CONFLICT MANAGEMENT AND RESOLUTION
Generally speaking conflict is a part of life it can occur in the workplace, in military, in school, in situations even in your family. When indifferences arise people tend to clash ideas and therefore disagreement abound, fighting each other with different principles. Sometimes tension can be severe that can cause a mutual anger and quarrelsome over little things without solution. For example a conflict of interest between employees who does the job well and a person who tend to procrastinate within their assigned responsibilities may create a fight, same with the parents who have exercise favoritism over their children who do well in school while the other one does not.
While conflict seems irritating and uncomfortable to handle in a certain company, management and human resource personnel must sit down and develop a constructive solution given this situation, their role is to come up with the best implementing rules and regulation that is open to their employees upon hiring so that employees cannot reiterate their stand against the company or co-employees. In school the guidance councilor is the one to handle conflicts between students who disobey the school policy so that they are given sanction and disciplinary action while the parents are the one to handle conflicts in the family. In any way the authorized person or manager that will handle conflict must have to commit a certain stand to come up with a fair decision keeping the best of interest between two conflicting parties that is just and respectful.
To be able to identify the roots of such conflict one must be able trace the nature or history of opposing individual flipping two side of the coin, critically listening and evaluating their query and point of view just like in the trial court. Therefore management should weigh down their decision before coming up with the absolute resolution. When disagreement still occurs employee must learn to respectively accept the outcome of management with the decision or they will be given sanction of insubordination or demotion from disobedience. The worst thing may arise when management decide to fired both parties for their conflict that can ruin the companies standing. Management decision will always be in favor of the company’s welfare and not on the side of the employee’s indifferences and conflicts.
On the other hand management and employees conflict can be settled by other parties such as the government initiative, rules and regulation and other coordinating agency. Usually employees protest over their salary and wages that comprises a very small package while management disagrees to increase it. Therefore this situation can only be handled by government implementing labor laws and legislation. The government role is to create a labor standard so that companies do not monopolize employees compensation packages.
Positively enough conflict and misfortune of the opposing parties when extensively identified and resolved can create a more serious and reliable workforce environment. Issued when settled constructively can bring back and even strengthen the ties between people, that is why the creation of such governing rules and regulation or laws has been very significant to resolve conflicts for it prevents conflicts before it occurs.
An organization who established a strong solid policies and procedures in the workplace is way ahead in solving conflicts. Management experts provide the basic general resolution when conflicts are encountered and these are the following; 1. Avoid blaming and back-passing so that communication can be open and do not create an undesirable effect between opposing parties for this will create even more conflict 2. Focus on the problem and the solution not on the person’s character so as not to destroy their values and personal worth. 3. Exercise respect, this can manifest in your action and in your words. 4. Learn to negotiate with employees so that they will not feel inferior or superior after the discussion. This is probably one of the most important factors that can resolve conflicts when employees compromise and respect such decisions. 5. Always look for alternative. Let’s say that employees are always late in the morning shift, can he be assigned in the afternoon? 6. Follow up and assess if employees truly agree with your solution so that you may know that they do not pretend to accept such resolution and therefore maintain a quiet environment workflow.
In real life situation conflicts and resolution is tough, for example a conflict between competing companies what would the management do? Again the situation and the resolution must be based according to the depth of the problem but management must be flexible according to the situation the company will be facing, for conflict will always be there whether they like it or not.
Credit:ivythesis.typepad.com
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