Conflict Management in Businesses: Analysis and Strategies Report

This report provides a comprehensive analysis of conflict management in business settings, drawing on two peer-reviewed articles. The report begins with an introduction to conflict management and then details the chosen articles, highlighting their interesting aspects and the lessons learned from the research. It compares and contrasts the key concepts presented in the articles, focusing on the role of leaders in shaping conflict cultures and the importance of ethical considerations in conflict resolution. The report then explores the application of the research findings to real-life situations, providing examples of how conflict management strategies can be implemented. The report concludes with a summary of the key takeaways, emphasizing the significance of understanding conflict cultures, the importance of ethical leadership, and the practical application of conflict management strategies to ensure smooth business operations. The report references articles by Gelfand and Gotsis and Zoe, demonstrating the importance of the role of leaders in handling conflict.

Running head: CONFLICT MANAGEMENT IN BUSINESSES
CONFLICT MANAGEMENT IN BUSINESSES
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Table of Contents
Introduction......................................................................................................................................2
Choice of the articles.......................................................................................................................2
The articles are interesting...............................................................................................................3
Lessons from the research...............................................................................................................3
Compare and contrast between the articles.....................................................................................4
Application of the knowledge on real life situations.......................................................................6
Conclusion.......................................................................................................................................7
References........................................................................................................................................8

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Introduction
Conflict management and mitigation of the different issues that are faced by the
workforce is one of the major activities that are underrtak4en by the management in order to
enhance the operations of the same as per the objectives. The discussion will be undertaking a
review of two peer- reviewed literatures based on conflict management approaches that are
undertaken by the organizations and the lessons that are learnt from the same while operating as
per the planned processes. The discussion will also focus on comparing and contrasting the
concepts that are forwarded by the researchers in the articles relating to the conflict management.
It will be helping in identifying the different changes that might be undertaken by the
organizational leaders while understanding or resolving conflicts.
Choice of the articles
The articles are chosen in a manner, which will be helping to identify the definite nature
of the ethical paradigms that are faced by the management while managing the conflicts in the
different levels of processes. On the other hand, the literature will also help in identifying the
conflict cultures in organizations in order to segregate the issues and thereby classify the same
for suitable understanding of the mitigation strategies that might be applied by the management
in order to resolve the issues that are faced by the same. The comparison and contrast of the
articles will be helping to ensure proper understanding of the issues that are faced by the
management while mitigating the conflicts. The articles also define the different aspects of the
conflicts and the origin of the same in the organizational model.

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The articles are interesting
The articles that are being chosen for the research are interesting, as it has helped in
understanding the nature of the conflicts in the organizational models and the manner in which
the conflicts might be managed. On the other hand, the articles reflects the nature of conflicts in
diverse workplace The articles emphasized on identifying the conflict cultures in the
organizations and the manner in which the organization undertake steps in order to mitigate the
issues that are faced by the same. The different ethical frameworks that are presented by the
researchers in the article will be helping to identify the chief areas where the organizational
leaders must concentrate in order to resolve a conflict in the processes. The key elements of
change that are undertaken by the organization are based on the assessment of the needs of the
employees and the other stakeholders. Failure of the organization to identify and prioritize the
issues might bring forth the situation of a growing conflict, which disrupts the ongoing processes
of the business apparatus.
Lessons from the research
The lessons that might be learnt from the research are based on the identification of
different paradigms relating to conflicts in organizations. The key changes in the organizational
operations are based on the identification of the conflict cultures that resides within an
organization thereby resisting the smooth functioning of the same as per the objectives. On the
other hand, the different consequences that are faced by the organizations while operating in a
conflict situations helps in identifying the different risks that might be faced by the same. The
different lessons that might be learnt from the assessment of the articles are based on the
management steps that might be undertaken by the organization in order to resolve the conflicts.
Conflicts affect the smooth functioning of the work processes. Therefore, the organizations

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might take different steps in order to resolve the issues through better understanding of the
conflict cultures and thereby implementing appropriate research paradigms in order to resolve
the same.
Compare and contrast between the articles
Gelfand stated that the identification of the conflict culture and the nature of the same
helps the management in undertaking different steps in order to resolve the issues that are faced
by the stakeholders. Moreover, Gelfand also stated that the leaders play a major role in resolving
the conflicts that are faced by the management of the organizations. Therefore, the leaders play a
major role in maintaining the efficacy of the operations through identification of the different
issues and thereby mitigating the same through the utilization of different conflict resolution
paradigms. The identification of the non-utilitarian philosophical ethics in the research
supposedly helps the leaders in maintaining their efficacy of managing the conflicts while
operating in different situations. Gelfand stated that the development of organizations is based on
the smooth functioning of the business processes that are planned by the same. Empathetic
approach of the leaders helps the same in maintaining the efficacy of the operation as per the
objectives of the business while operating in diverse international markets.
Gotsis and Zoe 702 stated that the conflicts may arise out of differences in the perception
and mentality of the diverse people working under an organization towards the same objective.
Therefore, the empathetic approach of the leader will be helping the organization in resolving the
issues through proper understanding of the viewpoints of the stakeholders and thereby applying
appropriate management paradigms in order to resolve the issues that are faced by the business.
On the other hand, Gelfand stated that the active involvement of the stakeholders in the business

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processes will be helping the management in resolving the conflicts efficiently rather than
imposing different management paradigms. However, Gotsis and Zoe 704 never negated the
involvement of the leaders in the conflict resolution process. Gelfand stated that the resolution of
conflicts in the organizational model helps in enhancing the operations of the same and thereby
avoid different production lags. The conflicting ideas might create ambiguities in the decision
making process that are undertaken by the organization. On the other hand, the conflicts in the
management and between the different stakeholders of the organization affect the change
initiatives that are planned by the business.
Gelfand stated that the leaders play a prominent role in shaping the conflict cultures in
organizations. The management of diversity in the workforce helps the management in
enhancing the operation of the business while operating in diverse international markets. On the
other hand, the resolution of the different conflicts that are faced by the workforce will be
helping the organization in ensuring the smooth functioning of the workforce as per the
objectives of the business. Gelfand stated that the imposition of the conflict management steps in
the organizational frameworks helps the authorities in minimizing the negative aspects of the
conflicts and thereby facilitate consultation with the stakeholders in order to enhance the
processes.
On the other hand, Gotsis and Zoe 948 emphasized on the different paradigms that might
be utilized by the organizational leaders in enhancing the operation through negation of
conflicts. Moreover, Gotsis and Zoe 952 also stated that the resolution of conflicts in the
management bodies depends on the non-utilitarian philosophical ethics (Kantian ethics) for
understanding the morality of the paradigm. It might be utilized by organizational management
while developing positive insights to the problem and thereby issue different sustainable

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measures. On the other hand, Gelfand stated that the resolution of the organizational conflicts
depends on the leader’s understanding of the socially shared norms, which will be boosting the
conflict management practices of the same. The exposition of the norms in the manner in which
it affects the proper functioning of the business has helped in enhancing the conflict resolution
systems of the business while operating in diverse international markets.
Application of the knowledge on real life situations
The knowledge of suitable conflict management will be supported through the
identification of the ethical standpoints that might be considered by the leaders while
understanding the issues that are faced by the stakeholders. For an example, the clash of mental
setup in a diverse workplace environment might affect the workflow of the same. It might create
distractions for the workforce while operating on the common objectives of the business.
Therefore, the lessons from the articles will be helping the leaders in identifying the root cause of
the conflict and thereby frame strategies in order to mitigate the same through the utilization of
suitable management paradoxes. On the other hand, conflicts among the board members while
deciding on a process might also create a conflicting situation in the workplace and disruptions
in the smooth functioning of the workforce. Therefore, mitigation strategies and choosing the
alternative course of action will be helping the management in mitigating the conflicts. The
suitable identification of different root causes of the conflicts will be helping the organizational
management in facilitating the smooth functioning of the systems as per the objectives of the
business. The application of the theorems on different real life situations will be helping the
leaders in mitigating the root cause of conflict in order to ensure the smooth functioning of the
business operations.

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Conclusion
Therefore, from the above discussion it can be stated that the articles reflect on the
different conflict management paradigms that might be utilized by the leaders in order to
maintain the ethics of the organizational operations. On the other hand, the different discourses
that are being discussed in the research will be helping to identify the leader’s role in maintaining
the efficacy of the operations.

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References
Gelfand, Michele J., et al. "Conflict cultures in organizations: How leaders shape conflict
cultures and their organizational-level consequences." Journal of Applied
Psychology 97.6 (2012): 1131.
Gotsis, George, and Zoe Kortezi. "Ethical paradigms as potential foundations of diversity
management initiatives in business organizations." Journal of Organizational Change
Management 26.6 (2013): 948-976.