the concept of conflict within a workplace
In any workplace, the aspect of conflict cannot be avoided. There is a significant possibility that there exists some conflict, whether interpersonal, group, or intrapersonal conflict, which ultimately affects the success of the group. Most of the time, people may assume the intangible causes of disputes. All these are attributed to the prevalence of different employee backgrounds. In essence, it is essential to devise ways of resolving work conflicts when they arise. After all, disputes are costly when not addressed. The paper herein focuses on bringing the concept of conflict within a workplace into the light. Its argument is based on various situational scenarios that demand a decision to solving. A possible course of action can be accommodating, collaborating, compromising, avoiding, or competing. Depending on the type of situation, these aspects are utilized to resolve the conflict.
Based on the first situation where one experiences a strong feeling of conflict, various things can be done. In essence, the most basic course of the action revolves around compromising with those concerned. It includes understanding the schematics of the conflict, then trying to negotiate through assertiveness. It involves knowing the different points of view in the battle, then trying to reach a mutual ground. In this context, everyone in the workplace has their fantastic idea, which can be beneficial to some extent. Interestingly, becoming severe about what others feel in this situation makes employees feel thought of and highly regarded.
The second situation in the context of the workplace demands an accommodating nature. When accomplishing work tasks, winning is the leading promoter of actions. It means that people have to develop an attitude of winning to become successful. In the context of conflict, having the idea of winning is dangerous, especially when trying to reach an amicable solution. The underpinnings involved in this context designates that everyone in the workplace has a piece to contribute to the conflict resolution process. As such, an unassertive and corporative nature must be developed to ensure that the needs of others are satisfied.
From any conflict in the workplace, the third situation gives a variety of opinions to resolve. In my own opinion, compromising is seemingly the best course of action in this context. It means that there is a significant absurdity in self-centeredness. Individuals involved in a conflict at work have to consider what other people do or think. Besides, the concept of togetherness is only instantiated when people relate to the same line of thought. In this case, compromising is essential in allowing members of a work cycle to understand and develop common grounds of interest from the conflict. The aspect of relating in the middle ground rather than individualized extremes is instantiated.
The fourth situation is prevalent, especially about leadership in the organization. There exists a significant amount of conflict when a person of higher authority is involved in the battle. For instance, if the project manager is included in the conflict, there is a dilemma on how to approach it without jeopardizing your job. In this context, the ideal course of action is that of a collaborator. It involves cooperating with other employees on common ground. It means that at no point should one feel inferior in the decision-making process. Trying to negotiate the best settlement involves contributions from every member of the conflict, without segregation or affiliation. In most cases, the superior person must try to understand the line of thought of other people involved. After this, they both try to negotiate what each of them can do to resolve the conflict.
A significant dilemma in the workplace about conflict occurs when someone you care for takes an unreasonable course of action. The problem herein is how to address the issue without destroying the existing friendship. Based on the fifth situation, the best way to handle this is through a collaborating state. Through this, it is essential to add humor in letting them know exactly how you feel in that situation. More precisely, it will be a mistake to avoid talking about it based on the fact that you care about them. After all, this issue is prone to sprout out sooner or later. As such, you are informing them more casually is the best course of action. In the end, it helps in attaining a mutual cause of action.
Based on the sixth situation, when none becomes angry at a friend, there is a significant problem, especially in the work setting. The difficulty existing herein is getting the best way of handling the situation. Accommodating is seemingly the best solution in this case. As an accommodator, the obligation is to cooperate with the friend. The aim is to find out what they feel about the situation. While people may think about expressing their anger, this usually leads to the escalation of the conflict.
Interestingly, accommodating involves getting an insight into their feelings. In this case, to prevent physical confrontation or silent treatment in a workplace, it is essential to try to smoothen communication through humor while resolving the conflict. Doing this gives the impression that you still care about friendship.
In any work setting, the concept of a group is highly utilized in achieving various general or specific long term or short term goals. The primary concern, in this case, looks at conflict existing among members of a given group at work. Failing to resolve this issue brings a lot of problems, especially with the quality of output. As such, in most cases, one would consider accommodating or compromising, depending on the type of conflict eminent in the group. The eighth situation faces an almost similar analogy. It involves conflict when group members take a position in a given matter. It requires a high sense of collaboration in knowing why the said member has made that decision. Communication, in this case, is vital in considering their point of view, then trying to think of ways to integrate it into the group functions. Other methods may include trying to change the opinions of the group members based on the information given in this case.
The ninth situation is not any different. The first time one notices conflict arising in the workplace, it is essential to accept the existence of that conflict through accommodating. Avoiding it is the worst decision in this scenario. Besides, it is necessary to identify the shared concerns or work goals that need to be fulfilled. In other cases, involving an arbitrator can be the right solution in this case. Either way, in any organization, the work processes are divided into several groups. It means that there may exist several groups that are dependent or independent of each other. Either way, conflict ought to arise. As such, it is essential to try and find a way of resolving this issue to prevent it from affecting other work functions.
Based on the tenth situation, it is essential to involve accommodating skills which recognize that conflict is healthy, and presses to identify shared concerns. Also, selecting members to help resolve the dispute should consider a person who collaborates. The importance is that at every point in the conflict, they would find the opinions of the two groups, and incorporate their line of thought in coming up with the decision. Besides, the ideas will be based on the mentality of the group.
According to the twelfth situation, failing to resolve the conflict has a significant impact on the group’s success. Besides, it generally affects the company as a whole. Processes within the workplace, leading to the conflict, have to be looked at. In most cases, a controller or an avoider hurts the group. Avoiding to resolve a dispute causes various issues to pile up. After some time, they erupt in a way that affects the performance of the organization. In most cases, the tendency of forcing people to abide by the group’s decision is a controlling act with brings about a lot of resistance. Members of the workgroup start disagreeing on different functions. As such, inflexibility in resolving the conflict may create employee turnover, which causes the group to fail.
In conclusion, an organization cannot operate adequately without conflict in whatever nature. The extremes of these conflicts determine whether the organization’s performance will increase of deteriorating. As such, organizations must create ways of mitigating or curbing the battle before it escalates.
References
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