Promotion of Conflict Management Strategies

Question: Describe about promotion of conflict management strategies in terms of modern business? Answer: Ideas of the article 1. Conflict management is regarded as a positive force in the organization if handled with efficiency and strategically. Most of the people often resolve the conflict in a mutually acceptable way but have failed to practice advanced techniques such as give and take which should be made the prime strategy to focus upon.2. The reason for conflicts lies inherently in organizational cultural changes leading to differentiated interpersonal conflicts. Unresolved conflicts may lead to destruction of relationships, disintegration of company or hostility. It disturbs the equilibrium of the organization. Controlled conflicts can lead to creativity, better relations, innovations and changes. It leads to enhanced production and flexibility.3. Conflicts can be socially positive or socially negative. Positive view is inspired by pluralism in the society that everyone has a right to express individual views having multiple power centers. Therefore, conflicts are an efficient way to confront each ot her and take responsibilities of ones stance. On the other hand, giving regard to human relations and some traits like satisfaction, motivation, personality views conflicts as disturbance elements and a medium to break communication. 4. Conflicts in an organization are made up of a situation (climate of content danger of emergence) and actions (manner of conflict expression) following it.5. Conflicts can be organizational (horizontal because of lack of harmonization or vertical because of psychological distance, or differences in ideology or autocratic leadership) or personal (intrapersonal cause by conflict of goals, motives, perceptions, experiences, interpersonal because of differences in opinions, perceptions, attitudes etc. and role conflict over one position, different positions or differences in personality and roles).6. Conflicts can be within the group or among different groups. It can be also demarcated as cognitive or affective with one being related to problems and other with personal intolerance, hatred etc. It can also be functional or dysfunctional, one being a source of creative tension for non stagnancy of organization and other being aggressive stance and harmful for the organization. Conflicts can be also be of interests, values or both.7. The conflict have various phases like creation of conflict or latent phase leading because of any of the reason, expression of conflict as personalization of conflicts and development of feelings, open phase of action and post conflict phase having resolutions.8. Conflicts have functional and dysfunctional effects. It improves decision making, promotes organizational change, enhances work transparency (Burton, 1990), intensifies group cohesion and on the other side may reduce the communication, diverts the attention form organizational goals, disturbs normal functioning or creates adverse conditions. 9. Conflict resolution can be in a way when one party wins over another, both parties calm down the conflict and a method of conflict solution. There are two strategic programmed resolution methods such as dialectic methods (debates) and the Devils Advocate (person as a critic) (Thomas, 1992). Other techniques can be competition (selfish and victory-defeat situation), collaboration (cooperative and win-win situation), avoidance (selfless), adjustment (selfless and cooperative, loose-win), and compromise (middle ground).10. As a result of findings, people resort to cooperation as the most sought technique followed by adjustment and avoidance being on the least priority. People have resorted to modern techniques to conflict resolution being a primary strategy. Value of information The information about conflicts being positive or negative is an important concept regarding the organization as it would lead to formulation of further policies. It is valuable for the company to devise effective conflict resolution strategies with the help of information provided. The functional and dysfunctional aspects of the conflicts are really important for the organizational success. The conflict resolution strategies provided in the text would be really helpful for the organization to compromise and collaborate with the team mates to come up on coherent decisions and solutions. Relation of information with management career The conflict management and resolution techniques provided along with source and types of conflicts would aid in formulating personal strategies in the management career or routine life. Conflicts are inevitable be it an organization or routine job and therefore, reading about the conflict management strategies is the need of the hour. The formalized and specialized strategies of conflict resolution relates with the management scenario of the modern and contemporary times which motivates alleviating the disturbances caused by conflicts in the workplaces. Cooperation within the conflicting teams should be the prime aim of the contemporary era. Having an open communication and dialectic means (Amason, 1995) of conflict management can be adopted in the modern organizations for handling the tasks in a responsible manner and maintain the equilibrium of the company. If there are conflicts in a project team, the leader should act as a conflict handler to implement innovative strategies so m ake the opposing teams debate openly and come up with cooperative solutions in the presence of the team leader. Authors The authors of the text are Srdan Zikic (Assistant Professor), Aneta Marinovic (Assistant Professor) and Igor Trandafilovic (Assistant Professor). Reliability of Information The information provided in the paper is quite reliable in terms of authenticity and dependability. It has been crafted after dwelling deeper into inherent concepts and theories for conflict sources, management and resolution. The information in the paper had been collaborated work from various reliable sources and have been referenced from authentic journals, books or texts. The strategies provided have been identified as prime strategies for conflict management in the workplace. Advances in conflict management theories Discovery invites is a strategy of modern era in which conflicts (Daniels, 2001) can be resolved by the means of learning. Discovering the problems would be a challenging and fascinating methodology for conflict management. Mediation methods can help to fight in a fair manner. This involves being objective, supportive, without judging, and steer processing. Internet based relational approach is for making good relations as priority (Likert, 1976) by keeping problems separate from people. Facts are set out to explore the opinions. References 1. Burton, J. W. (1990).Conflict: Resolution and provention (Vol. 1990). Macmillan.2. Thomas, K. W. (1992). Conflict and conflict management: Reflections and update.Journal of organizational behavior, 13(3), 265-274.3. Amason, A. C., Thompson, K. R., Hochwarter, W. A., Harrison, A. W. (1995). Conflict: An important dimension in successful management teams.Organizational Dynamics,24(2), 20-35.4. Daniels, S. E., Walker, G. B. (2001). Working through environmental conflict: The collaborative learning approach.5. Likert, R., Likert, J. G. (1976).New ways of managing conflict. McGraw-Hill.