Conflict Case

Conflict is inevitable as long as human existence is concerned. But effective management of conflict becomes the big issue of discourse. Having carefully studied the situation as the new Operation Manager, I immediately recognize that this kind of conflict caused by unhealthy competitions by the three groups could lead to a very destructive outcome if not handled properly. I will once again summon a meeting, in which I will first of all outline the potential dangers of such an unhealthy relationship. This may even include an eventual folding of the company. There are so many companies that have folded because of the negative effect of competition; example is MTN Company in Nigeria. I am saying this in order to dispose and put them in the right frame of mind for the meeting.

Secondly, without accusing any group, calling names, finding fault or using harsh voice, I have to make it clear to them that the goal and success of the company is far greater than individual goals. Also I have to make understand that this conflict should be seen as a problem to be solved, rather than a battle to be won.

Thirdly, because there is a part of you that is unknown to you and known to others, I will encourage the parties to accept their strength and weaknesses. I will therefore invite all the parties to state their positions and how it has affected them without using languages that will escalate the situation. Without interruption, other groups will listen attentively. Discussion should be courteous and non-confrontational and the focus on issues rather than on individuals.

After listening attentively to them, without apportioning blames to any of the parties, I begin to look for possible solutions. Instead of asking “why” I will rather look or ask how to solve the problem. I will ask each group to suggest on the effective ways of improving the situation. For example, I will ask the Quality group what they think could be done to improve on the production