Personal and Professional Skills for Management: Conflict Management, Coaching Techniques, and Theories

This article discusses personal and professional skills for management, including conflict management, coaching techniques, and theories. It covers the inevitability of conflict in the workplace, the damaging effects of conflict, and how to avoid it. It also explores how coaching techniques can improve individual performance and how to link theories with evidence.

PERSONAL AND
PROFESSIONAL SKILLS
FOR MANAGEMENT

TABLE OF CONTENTS
Personal and professional skills for management............................................................................3
Conflict is inevitable at the workplace.........................................................................................3
Conflict could have damaging effects..........................................................................................4
How conflict could avoid at workplace.......................................................................................4
They use coaching techniques,how can improve the performance of an individual ................5
Link theories and practices with evidence ..................................................................................6
Understanding theories and concepts...........................................................................................7
REFERENCES................................................................................................................................8

Personal and professional skills for management
The conflict management refers to the process that limits or reduce the negative aspects
of conflict and increases or enhance the positive aspects (Dawson, 2015). One of the main aim of
the conflict management is to increase the learning of the employees and focuses on the proper
group outcomes or the results. It includes effectiveness and the better performance of the
activities or the functions of the organization. Conflict management involves the elimination,
reduction or the termination of the various and all types of conflict that arise in an organization.
Mainly there are five styles for conflict management such as compromising, competing,
avoiding, accommodating and collaborating (Lawless and Trif, 2016). This essay shows the
theories of the conflict management and also the coaching techniques that are helpful in order to
achieve success.
Conflict is inevitable at the workplace
Conflict is inevitable at the workplace or in the organization when employees or the
workers of the firm came from different backgrounds and have different work styles or mode
that brought together or came forward to share a business purpose (Ma and et.al., 2017). These
conflicts should be managed or resolved by the managers properly as it may creates negative
emotions and can also creates feeling of dissatisfaction among the workers. Conflict can arise the
between the co- workers, subordinates, managers, supervisors, etc. and should be resolved
properly and timely in order to maintain the healthy relationship among the workers and also for
the good working environment. On the other hand, conflict may create communication barriers
or breakdown, managerial expectations and the accountability issues. The managers of the
enterprise should examine or analysis the reason behind the conflict and should also analyse the
cause and the effect of workplace conflict.
The managers as well as the HR professionals plays an important or the vital role in the
management of conflict by developing the understanding among the employees regarding the
culture of the organization (Wang, Zhang and Deng, 2019). The organizational culture should be
designed in such manner that can make the relationship of the workers stronger, build trust in
them and can enhance the mutual understanding and also can be used in order to prevent the
conflicts among them. The manager should tries or put efforts to understand the issues or the
problems of the employees and must find the solutions to fulfil their needs and the requirements

in order to manage the conflict. This will help the company to achieve the desired goals and
objectives as the workers can be able to give their 100% after the resolution of the conflict.
Conflict could have damaging effects
The conflict may results or gives a negative effect at the workplace as it includes
reduction of the productivity and efficiency, project failure, work disruption, absenteeism,
termination, etc. Emotional breakdown or stress is one of the major cause or the effect of
workplace conflict. It could also have the damaging effect for the firm in terms of their brand
value or the goodwill and can also affect the growth and the development of the company. Some
of the basic or the common causes of the conflict that have the damaging effect includes
improper behaviour of the employees at the institution as it becomes irritating for the other co-
workers and can create conflicts among them (Cronin and Bezrukova, 2019). It also includes
personality differences as every individual have its own personality and a specific behaviour in
order to work at the institution. So, these differences may cause many damaging effects to the
organization as it is responsible for the conflict between the members of the team or group or
between the manager and the employee.
In addition to the above discussion, the causes of the workplace conflicts includes
unfulfilled or the unmet needs or the requirements of the workers in the company that creates
hurdles or the obstacles and can also damage the efficiency and the productivity of the
employees, supervisors as well as the firm. It also includes the poor implementation of the job
description by the enterprise and the undefined or the unclarified roles of the workers in the
workplace. One of the major cause of the conflict among the employees of the firm is the lack of
effective communication between them regarding their work which creates confusion and the
problems between the manager and the worker (Hwang and Shin, 2019). This will harm or affect
the overall activities or the functions of the organization and may create many issues regarding
the organizational culture and in the adoption of the change.
How conflict could avoid at workplace
Conflict can create many problems or the issues at the workplace so it is necessary for the
managers to take the adequate steps in order to avoid the conflict. It can be avoided with the
effective and clear communication as it plays an important role at the workplace. It is helpful in
reducing the confusion among the members of the company which will helpful in reducing the
conflict. The leader should not avoid the dispute among the employees whereas it is the

responsibility of the manager to find out the solution about the conflict and tries to sort out the
confusion or the dispute between the workers and co- workers or between the manager and the
worker.
In order to avoid the conflict it is necessary the manager should create the team
engagement which means the employees can be able to take part in the decision making and
should have the fair chance to speak about their thoughts and views regarding the situation
(Rispens, Jehn and Steinel, 2021). If the workers are engage in the activities they feel like home
and it is also helpful in building the trust which will result in the reduction of the disputes among
them. The manager should treat each and every employee fairly that means personal favour and
biases must be avoided in order to make the environment of the workplace peaceful. If a conflict
or the dispute arises in the organization it is necessary to address all the employees or the
participants together so that they should not feel it unfair and they should express their opinion
regarding the conflict. Some of the coaching techniques are listening, questioning, clarifying and
feedback.
They use coaching techniques,how can improve the performance of an individual
Coaching is very helpful in improving the performance of an individual as it provides
clarity in order to make decisions about the performance, safety, business continuity, financial
security of the work, etc. In this context coach or the manager of an organization plays an
important role as it improves the felling of threatened. There are some benefits of coaching in
order to improve the performance such as it will help the leader to analyse the work and can be
able to increase the contextual awareness and also it helpful in gaining the insight which will
develop the performance (Schutte, 2019). Coaching plays a vital role at the time of crisis
situation and can provide a structured approach in order to lead the company towards success
and also enhance the performance. Senior executives of the firm can be able to get the advantage
from the coaching so that they can develop or make the new strategies according to the situation
and is also helpful in leading the complex as well as new situations. It is also helpful in making
the managers as well as the employees responsible. A coach can facilitate the leader or the
manager as it recognize or identify the skills and the strategies for improvement in the

performance. It also provides the correct or the new directions to the leaders and can focus on the
achievement of the goals and objectives.
Link theories and practices with evidence
Coaching techniques refers to the strategies or the practices that are used by the managers
or the firms in order to help or assist the team members, workers, clients, etc. so that they can be
able to learn new and advanced skills, improve the knowledge and understanding and also to
achieve the desired goals and objectives (Terblanche, 2021). Successful coaching technique
results in building the trust between the coach and the coaches and also helpful in motivating
them to learn and develop and also encourage open and effective communication. There are
various coaching techniques plays an important role in the growth and the development of the
employees and also to enhance the performance of the individual. Following are the coaching
techniques that are needed or required by every manager to learn-
Listening: One of the most important or the basic skill that every manager should have is the
ability or the capacity to listen to the other people. So, it is necessary for the managers that first
they should listen to the problems or the issues of the employees and tries to give solutions on
the basis of their problems instead of only giving commands or the orders. For making the most
effective or the successful coaching sessions it is important that the manager should give the
employees the fair chance to speak openly so that they can express their thoughts and the needs.
Questioning: It is one of the other necessary skills that every manager should develop in order to
make the coaching sessions successful (Gan and et.al., 2021). So, in order to maintain the healthy
relations and also to be on the same page with the workers the manager should ask the open-
ended questions so that they can be able to analyse or examine the coaching and the grasping of
the employees. Questioning is one of the best possible way or the effective way to understand the
attitudes of the workers and also to understand the knowledge levels of the employees about the
training provided by the managers. This will also boost the confidence of the workers and can
build the trust in them regarding the managers as well as towards the firm.
Clarifying: The managers should clarify the doubts and the confusion of the workers by allowing
them to put questions regarding the training session. The managers should also allow them to
present their views, thoughts, and their opinions in order to make communication effective and
clear. This will also helpful in increasing the efficiency and the productivity of the employees. It

also assist the managers in order to take the correct and the adequate judgement or the decision
regarding the knowledge level of the employees.
Feedback: It is the final or the last part of the coaching technique as it is the base of the
completion or the successfulness of any kind of training program. The manager should take the
feedback of the workers in order to analyse the understanding of the session and also must
monitor the implementation of the new skills so that it leads to the success of the training. This
will helpful in achieving the desired objectives and the goals of the managers regarding the
coaching of the workers (Schermuly and et.al., 2021). It also facilitates the managers to improve
the overall coaching techniques in which they are lacking.
Understanding theories and concepts
Mainly there are two theories of conflict management such as traditional theory and the
modern theory. Traditional theory reflect that the people or the employees are the trouble maker
that are involved in the conflict situation (Curcija, Breakey and Driml, 2019). Whereas, the
modern theory states that conflict is one of the natural and inevitable outcome or the result of
human interaction or the discussion. Conflict situations may create damaging effects to the
organization which will decrease the productivity and the profitability of the firm. Mainly the
traditional theory is based on the assumptions. In this theory it is assumed that the conflicts are
bad and are the trouble maker and these should be restrained. It involves all the processes of
modern mediation except the process of peaceful resolution of the dispute among the employees
or the workers. The traditional theory treated the conflict as the negative aspect and can be
discussed as violence and destruction.
Modern theory of the conflict management gave emphasis on the positive results and can
focus on solving the dispute peacefully and calmly between the employees. It also states that the
conflict between the human being is a natural outcome and are unavoidable (Dinda, 2019). This
theory takes conflicts in a positive direction and consider that the disputes can be beneficial to
the company, if they are managed properly and efficiently as it brings the new ideas and the
change in the firm. So, from the above discussion it can be concluded that the modern theory of
conflict management is best suited for the growth and the development of the organization.

REFERENCES
Books and journals
Cronin, M.A. and Bezrukova, K., 2019. Conflict management through the lens of system
dynamics. Academy of Management Annals. 13(2). pp.770-806.
Curcija, M., Breakey, N. and Driml, S., 2019. Development of a conflict management model as a
tool for improved project outcomes in community based tourism. Tourism
Management. 70. pp.341-354.
Dawson P., 2015. Personal and Professional development for Business studies. Sage
Publications.
Dinda, D., 2019. Theories on Peacebuilding and Social Change. International Journal of Social
Science Research and Review. 2(3). pp.1-7.
Gan, G.C. and et.al., 2021. Executive coaching effectiveness: towards sustainable business
excellence. Total Quality Management & Business Excellence. 32(13-14). pp.1405-
1423.
Hwang, S. and Shin, Y.H., 2019. A Critical Review on Mobility Business and Government
Regulations: Trends, Issues, and Conflict Management. Informatization Policy. 26(2).
pp.3-23.
Lawless, J. and Trif, A., 2016. Managing interpersonal conflicts at work by line managers. The
Irish Journal of Management, 35(1), pp.74-87.
Ma, L. and et.al., 2017. On the dimensionality of intragroup conflict. International Journal of
Conflict Management, 28(5), pp.538-562.
Rispens, S., Jehn, K.A. and Steinel, W., 2021. Conflict management style asymmetry in short-
term project groups. Small Group Research. 52(2). pp.220-242.
Schermuly, C.C. and et.al., 2021. Coaching of insolvent entrepreneurs and the change in coping
resources, health, and cognitive performance. Applied Psychology. 70(2). pp.556-574.
Schutte, F., 2019. Business coaching: A hen with ducklings. South African Journal of Business
Management. 50(1). pp.1-7.
Terblanche, N., 2021. Coaching techniques for sustained individual change during career
transitions. Human Resource Development Quarterly. 32(1). pp.11-33.
Wang, Y., Zhang, K. and Deng, Y., 2019. Base belief function: an efficient method of conflict
management. Journal of Ambient Intelligence and Humanized Computing. 10(9).
pp.3427-3437.