5 conflict resolution techniques to resolve conflicts.

 5 conflict resolution techniques to resolve conflicts.

Conflict- Organizations are responsible for establishing a working atmosphere that encourages individuals to succeed. If disagreement and differences of opinion escalate into conflict then the organization must intervene immediately for an organization, tension in the organization may be positive or negative.

Conflict can be defined as a failure in the standard of decision-making which happens when it is difficult for a person or community to choose an option.

There are following sources of conflict-             

1} Employees Dissatisfaction- Employees can be disgruntled for a variety of reasons, such as incorrect selection, no promotion, insufficient pay and wages, lack of leadership and morale, degradation, transfer, shifts in roles or responsibilities, unsafe workplace conditions, lack of healthcare services, etc. Employers have been depressed by those circumstances. Among the workers at the office, fatigue, stress, anger, anger can be uncovered, creating conflicts with other organizations.

2} Absence of communication- It certainly gives rise to tension among the workers if there is no clear contact between the employees. Misunderstanding, misunderstanding suspicions can be generated in the mind of the workers in the absence of proper communication network, which inevitably culminated in organizational disputes.

3} Due to Scarcity or Limited Resources- Each departmental head tries to extract full support from their respective departments anywhere the resources are limited, and this may lead to confrontation. Moreover, if the allocation of resources is uneven, conflict can occur. And if there is any mistake, resource allocation is made, indifferent operating areas will lead to organizational conflict.

4} Inter-Relation-Dependence of Departments- Different operations / tasks are broken into different divisions in a corporate enterprise. There is a specialization job and there is interrelationship and interdependence of the department, departmental administrators have to collaborate and connect with each other on a range of topics to accomplish operational goals.

There are chances of difference in opinion during this phase, disagreement on certain topics, discord in disputes, and all this eventually led to conflicts that damaged the organization.

5}Ambiguous goals and objectives- If the organizational priorities and strategies are not clearly defined and disagreements that are easily understandable can occur and adversely affect the smooth flow of work.

Because they all have distinctive styles, each bear special, everyone can recognize their own style and learn how to communicate with those who have distinct styles.

6} Time Management Absence- The corporation is profitable for the smooth operation of organizations and the prompt accomplishment of priorities. If proper schedules are maintained for various activities the developmental executives may try to shift their responsibilities on one another and start blaming one another it gives rise to conflicts among departments.

7} Lack of Discipline and Rules and Regulation- If there is no code of discipline and formal rules and regulations for leaves, promotion, transition, training, demotion, holidays may give the workers who give rise to organizational tension the scope for chaos and disorder, irregularities, indiscipline.

Conflict can be resolved by the following methods-

 

1} Dominance or force (win-lose result)

2} Bargaining or compromise (win- lose result)

3} Integrative problem-solving (win-win result)

1} Dominance or Force- The most obvious way of resolving a conflict or disagreement is the use of force or pressure tactics. One party or group (the winner) is satisfied in this situation, whereas the loser is dissatisfied and frustrated. The boss, having official authority over his subordinates' activities, often employs force to resolve a disagreement. In the absence of such formal authority, one party may use pressure tactics to oblige the other party to grant concessions, such as disputes between two departments or disputes between trade unions and management.

 There are following includes in this section-

(1) Threats

(2) Punishment

(3) Positional commitments.

2} Bargaining and Compromise- The two parties are trying to exchange concessions in negotiation process until a compromise can be reached. In negotiating, each party expects the minimum satisfaction of its basic requirements. In order to prevent a deadlock, concessions are offered by each party. Bargaining only takes place if there are prospects of a mutually acceptable compromise being secured.

Only when both parties can trust each other is bargaining used. Any compromise reached through bargaining, however, is only a temporary truce or a temporary solution to a conflict because either party cannot be fully or completely satisfied by a compromise and sooner or later parties may, on some other excuse, adopt hostility and raise another dispute.

3}Integration (Problem-Solving Approach)- Mery Follett advocated the integration or problem-solving approach as the most promising method of conflict resolution, recognizing the limitations of dominance (force) and compromise (bargaining). Integration can enhance productivity so that in order to fully satisfy both parties, a new solution to the problem of conflict can be developed.

An integrative approach to problem-solving can ensure a solution that reconciles or integrates the needs of both sides. The conflict, in the form of a mutual problem, is clearly defined. In finding alternate solutions, both parties cooperate and pick up the best solution that is fully satisfactory to both of them.

4} Intervention from outside (Third party involvement)- We may have the machinery of mediation, conciliation and arbitration to settle a disruptive dispute or disagreement if the two sides are unable to resolve a dispute or conflict of their own by negotiation and there tends to be a deadlock. Such third-party interference can, according to the application of the law, be voluntary or even obligatory. Via such third-party interference, industrial relations are settled.

5} Illustration of Integration: Especially in those places in which labor is of essential importance, involvement in management should be promoted. We can for example, have labor leaders involved with the design of job schedules, strategies and procedures.

The use of integrators is a successful technique for the management of disputes between departments with different priorities. The role of an integrator is to contribute to cooperation and collaboration between interdependent departments. These integrators or coordinators may facilitate teamwork and settle disagreements between departmental executives.