Handling Conflict - Common Methods of Handling Conflicts

Handling Conflict

Common methods of handling conflicts:

An organization is a group of people who work together to achieve one goal, but they are also individuals who have different missions and behavior. Therefore, conflicts inevitably occur in the organization or team since individuals want divergent things, see task differently, and do things different ways. According to Filley, author of "Interpersonal Conflict Resolution," a conflict is the disagreement of "interest, values, actions, views or directions" (89). Despite the fact that conflict is one of the problems in a company, managers should view it as an opportunity to understand what group members think and what their own notions are. Furthermore, some disagreement is beneficial if it focuses on issues rather than personal problems. For example, the old saying "which does not kill us will make us stronger" means if managers handle conflicts properly, teams or organizations can become stronger than before. Scientists of management have determined several common approaches to managing conflicts successfully, including avoiding arguing all together, accommodating a partner, compromising with each other, collaborating, and competing (Bateman 506).

A manager can handle the conflict successfully when he uses appropriate methods in current situations. In some situations, it is better to ignore the problems and say nothing to partners or employees until they are ready to discuss problem rather than react emotionally. For example, when my coworkers and I argue over who is responsible for the lost suppliers' documents, my supervisor does not say anything because that moment is the inappropriate time to say something. Even though she can participate in argument, my manager just provides us time to understand our mistakes without having to referee. Therefore, this method helps individuals to avoid arguments altogether; it is the less stressful way to solve problems. On the other hand, if the important document lost was also the procurement departments' fault, the finance and procurement departments should collaborate and discuss the problem to find the answer in order to achieve maximum satisfaction.

Another possible approach is accommodating the partner. Dr. Phil noted, "If people are focused on only winning the argument, the relationship loses" (Rahim 58). For instance, it is better to accommodate one's partner's idea rather than argue with him if one does not have a better idea. Despite the fact that accommodating helps to show respect of the partner, competing is the proper way to share one's opinion about the concepts. Even though competing is highly focused strictly on his or her opinion and ignoring someone's notion, sometimes a result of the conflict is improved by the proper competition. Furthermore, both managers and employees compromise