Conflict Management: Final Learning Brief Report - Insights

This report provides an analysis of conflict management in the workplace, addressing the causes of conflicts, such as differing backgrounds, poor communication, and lack of listening skills. The report details the learning process, including the development of skills to analyze conflict sources, identify goals, and implement practical solutions. It emphasizes the importance of identifying the sources and perspectives of conflicts, generating alternative solutions, and providing feedback for continuous improvement. The report highlights the role of self-assessment, analytical reading, and brainstorming activities in conflict resolution, as well as the significance of feedback in improving communication and performance. The author outlines the steps involved in conflict resolution, including identifying conflict sources, analyzing perspectives, and developing alternative solutions. The report concludes with a focus on using feedback to improve employee relations and implementing collaborative coaching programs to prevent future conflicts.

Running head: CONFLICT MANAGEMENT
Final learning brief
Name of the student:
Name of the university:
Author note

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Answer to question 1:
One of the most common dilemmas, in my opinion, faced by the employees are
the conflicts. It has been regarded as the inevitable substance and it is important to settle
down for the better interest of the company as well as the mental stability of the workers or
the employees (Edwards, Yilmaz, & Boex, 2015). In the present case, it has been observed
that there are certain things that provoked two employees to involve in conflicts over certain
minor issues and this have to be resolved on high priority.
The main problem faced by the respective employees is different background,
diverse experience in life and poor communication skill (Dyer & Song, 2015). I have learned
certain skills in the initial learning brief that helps me to critically analyse the reasons of the
source of the conflicts and enrich my mind with the self-motivating programs. These skills
help me to understand the issues properly and at the final level, I have implemented the facts
I learnt in a more practical ways. I think conflict management is working as a balanced work
in between the employees. Crowfoot & Wondolleck have stated that the positive aspect of the
analytical method is that it helps to map the conflicts in a systematic way.
When I have started the subject regarding the final learning basis, I was novice
regarding the practical implementation of the theories and the knowledge of conflicted works.
The theories help me to manage a variety of conflicts. At the initial level, I came to know
about the thorough analysis of the conflicts and to identify the reasons regarding the conflicts.
In this case, it has been observed that the lack of listening skill of both the employees restrict
them to come into an acceptable conclusion and therefore, lack of ideas are generated within
them. At the final level, I become able to scrutinise the problems and capable to conclude the
conflicts by practical implementation of the facts and the skills (DeVoogd, Lane‐Garon, &
Kralowec, 2016).

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I have observed that certain conflicts cropped up in between the two employees
due to different background and lack of listening skills restrict them to come into an amicable
solution. The outcome of the conflicts were affected the interest of the company and harm the
mental stability of the employees. Therefore, the conflicts are needed to be resolved in
highest priority.
Answer to question number 2:
I have been learned many things regarding the analysis of the workplace conflicts
and the personal goals set out with the employee’s capacity to learn. It has been observed in
the case that both the employees have poor listening skill and they are not friendly in case of
welcoming a new idea (Galea, Houkes & De Rijk, 2014). This generates conflict in between
them and they are unable to come into a fruitful solution.
However, if it is possible to identify the goals and chalk out plan regarding the
perfect management of those conflicts, it can be possible to resolve the matter in a systematic
way. Based on the above named case, I have chalked out certain goals at the final level. The
goals can be categorised as the identification of the sources and perspective of the situation
(Marsick & Watkins, 2015). Suppose different tastes or poor listening skill between the
employees is the main problem. If these sources can be identified, the conflict can be
resolved.
Davis argues that identification of sources or perspective of the situations is not
applicable in all kinds of conflicts. The ideas to resolve the dispute or the conflicts and
agreement regarding alternative ideas are also necessary in this case (Davis, 2014). For
example it can be stated that if one of the conflicting parties generated a new idea to resolve a
particular matter in a more effective way, the other party either accept the idea or generate an
alternative idea. In this way, the conflict can be resolved between them.

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Self-assessment, analytical reading helps me to get the opportunity to take
participates in the conflict resolution process at the final level. It has been my close
interaction with the reasons responsible for the conflicts and understood the base of the
learning outcome to ease the process of categorising learning opportunities. This participation
helps me to achieve the goal to certain extent (Goetsch & Davis, 2014).
The first major step regarding the same is to identify the source of the conflict. It
is important to analyse the relation between the two conflicting bodies and point out the main
reason behind the confliction. It is important to provide a fair chance to both the conflicting
parties so that they can share their stories and the loopholes they sustains. This helps me to
understand the situation from better aspects. The second step can be highlighted as the
perspective on the situation. I have observed that certain situations help to foster the anger
and conclude with the contradiction. This situation should be dealt with impartiality and the
stress level between the parties should be reduced (Jackson, 2015). The third step can be
identified as the alternative solution regarding the conflicting issues. I have been participated
in the learning opportunities and it has been observed by me that the self-assessment program
assist me to achieve the goal to certain extent. According to Moore, participation in the
brainstorming activities could be helpful in case to explore the practical features regarding
the confliction and it helps to identify the cross-cultural conflict resolution and variety of
workplace conflict management. At the final level, these practical skills have been generated
in me and it helps me to identify the base of the conflict in a more realistic way (Block,
2016).
Answer to question number 3:
Feedback is an essential part of the conflict resolution process and the main
tendon regarding the self-assessment program. It can be of various forms, such as advice,

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praise and evaluation. The base of the feedback should be taken into consideration as
feedback helps to ease the process of learning goal achievement. In my opinion, an effective
feedback has dual character such as developing the understanding level of the conflicting
parties and improving the performance in a relative way. I have been participated in the final
teaching brief process through self-assessment and feedback help me to provide a clear
guidance regarding the improvement of the relation between the employees (Wolff &
Yakinthou, 2013).
On the other hand, Burton had divided feedback in two slides- intrinsic and
extrinsic. Extrinsic feedback provides an effective way to address the learning improvements
and helps to point out the loopholes of the parties.
I have been given certain feedbacks regarding the motivational and evaluative
prospects and that encourage me to support the mentally unstable employees for the
betterment of the employees and the company. It is no need to state that the conflicts can
affect the interest of the company and the production can be reduced in a remarkable way. It
is required to summarise the achievement criteria and point out the reasons of the confliction.
In certain situation, feedbacks are essential to improve the quality of the assessment standard
in case of resolving a conflict (Einarsen et al., 2016). Mistake regarding the process of
learning can happen and proper feedback regarding the same can be helpful for the future
events.
I have used the feedback to improve the base of the employees regarding the poor
communication skills and awful performance. I have injected the feedbacks to teach the
employees to respect others and realign the role of the parties according to their strengths.
The individual perspective should be taken into consideration and the problems should be
resolved in an amicable way. At the final level, I have understood the facts regarding the

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conflicting parties. I will implement the important feedbacks through collaborative coaching
program and determine the necessities required to resolve the dispute to avoid the future
problems.

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Reference:
Block, P. (2016). The empowered manager: Positive political skills at work. John Wiley &
Sons.
DeVoogd, K., Lane‐Garon, P., & Kralowec, C. A. (2016). Direct Instruction and Guided
Practice Matter in Conflict Resolution and Social‐Emotional Learning. Conflict
Resolution Quarterly, 33(3), 279-296.
Dyer, B., & Song, X. M. (2015). The relationship between strategy and conflict management:
A Japanese perspective. In Proceedings of the 1995 Academy of Marketing
Science (AMS) Annual Conference (pp. 126-132). Springer, Cham.
Edwards, B., Yilmaz, S., & Boex, J. (2015). Decentralization as a Post‐Conflict Strategy:
Local Government Discretion and Accountability in Sierra Leone. Public
Administration and Development, 35(1), 46-60.
Einarsen, S., Skogstad, A., Rørvik, E., Lande, Å. B., & Nielsen, M. B. (2016). Climate for
conflict management, exposure to workplace bullying and work engagement: a
moderated mediation analysis. The International Journal of Human Resource
Management, 1-22.
Galea, C., Houkes, I., & De Rijk, A. (2014). An insider's point of view: how a system of
flexible working hours helps employees to strike a proper balance between work
and personal life. The International Journal of Human Resource
Management, 25(8), 1090-1111.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.

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Jackson, D. (2015). Employability skill development in work-integrated learning: Barriers
and best practice. Studies in Higher Education, 40(2), 350-367.
Marsick, V. J., & Watkins, K. (2015). Informal and Incidental Learning in the Workplace
(Routledge Revivals). Routledge.
Wolff, S., & Yakinthou, C. (Eds.). (2013). Conflict management in divided societies: theories
and practice. Routledge.