Conflict Management and Coaching Techniques in the Workplace Report

This report delves into the crucial aspects of conflict management and coaching within a business context. It begins by defining conflict, exploring its sources, and detailing effective strategies for its resolution in the workplace. The report emphasizes the importance of communication, leadership, and other professional skills in mitigating conflict and fostering a positive work environment. Furthermore, the report provides a comprehensive understanding of coaching, its benefits, and various techniques, such as listening and questioning, used to enhance employee performance and development. The content highlights how coaching empowers individuals, unlocks their potential, and aligns their efforts with organizational goals, ultimately leading to improved productivity and stronger employee relations. The report also discusses practical approaches for reducing and resolving conflicts, including effective communication, leadership, and the importance of not avoiding, but resolving, conflict situations.

Personal and
Professional Skills for
Management
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Table of Contents
INTRODUCTION...........................................................................................................................3
LO3..................................................................................................................................................3
How knowledge and understanding of conflict management is used to resolve situation of
conflict at workplace........................................................................................................................3
Knowledge and Understanding of Conflict and Conflict Management practice.........................3
Ways for reducing and resolving conflicts in workplace............................................................5
LO4..................................................................................................................................................6
A clear understanding of coaching, its benefits and how the use of appropriate coaching
techniques which can improve the performance of an individual at workplace..............................6
Knowledge and Understanding of Coaching...............................................................................6
Benefits of Coaching...................................................................................................................6
Coaching technique’s used by organizations for improving performances of individual...........7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9
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INTRODUCTION
The second part of the report is an essay which discusses and provides an understanding of
conflict management practice that is used in resolving specific situations of conflict at the
workplace. Over a clear understanding of the coaching concept, its benefits and different
techniques such as listening, questioning etc. that are used for improving the performances of the
employees of an organisation is provided.
LO3
How knowledge and understanding of conflict management is used to resolve
situation of conflict at workplace.
Knowledge and Understanding of Conflict and Conflict Management practice.
Conflict is an activity that takes place when disagreements happen amongst two people or
within a staff in a business setting (Walidin, 2016). Once the disagreement leads to argument and
struggle between people with competing and adjusting with each other’s point of view and ideas
or even personal interest it leads to conflicts taking place among them. There are several factors
and sources which leads to conflicts in workplace such as difference of opinion, dissatisfaction
with working conditions, dissatisfaction with remuneration of salary that is being paid to the
people, excessive workload, lack of recognition for appreciation, separate perceptions of
individuals that leads to discriminatory and unfair treatment, fear of insecurity, clashes of
personality, misunderstanding or miscommunication amongst staff and unique expectations of
individuals in relation with behaviour and work environment. These are few factors that leads to
disagreement and conflicts among staff and individuals that are working in a business setting and
in a particular organisation.
Conflicts are not always of negative nature creative solutions and new ideas are most often
emerges through disagreement and continuous debate increasing aggressiveness and
destructiveness can make the conflict a negative aspect for the workplace and for the individuals
(Bronstein, 2015). Ultimately the conflict likely to have an adverse effect on performances and
practices of the management and once it escalates or spread it most likely to create damages and
affect others as well. A conflicting situation do not resolve and mail even deteriorated the work
place and working environment leading to damaging the organisations reputation and causing
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huge cost in terms of money and time. Therefore it is vital and very important for management to
manage the conflicts constructively and mitigate its effects on the individual and on their
performances leading to reduction in impacts on the business as well. Conflict management is a
practice which focuses over reducing and resolving the conflicts and their impacts on the
workforce and on the organisation leading to saving it from any losses or any severe risk.
A Strong conflict management skills works as an advantage in most aspects and positions
for organisation as it is not possible to ignore avoid conflict but it is possible to manage it and
mitigate its impact on the business and the performances (Ahmad, 2015). It is human nature to
disagree with one another on separate ideas and opinions the management of the organisation can
just reduce the impacts and manage the results and the performances. Not having any conflicts in
the business is also a problem as every aspect has their different strengths and weaknesses or
benefits and drawbacks attached to it. No conflicts will leave the organisation to zero
diversification of opinions and ideas stopping its innovation and creative abilities and hindering
its way towards catching the correct policies and plans and making the company more
competitive and efficient. Conflict management is caused due to disagreement which can be
generated due to poor communication or interpersonal tension which flares up into resentment
and even into worse situations. As a professional it is the responsibility and aim for the business
and the individuals working to not ignore or avoid conflict but to resolve it in the most effective
manner bringing better results and potential towards the entity. Conflict management is a
practice that helps and assists the management in recognising as well as dealing with several
issues and conflicts that arising in the business setting allowing them to organise and balance it
appropriately. Mainly conflict management practices are performed and utilised by the business
organisation with the objective of resolving issues arising at the workplace and amongst the
workforce (Johnson, 2015). There are several personal and professional skills which are required
in order to reduce and manage the conflicts such as effective communication, problem solving
abilities, negotiation skills and many others which focuses and concentrate over developing
efficient employee performances that are directed towards attaining all the set objectives of the
entity by resolving the potential conflicts that are rising. The ways and methods are numerous
present to the professionals for managing and reducing the impacts of conflicts and improving
the performances of the workforce and ultimately of the business as well bringing higher
standards of profits and acquiring better market share.
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Ways for reducing and resolving conflicts in workplace.
It is very significant for companies to manage all the contracts that are arriving at the
workplace so that employees are motivated and enthusiastic enough towards their work and their
responsibilities for providing the most efficient results and services to the entity by putting and
trying to put their best efforts in completing their respective tasks and duties provided. This can
be beneficial and advantages for the entities that the workers are willingly working towards the
predetermined objectives of the organisation and attaining the best outcomes for their targets in
the stipulated time frame. Few of the ways for reducing and resolving conflicts in the workplace
which are effective and useful for the businesses are as follows:
 Not avoiding but resolving- The first and foremost practice that is needed to be acquired
by the management of the organization or organizations wild facing any conflicting
situation is not avoid it but to face it and reduce its implications and provide resolutions
to the individuals (Belyakova, Petrova and Polyakova, 2017).
 Effective communication- As discussed that personal and professional skills are very
efficient and important for management one of those abilities which is identified and
most beneficial in resolving conflicts is effective communication. The ability to interact
efficiently with one another provides the employees and the Management to understand
each other better and reduce the chances of rising any conflicts or disagreements in
opinions with one another.
 Effective leadership- The next potential way or method which is adopted by
management of companies to resolve and reduce the impacts of conflicts and improve the
performances of the individuals of the entity is of providing better guidance and direction
to them rather than punishing the individuals or making them pay for their mistakes.
Better guidance and direction will provide an appropriate ideas to the workforce about
the ultimate objectives of the entity and also motivate them to work accordingly without
getting into any conflicts or disagreement with one another and rendering their best
performances (Baruah and et. al., 2018).
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LO4
A clear understanding of coaching, its benefits and how the use of appropriate
coaching techniques which can improve the performance of an individual
at workplace.
Knowledge and Understanding of Coaching
Conflict easy considered as an important aspect and process that takes place in every
business and conflict management is a practice of handling the disputes that are taking place in
two potential parties that are associated with firm such as amongst team members or in between
Employees and employers (Costley, 2016). In order to reduce and resolve the conflicts and miss
convenience that is occurring in the business due to it coaching is considered as one practice
which is beneficial and potential enough to improve the performance of personnel's and to make
them adaptable enough to working with one another in the most severe conditions as well.
Coaching is the process that focuses on better employee performances with the help of
appropriate guidance and support provided by the leaders and Management at the time
employees are performing their job roles and even after it by appreciating them for providing the
positive results and by highlighting their inability is in the most prominent and positive manner
(Shahiwala, 2017). The main purpose and motive of coaching is to develop current competencies
and performance standards of individuals that will allow them to effectively execute their duties
in the most systematic manners which are apparently expected by the organisation. More over
coaching is also related to unlocking individual’s potentials which are unrecognised by them till
now and maximize their performance standards. Coaching is one practice which is beneficial for
employees to learn something new and appropriate for them and their personal achievements
allowing them to develop the unique learning at the workplace.
Benefits of Coaching
There are several benefits associated with the coaching practice which is providing
potential results to the employer and the employees at the workplace. These benefits of coaching
can be easily understood with the help of few points in the following segment.
 Increased employee engagement- The foremost benefit which is received by the
employer by undertaking coaching process and technique is off employee engagement
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which is significantly improved and enhances. Appropriate coaching allows the
workforce to actively participate in the operational activities and their roles that are
assigned to them improving their commitment to their work please and their respective
duties. It allows the organization and employees to connect with one another bringing
better performance standards and results as employee engagement is improved.
 Stronger Employee relations- Once employees are engaged in the operations of the
business performing the job roles in the most efficient manner and are properly guided by
the leaders it allows them to effectively communicate. The interactions that are taking
place in the organizational structure from lower to top level management and from top to
bottom level management improve the relations amongst them and build stronger most
efficient bonds in between top level management and the workforce (Loveland, 2017).
 Demonstrated organizational commitment to career development- The third potential
benefit of coaching technique which is received by employees is better organizational
commitment to career development and towards providing appropriate opportunities to
individuals. Nowadays employee focuses over their career development in the same
manner they focus is over the organizational objectives. Coaching techniques and
programs is the best and the most potential method used by the entity to show employees
that they are meeting their expectations. With the help of coaching the company develops
workers performances and also improves their employee retention ratio leading towards
saving recruitment and selection cost and also folding better talents in the business
(Williams, 2015).
Coaching technique’s used by organizations for improving performances of individual
Coaching is a diversified process holding four specific approaches or techniques allowing
the employers to most efficiently coach and guide with their staff members in the right direction
and towards better performance standards. These four techniques are elaborated below:
 Listening is the first approach of coaching which is provided by the management to the
workforce where the focus is over making them understand the importance of listening to
one another and providing them the opportunity to listen to one another patiently and
analytically (Farok and Garcia, 2015). The managers and management is responsible for
coaching the staff to listen to them properly and to hear their ideas and opinions as well.
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 Questioning technique is where coaches should be able to ask open ended questions to
employees in relation with the respective topic and comprehension. This is an effective
approach for gauging workforce and their attitudes in better Training and Development.
Questioning approach will increase the knowledge of staff and at the same time improve
their competencies (Fernández-Pérez and et. al., 2015).
 Clarifying is the third coaching where personnel’s are able to clarify their queries and
resolve their doubts. The clarifying approach of coaching will provide the individuals
better direction towards their work and duties and also make them more competent in
eliminating their issues that exist between managers other co-workers.
 Feedback is the coaching approach by which employees get the chance to share their
progress experiences and success with their top level management and other colleagues
who are working with them. Feedbacks are the way for effective monitoring and
evaluation of overall efficiency and competencies of the individuals received by them in
the whole coaching process. Along with it also shows that management is also focus and
concentrated towards the progress of individuals and employees working with them
(Kinzel and et. al., 2015).
CONCLUSION
The above project is a reflective log on effective communication skills and also contains an
essay about conflict management practice concluding that personal and professional skills of an
individual is very important and essential for management and making them work efficiently at
the workplace in the respective work environment. An essay is written on conflict management
practice written highlighting the solution it provides to the entity in conflicting situations
amongst staff and at the workplace. Moreover coaching technique is evaluated holding huge
benefit in managing the conflicting situations which took place at the work in organisational
structure. Coaching techniques that is listening questioning clarifying and feedback allows the
people to communicate effectively and to reduce any misunderstanding or development of
conflict amongst them which automatically result in lower conflicts and better performances
which are improvise and improved of the workforce.
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REFERENCES
Books and Journals
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Baruah, B. and et. al., 2018, March. Addressing the skills gap for facilitating renewable energy
entrepreneurship—An analysis of the wind energy sector. In 2018 Majan International
Conference (MIC) (pp. 1-7). IEEE.
Belyakova, N., Petrova, E. and Polyakova, O., 2017. The influence of professional deformities
(burnout) on the image of a female leader. Economic and social development: Book of
Proceedings, pp.324-331.\ Zaťková, T.Š. and Poláček, M., 2015. Social skills as an
important pillar of managerial success. Procedia Economics and Finance. 34. pp.587-
593.4
Bronstein, J., 2015. An exploration of the library and information science professional skills and
personal competencies: An Israeli perspective. Library & Information Science
Research. 37(2). pp.130-138.
Costley, A. W., 2016. Exploring skills-based competencies through geriatric care management
modules. Gerontology & geriatrics education. 37(4). pp.329-341.
Farok, G. M. G. and Garcia, J. A., 2015. Developing group leadership and communication skills
for monitoring EVM in project management. Journal of Mechanical Engineering.
45(1). pp.53-60.
Fernández-Pérez, V. and et. al., 2015. Professional and personal social networks: A bridge to
entrepreneurship for academics?. European Management Journal. 33(1). pp.37-47.
Johnson, K. M., 2015. Non-technical skills for IT professionals in the landscape of Social
Media. American Journal of Business and Management. 4(3). pp.102-122.
Kinzel, R. H. and et. al., 2015, October. Evaluation and continuous improvement in a
multidisciplinary S-STEM program focusing on professional skills, goals & mentoring.
In 2015 IEEE Frontiers in Education Conference (FIE) (pp. 1-7). IEEE.
Loveland, T. R., 2017. Teaching personal skills in technology and engineering education: Is it
our job? It is every teacher's responsibility to prepare youth to be professional and
ethical in their future dealings in classrooms or the workplace. Technology and
Engineering Teacher. 76(7). p.15.
Shahiwala, A., 2017. Entrepreneurship skills development through project-based activity in
bachelor of pharmacy program. Currents in Pharmacy Teaching and Learning. 9(4).
pp.698-706.
Walidin, W., 2016. Informal Education as A Projected Improvement of the Professional Skills of
Employees of Organizations. Jurnal Ilmiah Peuradeun. 4(3). pp.281-294.
Williams, D., 2015. The impact of SimVenture on the development of entrepreneurial skills in
management students. Industry and Higher Education. 29(5). pp.379-395.
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