Conflict Management Strategies in Organizations

This assignment delves into the critical topic of conflict management within organizational settings. It examines diverse conflict management strategies, their application in different situations, and the impact of these strategies on team effectiveness and overall organizational success. The assignment encourages students to analyze various conflict styles, understand their strengths and weaknesses, and develop a comprehensive understanding of how to navigate and resolve conflicts constructively within a workplace environment.

Running head: CONFLICT MANAGEMENT
Conflict Management
Name of the Student:
Name of the University:
Author’s Note:

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Table of Contents
1.0 Introduction................................................................................................................................2
2.0 Causes of Conflict......................................................................................................................2
2.1 Lack of Proper Guidance.......................................................................................................2
2.2 Lack of Proper Support..........................................................................................................3
2.3 Unfair Treatment...................................................................................................................3
2.4 Inadequate Training...............................................................................................................4
2.5 Increased Workloads and Lack of Work-Life-Balance.........................................................5
2.6 Poor Communication and Harassment..................................................................................5
2.7 Lack of Scope in Participation...............................................................................................6
3.0 Suitability of Conflict Resolution Strategies.............................................................................7
3.1 Proper Guidance and Support................................................................................................7
3.2 Proper Communication and Fair Treatment..........................................................................7
3.3 Empathetic Listening to Employees......................................................................................8
3.4 Accepting and Respecting Individual Opinion......................................................................8
3.5 Adequate Training Programs.................................................................................................9
3.6 Improved Work-Life-Balance...............................................................................................9
3.7 Focusing on Common Interest Area......................................................................................9
4.0 Conclusion...............................................................................................................................10
References......................................................................................................................................11

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1.0 Introduction
Conflict management is the process of identifying and handling the employee conflicts
fairly, sensibly, efficiently (Bradley et al., 2013). This study will assess a case study of Central
Community Agency, where an employee named Nick faced several issues and raised his
conflicts against the managers. The study will evaluate the causes of conflicts raised by Nick
using theoretical concepts. Furthermore, the study will also assess and evaluate the suitability of
applying various techniques for conflict resolution.
2.0 Causes of Conflict
2.1 Lack of Proper Guidance
Conflicts are always likely to arise, when employees do not get adequate guidance from
their senior for performing any difficult job. According to Bradley et al., (2015), the employees
are more likely to raise conflicting views, when they do not get any proper guidance from their
seniors. In the case study, Nick was just new to Central Community Agency. In such situation,
coordinating the events and arranging the meetings for the Women’s Wings was quite tough for
him. However, he did not get any proper guidance from their seniors for directing him towards
right direction for performing his jobs. It was actually increasing the difficulty level of the job
Nick, which was quite frustrating to him. On the other hand, Baillien et al., (2014) opined that
proper guidance from the senior managers enhance the confidence level of the employees
towards performing any new job roles. However, in can of Nick, he did not get any timely
guidance for managing the counter and meetings for the events. In this way, he was facing quite
difficulties in managing the counter and meetings. Gradually, such lack of guidance was being

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the reason of conflict for Nick, which was likely to rise against his senior managers and assistant
managers.
2.2 Lack of Proper Support
The senior managers should always spend adequate time with the new employees for
supporting them in doing their new job roles effectively. Beardsley and Lo, (2014) pointed out
that the employees need proper support from the senior managers for understanding the job roles
properly. Moreover, the employees also seek assistance from their seniors for properly
performing complex job roles. However, in case of Nick, he never got any support from the
assistant managers and senior managers. Moreover, the managers were always used to show their
busyness and reluctant to provide any support to Nick. Therefore, Nick started to face confusion
in performing his job role effectively without any support from the seniors. On the other hand,
Saeed et al., (2014) opined that employees more likely to raise conflicting issues, when they do
not get proper support from the managers and it consequently increases the complexity level of
their jobs. In this case study, it has been found that even after sitting at the same desk, the AM
did not give helping hand to Nick for handling the crowd at the counter. It actually increased the
complexity level of Nick towards performing his counter attendance job role. In this way, being
too much overburdened with increased job complexity, Nick raised his confliction against the
managers.
2.3 Unfair Treatment
Unfair treatment to the employees always causes workplace conflict through creating
high level of gaps between the employers and employees. According to Young et al., (2016), the
employers are not allowed criticize on the low performance of the employees without providing
any support and guidance. Criticism seems to be very unfair treatment to the employees, when

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there is not actual reason for criticism. In this case, Nick has been criticized by the assistant
managers for not performing his job properly. However, in real scenario, Nick did not get any
support from the assistant manager for handling the crowd at the counter despite of the manager
sitting at the same desk. It kept the customers waiting at the counter, which was also making
them disappointed after standing at the queue for longer time. In such situation, despite of
helping Nick, the AM started to blame him and suggest him for improving his performance. It
was quite frustrating for Nick, which resulted in confliction for the managers. On the other hand,
Way et al., (2014) opined that the feeling that the workplace situation is unfair, leads the
employees to raise the voice asking whether or not they are part of the organization. In this case,
despite of providing additional guidance and support to Nick, the managers blamed him for his
underperformance. In this way, such unfair treatment led Nick to raise conflicts against the
managers.
2.4 Inadequate Training
New employees always face high level of difficulties in performing their newly assigned
job roles without getting adequate training. According to Skarlicki et al., (2015), inadequate
training limits the talents and skills level of the employees for performing their job roles
effectively. In this way, reduced performance level of the employees discourages and de-
motivates the employees raising their conflicts. In case of Nick, he did not get any additional
guidance and training from the management for performing his newly assigned job properly. In
such situation, it became very difficult for Nick to handle his new job role properly without any
adequate training. Gradually, Nick started to raise his conflict over inadequate training programs
with his high level of disappointment with the management. On the other hand, Atak, (2016)
opined that inadequate training also minimize the confidence level of the employees in

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performing any new job role. In case of Nick, lack of proper training reduced his confidence
level for attending the meetings and counter customers. In this way, reduced confidence level of
Nick due to inadequate training led him to voice against the management.
2.5 Increased Workloads and Lack of Work-Life-Balance
Increased workloads can cause employee conflicts, as they sometimes feel pushed too
hard for working harder. According to Dignath et al., (2015), increased workloads and lack of
work-life-balance actually reduces the quality of life of the employees. Moreover, increased
workloads do not provide adequate time to the employees for enjoying their personal life. In this
way, the personal life of the employees conflicts with the professional life of the employees,
which drives them towards raising their conflicts against management. Likewise, in this case
study, Nick was facing extreme work pressure at his workplace without having any additional
support from the management. Furthermore, he was also to attend the events beyond his day off.
In this way, the personal life of Nick was being hampered without having any time off for his
personal life. Therefore, such lack of work-life-balance drove him to raise conflicts against his
managers. On the other hand, Franck, (2014) opined that increased workloads and lack of work-
life-balance also reduced the job efficiency level of the employees, as they are to perform their
job role with high level of de-motivation. Likewise, the job efficiency level of Nick has also
minimized with increased workloads and lack of work-life-balance. In this way, the increased
work pressure of Nick has led him to raise voice against the management with high level of
frustration.
2.6 Poor Communication and Harassment
Poor communication is one of the most significant reasons of conflict between employers
and employees. Lack of proper communication can create huge gap between the employers and

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employees. According to Franco et al., (2016), employee issues are mostly remained unresolved,
when the employees are not allowed to communicate with their employers properly. Such
unresolved issues generate the conflicts among the employees. Likewise, Nick tried to
communicate with the assistant managers and senior managers regarding the issues that he was
facing in performing his job role. However, the managers were reluctant to communicate
properly with Nick and respond to his issues. In this way, the issues of Nick were remained
unresolved, which gradually took the form of conflict. On the other hand, Soieb et al., (2013)
opined that harassment in the workplace for any invalid reason for enhance the frustration level
of the employees. Such increased frustration level ultimately drives the employees to raise
conflicts against management. In this case, despite of giving hand to Nick, the assistant manager
used to criticize him over his performance even in front of the customers. It was quite insulting
to Nick and such harassment led him to raise his voice against the manager.
2.7 Lack of Scope in Participation
Lack of scope provided to the employees in participating to organizational problem
solving process can undermine their values at the workplace. According to Raver et al., (2013),
restricting the employees from inputting their ideas towards organizational problem solving can
actually demoralize them. It can often become frustrating and insulting to the employees, when
their issues remain unresolved even after excluding them from inputting their ideas to resolve
those issues. While considering the case of Nick, it has been found that Nick decided to resolve
the workplace issues by himself and came up with proposal towards overcoming the challenges.
However, the senior managers did not provide any response to the proposal of Nick. As per
Interpersonal Conflict theory, there was disagreement between Nick and managers regarding the
resolution of the issues. In this way, Nick’s issues were ultimately remained unresolved, which

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led him ultimately to raise his conflict against the management. On the other hand, Joo Kim et
al., (2015) opined that the employees become highly disappointed, when the managers
undervalue their ideas and inputs. In this case, the assistant manager of the organization just
insulted Nick by saying that studying Nick’s proposal was not his priority. Such insulting
incidents made Nick extremely frustrated, which led him to raise conflict and even write
resignation letter.
3.0 Suitability of Conflict Resolution Strategies
3.1 Proper Guidance and Support
According to Marques et al., (2015) proper guidance and support from the senior
managers reduce the complexity level of the jobs for the employees. Moreover, the employees
also feel quite encouraged towards working harder even for complex task, when they get
adequate guidance and support from the managers. In the case study, Nick raised his confliction
because he was not getting proper and adequate guidance and support from his senior managers.
Therefore, proper guidance and support from the senior managers would be quite suitable for
resolving the conflict of Nick. On the other hand, Bélanger et al., (2015) opined that the helping
hand from the senior managers enhances the confidence level of the employees towards
performing their job role properly. Likewise, proper guidance and support from the senior
managers would also be suitable for Nick in enhancing his job confidence level and reduce
conflict.
3.2 Proper Communication and Fair Treatment
Schlaerth et al., (2013) pointed out that proper communication minimizes the gaps
between the employers and employees. Moreover, flexible communication allows the employees

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to share their issues with their senior managers for getting immediate resolutions. However,
Nick’s managers were reluctant to freely communicate with him regarding any issues. Therefore,
the issues were remained unresolved, which later took the form of conflicts. In such situation,
proper communication between the managers and Nick would be suitable for resolving the issues
and conflicts. On the other hand, Godiwalla, (2016) opined that fair treatment enhances the value
of the employees by resolving their issues immediately. Therefore, fair treatment from the senior
managers rather than criticism can minimize the conflicts of Nick.
3.3 Empathetic Listening to Employees
According to Jauro et al., (2017), empathetic listening enables managers towards
identifying the actual issues of the employees. Moreover, with an empathetic mind, the
employees can truly understand perspectives of the employees. In this case, Nick raised his
conflicts because his managers were not willing to pay attention to his issues. Therefore, the
senior and assistant managers of Nick should empathetically listen to his issues and understand
his level of sufferings due to these issues. In this way, the managers will truly understand the real
issues of Nick and provide immediate resolution for reducing conflict. On the other hand,
Franck, (2014) opined that emotional listening to the employees’ concern can also help the
managers for finding immediate solution to the employee issues. Therefore, such emotional
listening would be suitable for the managers of Nick in minimizing conflicts.
3.4 Accepting and Respecting Individual Opinion
As per Atak, (2016), accepting and respecting individual opinion of the employees can
help the employers towards providing best solution to the conflicts raised by them. Moreover, the
employers should sometimes accept and respect the individual opinion of the employees for
enhancing their value at workplace and find immediate resolution to their issues. Likewise, the

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senior and assistant managers should accept and respect the individual opinion of Nick for
providing best resolution to his issues and enhance his values at the workplace.
3.5 Adequate Training Programs
According to Marques et al., (2015), adequate training programs constantly develop the
performance level of the employees. Therefore, such training programs keep the employee
performance intact with the standard performance criteria of their organization. Therefore,
improved performance level of the employees minimizes the chances of gaps between the
employers and employees. Likewise, the senior managers of Nick can immediately initiate
adequate training program for Nick for improving his performance level. Moreover, the
improved performance level will minimize the frustration level of Nick, which will in turn
minimize his conflicts.
3.6 Improved Work-Life-Balance
Godiwalla, (2016) mentioned that improved work-life-balance refreshes the mind of the
mind and encourage them towards enhanced and efficient productivity. Furthermore, improved
work-life-balance also enhances the trust and faith level of the employees on their employers. In
this case, it can be found that Nick has raised his voice due to his increased work pressure and
lack of day off. Therefore, improved work-life-balance will be suitable for the senior managers
towards minimizing the conflicts of the Nick by minimizing his work pressure level.
3.7 Focusing on Common Interest Area
Beardsley and Lo, (2014) pointed out that the management of an organization should
always focus on common interest area, which would benefit both organization as well as the
employees. Moreover, the employers should consider the interest of both organization as well as

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the employees for getting organizational success. On the other hand, Bradley et al., (2015)
opined that focus on common interest area can also minimize the potentiality of employee
conflict through shared interest areas. Therefore, the senior managers of Nick should consider his
proposal for resolving his issues immediately. It will serve the common interest of both
organization as well as Nick by resolving his issues and improving organizational performance
through improved performance of Nick.
4.0 Conclusion
While concluding the study, it can be said that Nick faced lack of proper guidance and
direction for performing his job roles. Being a new employee, it was quite tough Nick to attend
the event meeting and counter customers. Nick never got any support and adequate training for
performing his job role effectively, which ultimately decreased his performance and increased
his frustration level. Such increased frustration level led Nick towards raising his conflict against
his senior and assistant managers. In such situation, proper support and guidance from the senior
and assistant managers would minimize the conflicts of Nick.

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