Conflict Management in the Workplace

This essay discusses the relevance of conflict management in the workplace and its impact on professional relationships. It covers the causes of conflicts, outcomes of conflicts, and the implications of conflict management. The essay emphasizes the importance of research skills in effectively managing conflicts. Subject: Conflict Management, Course Code: N/A, Course Name: N/A, College/University: N/A

Research skills 1

TABLE OF CONTENTS
REFERENCES...........................................................................................................................6

Conflict is mainly the disagreement among the employees and this is an inevitable
part of the work. Thus, the organizational leaders are required to embrace it rather than
avoiding it. Conflict management is therefore, becomes an important task of the leaders in the
organization in order to effectively manage the work and the people. The conflict can make
the business or destroy it, which makes it very crucial for the management to consider it at
the first and should not take it lightly. This essay states about the relevance of getting
knowledge of the conflict management in the workplace which consequently results into
enhancing the professional relationship. It covers the causes of conflicts, its consequences
and implication over professional relationship in the work place.
Causes of conflict
Before, implementing conflict management strategies it is very important to
understand the factors in the workplace that leads to conflict. Some of the potential conflicts
are – organizational structure, as conflict can also be created or based upon the organizational
structure of the company. For instance, in case the company uses matrix structure, then it will
cause decisional conflict as this structure specifies that each manager will report to two
bosses. Second cause of conflict is resources which are being offered to the employees in the
form of extra benefits like money, time and so forth can pose as a problem (Bratton, 2015).
The competition that exists among the employees and the departments for the various
benefits sometimes pose as a cause of conflict. For instance, the salesmen might have a
different car which is completely based on their position in the organization. Even this small
issue can cause big conflicts. Another potential cause for conflict is task interdependence.
The issue arises when the achievement of one is depending upon the performance of the
another. This can be explained through an example like a project engineer is required to
complete the construction project which might be a big success for him but this success will
be linked to the support provided by the electrician, plumber, suppliers and so forth. This
thing sometimes leads to big conflicts with the coordinators.
Incompatible goals also give rise to the conflict when the two parties thing that their
goals are exclusive with their responsibilities. In a situation like where the sales manager’s
bonus depends upon the sales figure and also believes that offering higher credit the big
clients would lead to higher volume sales. But on the other hand, the financial managers
bonus depends on how fast the clients can pay off their due amount. Therefore, these two
managers in an organization has a conflict as they are focussed on their personal interest and
not aligned with the goals of the organization (Cross and Carbery, 2016). Another very
important reason for the conflict is the personal differences which is common. There are
times when employees argue with their colleagues which is not because of the change in the
perception based on the ethics and the surrounding environment. It is sometimes difficult to
match up with the personality and the team spirit but through proper corporation and care this
can be possible. Last potential reason can be problematic communication system like
unattended emails, handling people who don’t give feedback on time or to any inquiries. This
leads to a big conflict in which the one puts the lame on another and it takes hours to resolve
the issues or in finding out where the mistake actually was.
Therefore, a detailed study on this required in order to effectively implement the best
strategy or actions to manage the conflict in the organization.
Outcomes of the conflict

The conflicts can be having both the impact on the organization, that is, positive and
negative impact as it can lead to lower performance level and at the worst situation may lead
to workplace violence. Thus, to know how to get the favourable outcomes of the conflict it is
very essential to understand that the causes and consequences of it and the tools and
techniques that can be used to manage it effectively. In case when the conflict is very low,
then the performance might also be low and on the other hand, if the conflict is too high then
also performance tends to be very low. Therefore, it becomes essential to keep the conflicts in
the middle. The positive results of the conflicts are - creation of high range of innovative and
quality ideas, identifying the bringing to the notice the inaccurate cases of the organization,
providing clarification to the views of the staff individually that helps in building learnings. It
further leads to improvement in participation and it also motivates the staff to participate
more in the meaningful discussions which will lead to improvement in the negotiation skills
(Gardner and Barefoot, 2010). In contrast to it, there are certain negative outcomes as well
which are – increase in the stress and anxiety level, feeling of being humiliated and defeated
which has a direct impact over the individual’s morale. The conflict also leads to the mistrust
climate in the workplace which affects the working relationships, coordination and
teamwork. Therefore, by looking at the various results of the conflict on the organization and
its employees it becomes imperative for the management to implement the conflict
management team which is highly professional in resolving the issues of the employees so
that the work of the organization is not hampered and the goals can be easily achieved.
Conflict management and its implication on professional relationship
Conflict as discussed above is the part of the organization and dealing with the
workplace conflict can be considered as rewarding. These conflicts that arise because of the
clashes in the personality can be exacerbated through the organizational structure. But by
resolving these issues will result into creative ideas which leads to further improvement and
enhancement of work and healthier working environment (Thompson, 2015). The steps
which are mainly taken for the purpose of resolving the conflict not only helps in resolving
the issues or conflicts but helps in improving the professional relationship in the workplace.
In order to solve the conflict, it is very important to identify the root cause of it which can be
done through gathering all the relevant data. Then based on the information and having a
discussion with the parties involved solution is identified and alternative options are also
created and then the solution is communicated to all the relevant parties and then based on
everyone’s consent the solution is being implemented.
For carrying out the above process, various skills are required to be implemented. It
involves effective communication skills, problem solving skills, research skills, creative and
innovative skills and active listening skills. With the help of the combination of all these
skills will result into effective and appropriate management of the conflicts in the work place.
This results into enhancing the workplace relations as it provides equal opportunity to the
parties involved and have a discussion with them (Bratton, 2015). This leads to getting the
point of view of each and every person involved. For solving the issues, the leader is required
to completely involved in the matter and understand the perspective of each of the so that
decision can be right and on unbiased basis. This will improve the thinking ability and the
communication skills of the professional or the leader which involved the solving the
problem. By working on the conflict management task, a new perspective is gained which
provides assistance in drawing new conclusion or coming up with new ideas that will help in

resolving the issue in a far better manner. If the employees are satisfied with the decisions
taken by the leaders for the conflict, then it will consequently result into better and effective
professional relationship with the employees in the work place and gains the professionalism.
It also enhances the motivation level of the employees that their problems will be answered
by the management which will result into highly satisfied, motivated workforce.
It can be concluded from the above that for the better management of the organization
it is very essential to have systematic and effective conflict management system being
implemented in the organization. This will helps manage in effectively managing the
conflicts that arises in the organization because of the varied reasons as discussed above. For
each conflict a different solution is there as there is no fixed answer to a particular question.
Therefore, it is important for the organization for implementing the system which is effective
in strategically managing the common workplace conflicts so that most of the negative
impact of it can be easily tackled and which will lead to positive working environment and
improvement in the professional behaviour and relationship among the employees of the
organization. Thus, it can be stated that conflict management is a very important thing which
supports the organization in managing its work and work place in a professional manner
which led to growth and success.

REFERENCES
Books and Journals
Bratton, J., 2015. Introduction to work and organizational behaviour. Macmillan
International Higher Education.
Cross, D. C. and Carbery, D. R. eds., 2016. Organisational Behaviour: Introducing
Organizational Behaviour; Michelle Hammond; 2. Personality; Jill Pearson; 3.
Perception; Jennifer Hennessey; 4. Work Related Attitudes and Values; Ultan
Sherman; 5. Motivation and Stress in the Workplace; Collette Darcy; 6. Emotions
and the Workplace; Deirdre O'Shea; 7. Groups and Teams in the Workplace;
Christine Cross and Caroline Murphy; 8. Leadership; Ronan Carbery; 9. Power,
Politics and Conflict at Work; Christine Cross and Lorraine Ryan; 10.
Communication in .... Palgrave MacMillan.
Gardner, J. N. and Barefoot, B. O., 2010. Step by step to college and career success.
Macmillan.
Thompson, N., 2015. People skills. Macmillan International Higher Education.