Conflict Management Strategies In the Work Place

Conflict management is one of the most important functions of the manager. By the nature of its operations managers are often among conflicting stakeholders. Studies have shown that a manager spend about 20% of his working time to allow different kinds of incidents. Conflict can have destructive or constructive consequences. Here, much depends on how the conflict is managed, and what strategies are used for solving it. The main task of any leader is to solve problems in the early stages of conflict, to prevent the escalation of the conflict.
Conflicts can be resolved through actively careful planning. Conflict management is normally done in the following areas: monitoring the environment, positive outlook, assessment of favorable and adverse factors, and the reassessment of them.

In theory and practice solving methods and conflict management there are various ways: the withdrawal from the conflict, strong-arm methods, the style of cooperation, the desire to enter into the situation on the other hand, the desire to compromise, and others.

To resolve organizational conflicts in the company often uses the following methods:
- Manager use his position in the organization (orders, memoranda, etc.);
- Detailed explanation of requirements to work;
- Separation of the parties in conflict or reduction of interdependence;
- Merger of units to address common challenges;
- System of encouragements, rewards.
The use of such methods of conflict management helps achieve common goals, and motivates employees, unites them into a single team.

As in the real life is not so easy to find out the true cause of the conflict and to find an adequate way to resolve, it is advisable to choose a strategy of behavior depending on the circumstances. There are five basic styles of behavior in the conflict:
- Competition or rivalry;
- Cooperation;
- Compromise;
- Adaptation;
- Neglect or evasion.

In conflict situation appear natural human reflexes - a departure from the unpleasant communication, ignoring the problem or "fight to the finish", provoking strong-arm methods. Often, to solve the problem are preventing the following beliefs:
- Each participant is sure that the other side has all the variety of personal shortcomings.
- It seems that the approaches of opponents in the dispute are so inconsistent, but the problem is so complicated that it is impossible to find a solution.
- Many believe that only one side may be right. But it can be find a mutually beneficial solution to the problem and each participant of the conflict must strive to find it.
In this case it is important the technique of overcome the conflict, the defuse of situation, the suppression of incipient conflict, that they did not escalate into serious clashes. It is important to reach an agreement, taking into account the interests of each party.
The solution to the conflict at the expense of damage to one of the parties can be justified only in exceptional cases. But it usually does not bring significant results.
What is important is, of course, the account of the costs and benefits of the decision or refusal to address the problem. If a positive result entails enormous costs of nerves and means, and the benefits very low, it might be better to keep everything as it is.

In conditions of market relations, negotiations between people becoming specific area of their daily life, which has its psychological features, and are the basis conflict management? Art of negotiation is specially trained in the whole world. Properly prepared person to negotiate can achieve his goal without offending the partner and leave a favorable impression. The purpose of the negotiations is to reach a reasonable agreement that meets the interests of the negotiating parties.

To resolve the various conflicts is very important to find ways of thinking, how the opponents are thinking, which is very favorable for a successful conduct of negotiations.
An important point in the negotiation are also emotions that are necessary to suppress the so-called method of "Steam", which allows free from feelings of anger, fear arising from disputes. In addition, a hostile situation relieve apology, an expression of regret, exchange handshakes, inexpensive gifts, etc.

References:

Aldag, R. J., & Kuzuhara, L. W.  (2002).  Organizational behavior and management: An integrated skills approach;

Hellriegel, D., Slocum, J. W., & Woodman, R. W.  (2001).  Organizational behavior;

MORE ARTICLES ON THIS TOPIC SEE HERE