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Conflict Management in Organization
Added on -2019-09-30
The conflict arose as a result of the cultural conflict that occurred between some members of the team, and if the management would have been equipped with diversity management skills then such conflict would not have taken place. In the past in different conflict situations taking place in different organizations, the process of mediation and intervention have been proved to be effective, and this is an indicator to the potential of ADR as a practical means of addressing and resolving conflict (Lipsky & Avgar, 2008).
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Psychology Assignment 1.1 - Practical and Theoretical PsychologyConflict Management: The Theory of ADRManaging diversity should be considered an important aspect of management in the present era of globalization and economic liberalization. In the past, in my organization, I have witnessed how the failure on the part of the management to manage diversity did eventually result in the growth and development of conflict within a team. The conflict arose as a result of the cultural conflict that occurred between some members of the team, and if the management would have been equipped with diversity management skills then such conflict would not have taken place. If the management would have been equipped with the skill of diversity management, then it would have been easier for the team leader to understand that employees belonging to different cultural background have their own view of cooperation, collaboration and individuality. This understanding would have made it possible for the team leader to accept the differences in approaches and ideologies on the part of the conflicting team members. Moreover, if the theory of diversity management would have been properly implemented by the management then the team leader would have been in a position to resolve the conflict before thesame reached the manifest stage. In respect to resolution of the conflict that took place in the past, I must say that implementation of the theory of alternative dispute resolution (ADR) should have been practically implemented in order to save the team from inefficiency and poor performance. The theory of ADR became popular since 1970s and today also the popularity of processes like arbitration and mediation is undeniable and quite evident (Lipsky & Avgar, 2008). It must be noted that “The conventional explanation for the rise of ADR in the workplace rests on the
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