Conflict Management Skills for Management

Personal and Professional Skills for Management INTRODUCTION 1 MAIN BODY1 Knowledge and understanding of conflict management 1 Clear understanding of coaching and its benefits2 CONCLUSION 5 REFERENCES 7 7 INTRODUCTION Conflict management is consider as animportantprocessof eliminating the negative impact of issues. Thus, it is important for manager of company to implement strong conflict management skills within their business that help in developing the positive impact by reducing negative things (Abdulla and Kumar, 2016). For managing the same, company needs to develop

Personal and Professional
Skills for Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Knowledge and understanding of conflict management.............................................................1
Clear understanding of coaching and its benefits.......................................................................2
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................7
.........................................................................................................................................................7

INTRODUCTION
Conflict management is consider as an important process of eliminating the negative
impact of issues. The main aim of conflict management is to enhance group outcomes and
learning that help in improving performance of company and its workers also. Thus, it is
important for manager of company to implement strong conflict management skills within their
business that help in developing the positive impact by reducing negative things (Abdulla and
Kumar, 2016). Mainly, conflicts are arise between co- workers, supervisors, subordinates,
employees and external stakeholders like suppliers, customers, regulatory agencies and many
more. For managing the same, company needs to develop effective conflict management skills to
maintain positive working environment for workers so that they can easily perform their task
within more efficiency and at the same time also develop positive relation with others. Current
report is based on different practices of conflict management that support company in managing
conflicts appropriately.
MAIN BODY
Knowledge and understanding of conflict management
Conflict management is a practice that help in recognising as well as dealing with issues
in a organised and balanced manner. Mainly, it is implemented in business organisation with the
aim of resolving issues arise at workplace and between workers. As, it also includes effective
communication, problem solving skills, negotiation skills and so on that focus on developing
employees performance of attain all the set goals and objectives of company. In addition of this,
conflict management play a crucial role in firm as it refers to the techniques that design to reduce
the negative impact of conflicts and at the same time also enhance positive outcomes. This will
support in improving productivity level of employees within the company. Thus, it is important
for company and its manager to effectively analysis the issues or disputes arose among worker at
workplace. By this they can eliminate the negative impact on working area and also tries to
manage the same. For an example, bias behaviour of top management towards employees always
creates conflicts at workplace (Benson and Enström, 2017). As top management is more concern
with their favourite employees in comparison to other workers working at workplace. This can
be negatively impact on workers motivation and productivity as well. Through this, employees
create issues while performing task activities and develop negative working environment
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wherein workers are not perform well and does not put their best to attain their targets. This type
of situation normally faced by every business organisation towards their workers (Dalaya and et.
al., 2015). For resolving this conflict, management needs to focus on every employees without
doing any kind of biases. With the help of this they can improve employees performance and
also influence them to build positive relation with other workers.
Apart from this, it is significant for organisation to manage all the conflicts at workplace
so that employees get motivated towards their working activities and also tries to put their best
efforts. This can be beneficial for company and its workers to attain their set goals and target in
stipulate time frame. Furthermore, there are some effective ways which can be used by company
to resolve conflicts at work:
 When conflict arise at workplace then management don't avoid it or pretend that nothing
has happened. They have to find a way to work it out and resolve the same (Ellis, Kisling
and Hackworth, 2014).
 Talk together is also an effective way to resolve conflict at workplace in which top
management and employees should communicate with each other and share their views
so that both parties can develop a healthy relation and resolve issues.
 By providing better guidance to employees is also a way to manage the conflicts at
working area. Top management needs to encourage all the workers and also treat them
equal so that employees feel motivated and encouraged towards their task activities. This
can be effective for resolving conflicts and improve performance as well.
Clear understanding of coaching and its benefits
In an organisation, conflict is consider as an important process of handling disputes
among two different parties like employer and employee. One of the main goals of this aspects is
to eliminate the negative factor or impact that are influencing parties to come to an agreement to
manage the conflicts. This can be effective for improving workers performance at working area.
In this context, coaching is consider as a process that focus in improving performance of workers
by providing them guidance and support while performing their job activities. The main purpose
of coaching is to develop current performance of workers in order to make them able to
effectively execute their job activities in systematic time frame. In addition of this, coaching is
related to unlocking individual potential to maximise their performance (Gat and Ratzon, 2014).
It is effective for them to learn something that assist in developing their learning at workplace.
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The main focus of coaching is to increase effectiveness, broaden thinking, evaluate strengths and
development needs and at the same time also set or attain all the challenging goals. With the
assistance of this, organisation can easily improve their workers performance at workplace
(Hamada and Stavridi, 2014). In context of this, there are some benefits of coaching for workers
at working area. These can be understood by following points: Increased employee engagement: Coaching is an important technique used by company
to engage their employees in which they allow them to actively participate in the role in
company in order to improve their commitment with others. One of the main advantage
of coaching is that it provide workers a connection to perform their work. This will
improve employee engagement that contribute in increasing profitability level of
company. Identified and developed high potential individuals: It is important for company to
evaluate or identify high potential workers which support in enhancing the chances of
attaining corporate success. By using coaching, top management can easily determine
high potential and also work on their developing leadership skills so that they put their
best efforts to attain success and make positive culture of company (Kearney-Nunnery,
2015). Increased communication: Coaching is an effective activity within the organisation that
help in improving workers communication skills. This type of skill is crucial for overall
productivity or profitability for business organization. By providing coaching to
employees, company can reduce internal conflicts and at the same time also improve
positive relation with employees and customers as well. Stronger management relationship: For enhancing chances of success, it is important for
company to maintain a strong relationship with managers and workers as well. In this,
coaching includes both employees and its manager that help in improving their relation.
As it develop better communication between them through which they interact with each
other are create positive relation. This will assist in developing a productivity level of
company and its employees also.
 Demonstrated organizational commitment to career development: Now a day's,
individuals focus on their career development as they also expect from company to
enhance the same (Kumar and et. al., 2015). In this coaching program is one of the best
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way to show workers that they are meeting their expectation by increasing likelihood. By
coaching, organisation develop workers performance and also increase employee
retention that leads to reduce hiring cost and improve employee knowledge.
Use of appropriate coaching technique:
 Listening: The main skill of coaching is the appropriate ability to listen to others. In this,
manager is responsible for focus on workers who take coaching and also listen their
ideas, concern (Mishra, 2014). This will make an effective process to developing
employees connectivity. This type of technique is appropriate for enhancing employees
performance at working area.
 Questioning: Under this technique, coaches should able in asking open-ended question
to employees towards their topic and comprehension. It is an effective way of gauging
employees attitude towards the training. This will increase their knowledge level and at
the same time also make them able to improve their abilities to do something well at
workplace.
 Clarifying: It is also an effective technique of coaching wherein employees is enable to
acquire their clarity of information with coaches. This will provide them direction to do
well at workplace and at the same time also assist in eliminating the issues arise between
manager or co-workers (Vijayalakshmi, 2016). In this regards, coaching is helpful in
making them able to execute their activities and job responsibilities by getting relevant
information from their senior manager who provide them coaching to enhance their
productivity level.
 Feedback: Under this technique, individual share their progress, experience and success
with their manager. In this, feedback is a way to effectively monitor or evaluate the
overall effectiveness of coaching. This shows that management is really care about
workers progress a workplace by providing them valuable information towards their
working activities at workplace. This type of technique assist employees to stay
motivated and accountable within the company that contribute in making them more
productive.
All these coaching techniques are more effective and appropriate for business
organization which help workers to enhance their working performance by developing skills and
knowledge towards the set goals and objectives (Srivastava, 2018). For attaining success,
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company is responsible for implementing all the mentioned techniques of coaching to reduce the
chances of any kind of conflicts and disputes. As it make employees more productive towards
the job activities and also attain their targets in stipulated time frame.
In addition of this, organisation is also focus on developing individual performance at
work by encouraging and motivating them (Sing, 2015). Top management also create a positive
working environment wherein employees feel encouraged towards their activities and also put
their best to attain the same. This can be beneficial for enhancing their engagement within the
company. For attaining the same, organisation also use different models of coaching to improve
the performance of an individual at work:
The GROW mode: It is an important and simple method of coaching that used by
company to improve workers performance. The main focus of this model is to goals setting and
problem resolving. This model includes four stages are as follows:
 Goal: This stage is related to the goal what employee wants to attained. It should be clear
so that workers can easily achieve the same. To improve employee performance in next
20 days is the major goal of senior manager.
 Reality: In this, employees are new and doesn't aware about organisation activities and
their roles as well. For improving the same, coaches is responsible for evaluating their
actual performance at working area.
 Options: Under this, manager investigate how they improve employees performance by
providing them better guidance and training as well. This can be effective for employees
to enhance their skills towards the set goals and objectives at workplace (Nagarajan and
Edwards, 2015).
 Way forward: In this, senior manager includes various activities or ways such as active
listening, asking the right and appropriate questions and many more. All these are
effectual for workers to enhance their working activities and knowledge to attain their set
goals in stipulated time frame.
CONCLUSION
From the above mentioned report it has been concluded that conflict management is one
of the important procedure for every business organisation to resolve issues that arise at
workplace. This can be effective for improving employees productivity and managing conflicts.
With the assistance of this, company can attain their set goals and objectives in an appropriate
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time frame. For managing the same, organisation also use techniques of coaching like listening,
questioning, clarifying and feedbacks. All these can be effective for managing conflicts arise
among workers. With the help of this, positive relation among employees can be managed and at
the same time also enhance their performance at workplace.
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REFERENCES
Books and journals
Abdulla, M. D. and Kumar, S.A., 2016. Blooming English Language Skills For Budding
Engineers To Flourish In Global Environment. Journal of English language and
literature. 3(1).
Benson, L. and Enström, R., 2017. Deliberate institutional differentiation through graduate
attributes: Implementing professional skills at MacEwan School of Business. Journal of
Management Development. 36(6). pp.817-827.
Dalaya, M. and et. al., 2015. An interesting review on soft skills and dental practice. Journal of
clinical and diagnostic research: JCDR. 9(3). p.ZE19.
Ellis, M., Kisling, E. and Hackworth, R. G., 2014. Teaching soft skills employers
need. Community College Journal of Research and Practice. 38(5). pp.433-453.
Gat, S. and Ratzon, N. Z., 2014. Comparison of occupational therapy students’ perceived skills
after traditional and nontraditional fieldwork. American Journal of Occupational
Therapy. 68(2). pp.e47-e54.
Hamada, D. and Stavridi, S., 2014. Required skills for children's and youth librarians in the
digital age. IFLA journal. 40(2). pp.102-109.
Kearney-Nunnery, R., 2015. Advancing Your Career Concepts in Professional Nursing. FA
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Kumar, S. and et. al., 2015. Change management skills. Indian journal of community medicine:
official publication of Indian Association of Preventive & Social Medicine. 40(2). p.85.
Mishra, K., 2014. Employability skills that recruiters demand. IUP Journal of Soft Skills. 8(3).
p.50.
Nagarajan, S. and Edwards, J., 2015. The Role of Universities, Employers, Graduates and
Professional Associations in the Development of Professional Skills of New
Graduates. Journal of Perspectives in Applied Academic Practice. 3(2).
Sing, H., 2015. Strategies for development of life skills and global competencies. International
Journal of Scientific Research: ResearchGate.
Srivastava, K., 2018. Self-assessment of communication skills by management students: An
empirical study in Indian context. English Review: Journal of English Education. 6(2).
pp.11-18.
Vijayalakshmi, V., 2016. Soft Skills-The Need of the Hour for Professional Competence: A
Review on Interpersonal Skills and Intrapersonal Skills Theories. International Journal
of Applied Engineering Research. 11(4). pp.2859-2864.
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