Conflict Management in Workplace

This essay explores the concept of conflict management in the workplace, including its importance in improving performance and productivity. It also discusses coaching techniques and strategies for resolving conflicts. The role of conflict management in strengthening relationships and creating a positive work environment is emphasized.

Conflict Management in
Workplace

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Understanding the knowledge of conflict-management and coaching techniques......................1
Role of Conflict-management and uses of coaching techniques and models..............................3
CONCLUSION................................................................................................................................5
REFRENCES...................................................................................................................................6

INTRODUCTION
Conflict management in workplace refers to reducing the conflict while enhancing the
positive environment and aims to improve the learning outcome including effectiveness of
performance and productivity in employees (Başoğul, 2020). Coaching techniques are tools that
develop one to one process with client and maintaining the relationship with everyone. Conflict
could be arise between co-workers, supervisors, subordinate and stakeholders that impact the
working environment in organization. So, to avoid and eliminate this conflict management and
coaching techniques is used to prevent this situation in business and various model is studied in
this essay. Apart from these techniques and methods were effectively used by managers and role
of conflict-management and coaching techniques in resolving the situation and enhancing the
performance.
MAIN BODY
Understanding the knowledge of conflict-management and coaching techniques
Conflict management is concern with reducing and preventing the conflict situation in
workplace and the way they successfully handle the issues in organization. It become necessary
to consider this as it could be rise into everyone like co-workers, supervisor, supplier and with
many other external people with business is dealing with (Brett, 2018). Coaching techniques are
important source of maintaining the relations with other in order to delegate the task and
enhancing the performance. These are some skills used by manger and developing the skills in
employees, so that it could they were able to trained them by focusing on enhancing several
skills and competency.
Some uses of conflict management are it helps in reducing the cost and enhancing the
ability to make good business decision and taking initiatives to implement with more cohesion.
It helps in generating return on investment by pulling the team in same direction. These increases
in productivity and foster creative environment in workplace that drives the workplace forward
to achieve better results (Zahlquist and et.al., 2019). Apart from that it manages the risk,
violence, sabotage and vandalism and legal risk and building better perception of organization's
brand and prevents in bad word of mouth. It also helps in retain top performers and strengthen
the relationship with supervisor and keep the teams engaging and facilitates in open
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communication with each other that empowers the people to make positive environment in
workplace.
Coaching is known to boost the confidence, improve work performance and build
effective communication skills in employees and its benefits and various uses in workplace is are
vast and specific to an individual. It establish the positive act by achieving goals and define their
career goals in realistic with the assistance of coach. Coaching software helps an individual to
allow the record these goals and track the progress (Choi and Ha, 2018). It create safe place to
gain the perceptive and remain in talk through sensitive issues and maintaining the safe
environment to develop the better place and direct the communication to take place. It also
support in improving specific skills in employees that could be extremely beneficial to achieve
the goal and it is important as it is part of progress that is essential in directing and motivating
the employees. The skills could be delegation, conflict management and team building and
persuasion and managed with coaching software. It provides the invaluable space for personal
development and frequently helps in moving out from struggling with low confidence. In short
term employees get to learn new strategies for communication to enhance in unconfident and
bring out positive changes in internal thought process.
Mangers who use conflict-management and coaching are able to manage the organization
in whole process and maintaining the process of certain methods and helps in resolving various
issues and dealing with everyone effectively and efficiently (Saundry, Latreille and Ashman,
2016). They able to make many productive decision making skills and ensure everything was to-
the point. They can use this methods by implementing these techniques very carefully and
analysing the individual behaviour and personality in organisation and accordingly plant these
into them. This requires knowledge and certain skill-set in manger to follow this management in
organisation.
Some of important ways through which it could effectively done and it is rightly said
that manger who implement these are winner because they are responsible in resolving these
internal and external issues and ensuring whole organisation effectively (Currie and et.al., 2017).
They are not whiners in business environment because they are removing the negative vibes and
environment in organisation that promote healthy and productive vibes in workplace. They need
to have some conflict management skills such as addressing the problems as fast as possible,
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understanding the behaviour of participants, leadership and active listening. These are some
important skills that every managers should have to resolve the issue.
There are strategies through which manager use conflict management in organisation to
improve the efficiency. The first step is to understanding the problem and situation before
investigate directly into the matter and they must look into both the sides and carefully
understanding the problem. Second steps is Acknowledge the problem and clearly and listening
the statement from the both the side is necessary as, a specific issue could be smaller for another
one and major problem for second one. So, this essential to be liberal for both the parties and do
not take favour of one party only (Raines, 2019). Third step is Be patient in this as this old
saying that “Haste makes waste” so this applied in this situation. Taking quick decision will
might lead to wrong decision and further it could problem for every individual involve in this
situation. Fourth one is avoiding coercion and intimidation will lead to create problem as
emotional outbursts and coercion can not be long term solution, this may stop problem
temporarily. So, solving the problem from stretch and completely will able to resolve this issue
properly and maintaining the overall situation is so important for manager and talking to
individual parties will help in solving this issues properly (Einarsen and et.al., 2018). Fifth one is
focusing on problem, not taking individual concern with emphasising on reducing the issue not
judging individual traits into it. It involves in analysing the problem thoroughly and not seeing
the problem from the point of view of parties. Avoiding pre-conceived attitude and thoughts
about individual while reviewing the problem will help the manager to manage these issues more
effectively. Establishing guidelines is last one where manager could conduct formal meeting
between individual and make them agree on few guidelines and ask them to express clearly and
calmly without being emotionally as possible. They could ask them to agree the understanding
the perception of individual behaviour and maintaining the proper environment will help in
reduce the risk of guidelines of meetings and that will enhance the productivity in organisation.
Role of Conflict-management and uses of coaching techniques and models
Importance of conflict management and various techniques are plays essential role in
organisation as it helps in strengthening the bond among all employees and more than half of the
problems automatically solved because it must be discussed with everyone that is anyone is
feeling left-out or ignored (Ferreira de Souza Marzionna, 2019). From this every individual will
feel motivated and they work with more enthusiastic and motivated towards their work and
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complete the task properly. It plays important role in personal lives and maintaining the lives of
other is also necessary. It enhance the role of personal and spreads in more positive way and it
gives peaceful and stress free and regulating overall and it helps in preventing the falls between
the family and friends. It helps in managing the to find middle way and helps in finding problem
of issue and implementing idea. It is easy important because it always helps in wise and prevent
first place and rather than including negative consequences and spread and improve in
productivity and results.
Some coaching techniques are used are as follows which is used by manager to reduce
the risk of conflict in management and these techniques are as useful to delivering better
message to employees and other workers working in organisation. Listening This is about to
listen the employees issues first than take steps to resolve these problems. In this business has to
listen employees issues what problems they are facing why the conflicts happens than take steps
according to the situations. In this managers should have listen all parties and understand the
nature of conflicts and than start finding solutions (Jing and et.al., 2020). It helps managers for
resolving problems and boosts employees motivation that there is no biasses for anyone so that
they can accomplish objectives of the organisation. It helps managers to easily know about
accuracy of their employees and improvement for the employees. Questioning helps in support
the resolution of conflicts it is required commitment for the use of creativity generating
questions. Suggestions cannot resolve the conflicts (Meng and et.al., 2018). In this technique it
refers to the questions in order to draw out outcomes arising from their conflicts, their own ideas.
Questions is about the ideas and conflict related so that employees can put their queries. This
will helps managers for encouraging and listening managers thought as managers listen them.
Managers takes ideas and thoughts of employees what they are thinking so that they can solve
arising conflicts for accomplish business objectives effectively and efficiently. Clarifying
techniques refers to clarity in message and proper convey between both the users are important
as to ensure this manger can use this technique. To clarify everything means to understanding of
topic and issue that has prevail in organisation and for that they could ask for better results and
ask them again again that everything is clear between both the parties or not (Kay and Skarlicki,
2020). If this is not there than it will create problem in future so that everything is messed up.
Some issue need to be resolved on the time and if not than it will create the problem between
both the parties and it is responsibility of manger to focus on the issue as it will might create
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further hindrances in the relationship and building of misconception will rise. Some issues are
very delegate and need proper understanding to reduce the risk and ensure that everything is fine
and peacefully is managed. Other technique is Feedback as it states that there should be
satisfaction of issues that is being resolved and asking for feedback will lead to proper resolving
of matter. This is essential techniques that could be done by manager as it could ask both the
parties and ensure proper feedback will facilitates the manager to taking the appropriate steps
and maintaining the issues and relationship is as important in the organisation.
CONCLUSION
From the above essay it is concluded that conflict-management is responsible for
resolving the issues and maintaining the good and healthy environment in organisation. This also
facilitates in improving the performance and effectiveness in organisation. Coaching techniques
are the techniques which are helpful by manger to take appropriate steps in order to ensure better
productivity. In this essay it is being shown that organisation could use this methods and irts
importance so that it could help in improving the overall performance and reduce the risk of
conflict in management. Apart from that role and what are different coaching techniques are
there so that it could improve and its effectiveness is being studied. Many manager use conflict-
management strategies to overcome the problem of these issued is also being discussed and how
it enhance the efficiency in organisation.
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REFRENCES
Books and Journal
Başoğul, C., 2020. Conflict management and teamwork in workplace from the perspective of
nurses. Perspectives in Psychiatric Care.
Brett, J., 2018. Intercultural challenges in managing workplace conflict–a call for research. Cross
Cultural & Strategic Management.
Choi, Y. and Ha, J., 2018. Job satisfaction and work productivity: The role of conflict-
management culture. Social Behavior and Personality: an international journal. 46(7).
pp.1101-1110.
Currie, D. and et.al., 2017. The management of workplace conflict: Contrasting pathways in the
HRM literature. International Journal of Management Reviews. 19(4). pp.492-509.
Einarsen, S. and et.al., 2018. Climate for conflict management, exposure to workplace bullying
and work engagement: a moderated mediation analysis. The International Journal of
Human Resource Management. 29(3). pp.549-570.
Ferreira de Souza Marzionna, P. E., 2019. Is This Workplace Bullying? Conflict Management
and Workplace Bullying in the Brazilian Banking Sector (Doctoral dissertation, Cornell
University).
Jing, L. and et.al., 2020. Nurse Practitioners’ Work Values and Their Conflict Management
Approaches in a Stressful Workplace: A Taiwan Study. Sustainability. 12(3). p.1040.
Kay, A. A. and Skarlicki, D. P., 2020. Cultivating a conflict-positive workplace: How
mindfulness facilitates constructive conflict management. Organizational Behavior and
Human Decision Processes.
Meng, Y. and et.al., 2018. The impact of young Chinese employees’ notions of work on conflict
management styles. International Journal of Conflict Management.
Raines, S. S., 2019. Conflict management for managers: Resolving workplace, client, and policy
disputes. Rowman & Littlefield.
Saundry, R., Latreille, P. and Ashman, I. eds., 2016. Reframing Resolution: Innovation and
Change in the Management of Workplace Conflict. Springer.
Zahlquist, L. and et.al., 2019. Job demands as risk factors of exposure to bullying at work: the
moderating role of team-level conflict management climate. Frontiers in psychology.
10. p.2017.
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