Conflict Management

Running Head: CONFLICT MANAGEMENT
Conflict Management
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CONFLICT MANAGEMENT 2
Introduction
Conflict management refers to the process of reducing negative aspects of
misunderstanding while increasing positive aspects to enhance the effective performance of the
group. Workplace conflict is inevitable as it comprises employees from different backgrounds
that share the same business purpose (Justwan & Fisher, 2017). Workplace conflicts result from
poor communication, perceived inequalities, unmet employee’s needs, personality differences
and poor management of organisational change among many others. Superior conflict
management is significant to an organisation as it enhances the association between the
managers and the subordinates thus resulting in good working condition enhancing the
performance of the entire organisation. It is upon different organisations to adopt different
conflict management models to tackle conflicts. Some of the adopted models are always
dissatisfying to the employees leading to a high rate of employee turnover, low employee morale
and satisfaction and financial loss thus leading to the collapse of the organisation. Hassan &
Seraji,(2013)states that more than supervisors and managers spend more than 25% and 18% of
their time in dealing with conflict in various organisations, thus has become an imminent
problem(Broome, 2017). Therefore, the current paper presents a critical analysis of conflict
management modes that are can be satisfactorily by the organisation leaders to enhance effective
conflict management to both the leaders and employees. The current paper thus focuses on
Conciliation and Compromising Conflict Management Approaches.
Conciliation Approach

CONFLICT MANAGEMENT 3
Conciliation refers to conflict resolution techniques whereby the neutral conciliator
brings together all the conflicting parties to help in finding common ground by identifying the
strength and weakness of their positions. The conciliation process is always common among the
deep-seated conflicts that involve deep emotions thus require the third party to replace the
negative feelings with positive feelings to enhance mutuality between the conflicting parties.
Other countries such as North and South America, India and Asia are embracing the significance
of conciliation on recognising and resolution business differences.
According to Mansinghka (2013), conciliation has been used in the international
economic organisations not only to determine the mutual understanding within the conflicting
organisations bust also to have an understanding that will keep the organisation to run smoothly,
and therefore, these organisations must comply to the rules governing the member states.
Conciliation has been practised in different countries such as Italy in fixing civil conflicts as well
as labour disputes by the Italian judges (Yee, 2013). The most used conciliation process currently
is evidential in the International Criminal Court that adopted new conciliation rules in 1993, and
the International Center for Settlement of Investment Disputes that resolved the Canadian
Business disputes (Gray, 2018). Conciliation has different advantages such as:
It offers a strong perception of a possible proper solution for the conflicting parties due to
the availability of the experienced and neutral conciliator such as Attorney. The experienced
conciliator has the capability of providing all the consequences such as cost and risk associated
with the continuance of the dispute among the parties (Subhan, 2013). The neutral conciliator
always helps the conflicting parties to find a mutual solution since the process is always free, fair
and always in open discussion, thus presents any further reappearance of the conflict.