Although not well established, it is evident that my organization attempts to apply some of the most recent knowledge in managing conflicts. First, the organization appreciates the occurrence of conflicts between individuals or teams based on diversity of ideologies. It appreciates that the occurrence of conflicts is an important part of organizational growth and development, which reveals weaknesses and makes leaders find better ways of handling human resources.
The organization seems to be using the Rahim’s meta-model, which applies some five approaches- integration, obligations, domination, avoidance and comprising (Rahim, 2002). For example, my organizational leaders have developed a culture of allowing a room for openness, accepting and exchanging ideas and information and looking for alternatives. The organization has trained its human resource department to listen to both sides of a conflict, examine the differences and allow discussion. In addition, they are trained to minimize the degree of differences between the two sides of a conflict and highlighting common points of view that are likely to satisfy the involved parties. In addition, my organization attempts to find alternatives and communicate them to the parties involved. In this case, both parties are involved in an intensive discussion with the management or the HR group given the task of resolving conflicts. The involved parties are asked to consider both losses and gains as part of the healing process. They must involve “give-and-take” stage, whereby both sides must give up some of their demands and accept a mutual decision (Robbins, 2009). Therefore, I believe this model is constructive because it considers the claims and positions of both parties and make them know that none of them is right or wrong. In addition, the method is used to find better ways of dealing with conflicts in future.
References
Rahim, M. A. (2002). Toward a theory of managing organizational conflict. The International Journal of Conflict Management, 13(2), 206-235.
Robbins, S. P. (2009). Organizational behavior. Upper Saddle River, NJ: Pearson/Prentice Hall.