Conflict Management of the Organization PDF

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Conflict Management...

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The Capacity of the Organization to Mediate and Manage Conflict Conflict will inevitably occur amongst employees in an organization. However, conflict should not be misunderstood for something that is negative or always having a negative impact on the parties involved. Conflict can also produce positive outcomes with anyone involved. If there are no structured methods of dealing with conflict within an organization, it may result in workers being uncomfortable in performing duties assigned to them. If employees are uncomfortable in the work environment, then unavoidably, the level of productivity will decrease. This then will cause conflict to get out of control, if not properly handled. If conflict is not dealt with accordingly, within the organization, then unsatisfied parties may express their feelings of disappointment, outside of the organization. This can be damaging to the reputation of the company. Hence, there must be methods of mediation and managing conflict within the organization. “Many medium and large companies, unions, and government agencies have some form of dispute resolution, such as rights-based grievance procedures. This may include processes like review boards and arbitration” (Thomas, 2002). It is important for organizations to have internal structures or boards in place, to be able to deal with conflict within the organization. Conflict management systems must be implemented within an organization. This system facilitates conflict resolution in the organization. However, for this system to be successful, they must include three very vital components, which are: 

Training

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Mediation

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Supportive infrastructure

In training, the conflict awareness level of employees will increase, which in turn reduces the potential of a negative impact on the parties involved. Within the organization, conflict may occur due to difference in personalities of employees and employers, and individuals having different goals and morals. Outcomes, can however be positive and not always result in negativity and misunderstandings or misconceptions. With the implementation of a conflict management training program, employees will be given the understanding about the effects of conflict, whether harmful or otherwise. Training may come in the form of manager awareness training, conflict awareness training, communication training and negotiation training. These levels of training will give insight to all employees and employers, on how to deal with conflict without allowing the issue at hand to spiral out of control. In mediation, which is also considered the neutral third party intervention, there is a provision of professional resources (human), early in the event of a conflict. Mediation can be defined as a means of resolving conflict through a neutral source (mediator), without actually instructing the parties about what they should or should not do. Intervention into a conflict should be put to use before the incidents span out of control resulting in disastrous outcomes. Early detection of a conflict, facilitates speediness in resolving the conflict. When there is supportive infrastructure within an organization, it simply means that support should be given by the higher level management officials. They must be willing to provide the support needed to make conflict management systems become successful. Within an organization, there is usually an outline of the company’s mission statement, principles and

values. Hence, policies and practices of the organization should be shared amongst workers, allowing them to have an understanding of what is expected of them, as workers in the company. It should also be noted that the human resource department within an organization, plays a very important role in conflict management and mediation. The HR department, in itself, acts as a mediator between employees and managers within an organization. The HR professionals must be able to quickly respond to conflict and be able to resolve them, while avoiding impeding on the rights of employees. HR personnel settles conflict by a means of interpreting company policies and regulations. The department follows conflict resolution guidelines in order to resolve conflict and allowing involved parties to have an acceptable outcome.

References Bhattacharya. S. (2013, January 26). What is conflict management of employees at work? HRCrest. Retrieved from http://www.hrcrest.com/hr-manager/role-of-human-resourcemanagers-what-is-conflict-management-of-employees-at-work/ Thomas. R. (2002, September). Conflict management systems: A methodology for addressing the cost of conflict in the workplace. Retrieved from https://www.mediate.com/articles/thomasR.cfm Stepp. J. A. (2003, February). How does the mediation process work? Understanding mediation. Retrieved from https://www.mediate.com/articles/steppJ.cfm...