Conflict Management

Conflicts in the workplace are inevitable due to differences in opinions, personalities, and goals. This article explores the causes of conflicts and the importance of conflict resolution. It also discusses various conflict solution strategies and their effectiveness. The desired outcome is for employees to work with a common understanding and minimize conflicts.

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Conflict management
Names
Institution

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Conflict Management
The research question, in this case, will be “what causes conflicts in workplace and why
resolution conflict is important?’
Background
Conflicts within an organization are unavoidable since employees have different
opinions, personalities and goals (Kearrin, 2016). As a conflict resolution consultant, there are
different conflict solution strategies that a person can use to solve an issue affecting employees.
For example, in a situation where employees enter into a conflict because of laziness at work
which make some to undertake more tasks than others, one may choose from various resolution
strategies which include negotiation, arbitration, problem solve, and persuasion, among others. In
this case, problem solve strategy will be appropriate for this issue. The mediator should first
identify the cause of the solution, allow both parties to provide their views and then suggest the
ways of overcoming the differences.
Findings
According to Kearrin (2016), there are various causes of conflicts and the strategies of
addressing them depend on various factors such as the causes, the people involved, the people
involved and so forth. From this incidence where employees conflict because of laziness, it is
clear that sometimes conflicts are caused by lack of taking responsibilities in the right manner.
This incidence shows that although conflicts may be inevitable, use of proper resolution
strategies can make managers to minimize the chances of differences in their workplace (James,
2012). It also implies that the strategies of solving conflicts depend on the nature of the issue
being addressed. Kearrin (2016) asserts that there are different types of conflicts which include

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man vs self, man vs man, man vs society man vs nature, man vs machine and man vs
fate/supernatural. From this categories, this type of conflict can be classified as man vs man
because it involves human being having a dispute with another human being.
Conclusion
Although conflicts can be inevitable in workplace because staff members have varying
opinions, different perceptions towards work, personalities and goals, ensuring that there is
proper conflict management measures can assist in ensuring that employees work with common
understanding and hence minimize the level of conflicts.
Predicted/desired outcome
The desired outcome, in this case, is that the workers who conflict because of lack of
taking responsibilities in the right manner will have a handshake as a sign of coming into an
agreement. According to James (2012), shaking hands between two or more parties during
conflict resolution implies that they have agreed to away with their differences and are ready to
work together.

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References
James, F. S. (2012). University Students' Perceptions of Conflict Resolution. Journal of
International Students, 2(1), 67-78
Kearrin, S. (2016). Conflict Resolution and Peacebuilding in Laos: Perspective for Today's
World. Contemporary Southeast Asia, 38(2), 34-45