a fear of loss about the potential outcome, but conflict may not necessarily be negative. Compromise is focused on fixing a problem with a set amount of resources and collaboration allows for a broader view on problem solving. Nonetheless, the society continues to face challenges in managing conflict situations in diverse work environments. Secondly, the conflict should pass the stage of "blaming" or of pointing at an individual or a group considered responsible for the issue. In many respects, conflict is necessary and it can be beneficial to the establishment of mutual understandings and relationships within the workplace environment. Functional conflicts are particularly prominent in the modern-day workplace because of the rich diversity in terms of age, nationality, gender and religion occasioned by globalization. Such high-pressure disputes are often resolved by a party outside the conflict, such as a judge or an arbitrator. This interferes with effective resolution in at least three specific ways. Understanding conflict and effective ways of managing it is, therefore, essential for the well-being of employees and the organization Singleton et al, Jones, G.

High rates of employee turnover and absenteeism are associated with environments where conflict is poorly managed. Conflict-resolution, in other words, consists of a win-win situation rather than a win-lose situation where each party's position is understood, acknowledge, and met.

Successful conflict resolution requires a basic understanding of the potential sources of conflict, the importance of effective communication, and specific awareness of concepts such as validation, negotiation, the role of mediation, and the concept of constructive resolution.

Finally, validation is important because the eventual resolution requires that the respective individuals understand the logical justification and the equity of the various possible solutions Blair, ; Daft, We have a money back policy to ensure all our clients are satisfied Applying for an order is easy, fill your details in the calculator on your right, it will lead you to our order page, fill it, make the payment, finally if you have attachments upload them in your account!!

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Conflict Resolution in the Workplace Term Paper