Conflict Management in Organizations

Conflict Management

Table of Contents
Introduction .....................................................................................................................................3
Main body........................................................................................................................................3
Conflict management..................................................................................................................3
Factors that can results in conflicts in an organisation...............................................................6
Measures of reducing these factors of conflicts........................................................................10
Conclusion.....................................................................................................................................13
References .....................................................................................................................................15
Books and referrals ..................................................................................................................15

Introduction
Conflict occurs when people remark due to disagreement, there is a threat to their needs,
concerns and interest. In organisational life conflict is normal part and it provides several
opportunities for improving and understanding of the insight. Conflict management is the
practise of dealing any disputes in an effective way and in balanced way. It is executed with the
business environment which includes problem solving abilities, effective communication and
good negotiating skills for the achievement of organisational goals and objectives. It is said that
when more than one person comes in between then conflict arise in an organisation (Bankova,
and Pavlov, 2020). There are certain factors which create conflicts in an organisation. There are
certain causes which are to be raised in the organisation that are related with logical differences
and opposing goals to power inequities. There are various stages of management conflicts which
are accommodating, avoiding, collaborating, compromising and competing.
With the help of these strategies a person or a manger can deal with conflicts raise in
company. There are certain factors by which conflicts can be raise in an organisation. It can be
due to disagreement, whether resources are being shared equally or not, expectation insufficient
explanation, unexplained changes that can disturb routines and performance and process etc. the
two main reasons for conflict is inadequate communication and competition of resources.
Resources can be in any form staff, financial, supplies etc. so, conflict arises because of them. In
this report there is a discussion of conflict management, factors that can results in conflicts in an
organisation or firm. In further, it also consists of measures by which these factors can be reduce
and mangers can solve those conflicts accordingly. This report consists of an essay which covers
all these points related to conflict management and how they can be resolve by managers or
superiors.
Main body
Conflict management
Distinctive and handling conflicts at well-organized manner, practical and unbiased way
to implement good conveying abilities, good communication ability, problem resolving abilities
with an organisation to accomplish aims and objectives of company is known as conflict
management (Barnes, 2017). In an organisation these can be certain conflicts which can be in
between mangers and employees, they can be in between employees and peer members etc. So,

these can be solving by doing an investigation first so that it could not occur next time. T5here
are certain benefits and drawbacks of manging a conflict in an organisation. These are Time-
time is the major thing which a resolver has to consider because if they are solving any issue
related to conflict then this needs a lot of time. Conflict management is said to be very time-
consuming process (Conflict Management, 2021). Hence time so considered to be the
disadvantage of developing conflict management. Then another is productivity- productivity is
consider to be an advantage of conflict management because the time which is utilised in
developing any strategy is deducted from productivity but in the long term it adds to the
productivity of organisation which saves time and effort both. So, the resolver can focus on
another significant thing in the workplace. Another is situation- conflict can arise in any size and
shapes so there is no exact method of recognising a conflict situation. But in every different
situation, the same strategy cannot be used to resolve the issues and conflicts so for that it
becomes a drawback to company or resolver. On the other hand, developing and creating various
strategies can become an advantageous to the company. Another is creativity- in conflict
management creativity is turn to be advantageous because at every conflict solution, the manager
can bring new ideas and innovation a result in solving conflicts in effective manner. Further
these ideas and an innovation technique can be used later to solve conflicts or to manage
conflicts.
Managing conflicts is the major responsibility and role of managers of a company. To
create a dynamic, healthy and positive environment of company managers should have to solve
all conflict issue related with any of the employees or workforce. The manager should effectively
know to how to solve conflict issues and problems. This can only be done if mangers should
fully know the interest, problems, and limitation to motivate them. Strategies for manging
conflicts at organisation includes organisation practises, special roles and structure etc. conflicts
can be arising due to barriers of goal achievement, incompatibly of goals, competition for use of
limited resources, project priorities and inter personal differences etc can be the causes of
conflicts (Bax, Francesconi, and Delgado, 2019). Conflict management consist of specific
process which is useful for manging conflict effectively in an organisation. These steps do not
guarantee that they can improve likelihood that problems can be understood. This stage provides
useful strategies which can reduce the impact of stress, surprise fear and factors that involves in
dealing with conflicts. The stages are discussed as follows. Understanding situation- as first of all