Resolving Conflict with others
Introduction
Working in a conducive environment is the dream of every person. A conducive environment gives peace of mind to every employee. However, conflicts are common among all social groups, starting from the family. Conflicts arise from the difference in views among the members in a particular group. Due to the broad diversity among individuals, it is often not practical to eradicate conflicts among groups. It is therefore essential to learn various skills of managing and resolving disputes. Managing conflicts requires particular skills and knowledge regarding personal behavior and ethics. Moreover, resolving conflicts involves several steps. This papers will discuss the conflict resolution skills exhibited in the workplace.
My previous workplaces consisted of 250 members under different ranks and from diverse backgrounds. Due to the diversity among the employees, conflicts were common. They existed between the administration and the workers as well as conflicts among the employees. The common conflicts experienced in the workplace are linked to sharing responsibilities, gender discrimination, tribal discrimination, employee-employer wage disagreement, among other conflicts. Most of the disputes affected employer-employee relationships. The employees themselves locally resolved some disagreements among the employees. However, the management team had various ways of addressing the disputes as they arose. As part of the employees in the workplace, it was a pleasure learning various skills applied in resolving conflicts.
First and foremost, I acknowledged that in resolving conflicts, one must identify the disagreement. In this regard, one should find out the heart of the conflict. Resolving the conflict requires getting the victims to agree on what the conflict is. In achieving this, there is a need to accomplish the needs not met in the disagreement. At this point, asking a question is the best way of obtaining as more information as possible. Secondly, resolving conflicts demands to establish a common goal among the victims. This implies that both parties in the conflict should agree on the outcome of the disagreement. Bringing two conflicting parties to a common goal enhances more understanding among them and increases the chances of resolving the disagreement. Thirdly, I learnt that in resolving conflicts, there is a need to listen to each other and brainstorm with both parties on the best solution for the disagreement. The parties should be guided on how to reach the common goal identified.
Nevertheless, despite identifying a common goal between two parties, there may be underlying factors that may prevent the resolution of a particular conflict. It is worth noting that solving a problem relies on the ability to understand the root cause. Therefore, the mediator for the conflicting parties should help them identify the issues that may inhibit the resolution efforts. In this regard, the parties should be able to understand what can and cannot be changed. For the circumstances that may not be changed, the mediator should discuss the mechanism to go around them.
Nonetheless, both parties should agree on how to resolve the conflict. In arriving at that, the mediator should identify solutions that can be favourable for all parties. Finally, the resolution should be acknowledged, and parties involved should define the responsibilities that each has to play.
Having learnt the above from the workplace provides more understanding of the causes of conflicts. For instance, the above experience can be used to learn how to avoid the causes of various conflicts. Furthermore, the experience builds the capacity to address similar issues that may arise later
Conclusion
Resolving conflicts is a fundamental process that each company or organization should train and practice. Conflict resolution encourages harmonious relations in the organization. Also, resolving conflicts requires particular skills and knowledge regarding personal behavior and ethics. Moreover, resolving conflicts involves several steps.
References
Lukiyanov, M., & Thiruppathi, A. (2012). U.S. Patent No. 8,090,681. Washington, DC: U.S. Patent and Trademark Office.