A majority of business leaders assume that creativity and success can be achieved without any friction. However, this is usually not the case. All organizations experience some level of conflict. This is because conflict cannot be prevented when different people are working together.
In organizations where there are wide arrays of disciplines and personalities, positive and productive conflict is experienced. In this regard, it is extremely important that company managers should learn how to handle all forms of conflict.
Recently, there were battles between the operations and accounting departments at company Z. Consequently, this became a grave challenge since the customers were involved. Employees in the accounting department were not getting along well with each other.
They reacted by ignoring their differences, which enabled them to unite against other workers (Heffernan, 2010).
It is worth noting that supposed variations regarding variable group objectives and status plays a great role in aggravating the intergroup conflict. In most of the cases, this results in no communication or miscommunication.
Consequently, there is negative functioning ability in the organization. Organization Z had several choices on how to respond to the conflict. This included solving or avoiding it, transforming some of the variables at the workplace, and adhering to a particular conflict resolution process.
In critical situations, a facilitator helps in discussing the issues and concerns that form the basis of conflict. If the conflict is allowed to continue, the business suffers serious losses.
Responses
Running away from a conflict might eventually bring down an organization. Organization Z decided to face the problem and address it. This was important since novel strategies were developed. The strategies could be used in solving conflicts in the future.
Moreover, the strategies could be beneficial in other organizations. After scrutinizing the factors that contributed to the conflict, the leaders decided to utilize a phased strategy, which focused on moving slowly, calming down, and participating constructively (Chris, 2009).
Cooling down implies that the involved parties had to stay balanced. This ensured that emotions, which aggravated detrimental behaviors were controlled. Slowing down ensured that the parties acquired adequate time to search for a backup strategy.
This applies when the conflict is at the climax — participating constructively ensured the search for appropriate solutions, which prevented blaming others.
Characteristics of a Conflict Management System
For effective conflict management within an organization, leaders should work extremely hard to ensure that the conflict environment is changed. In this regard, there is a need to ensure that the reward criteria, performance measures, procedures, policies, mission, objectives, and vision adhere to constructive conflict reactions.
Also, there is a need for offering training programs to the employees. This helps in improving conflict management skills.
In organizations where leaders demonstrate effective conflict management and influence their employees, maximum profits are achieved. Furthermore, such organizations have the best decision making and creativity skills.
Practical Principles
It is imperative that leaders possess personal conflict management competencies. However, to benefit from the skills fully, there is a need to put them into practice whenever the organization experiences conflict (Barling & Cooper, 2008).
For credibility, there has to be a constant desire to improve the skills. It is imperative that employees are informed on how to manage their emotions and utilize constructive conflict strategies.
Managers should always mentor and coach the employees. This promotes development in crucial areas.
References
Barling, J., & Cooper, C. (2008). The SAGE Handbook of Organizational Behaviour. New York: SAGE Publications Ltd.
Chris, A. (2009). Personality and organization; the conflict between system and the individual. New York: Harper & Row.
Heffernan, M. (2010). A Conflict-Free Organization Isn’t Great. It’s Near Death. Web.