Conflict In The Workplace: Essay You Might Want To Emulate

Conflict is a natural part of the human interaction. However, how any conflict is handled is what is important. Conflicts can be damaging to people, but when they are handled properly, conflicts can result in positive outcomes. Conflict management is based on the understanding of the causes of the conflict and how the conflict can be handled effectively.
There are different types of conflict which include relationship conflict, value conflict, and interest conflict. Relationship conflicts arise from personal perspectives which are often based on stereotypes and rumors. Negative behavior from colleagues at the workplace can also result in relationship conflict which interferes with productivity due to the lack of cohesion at the workplace. Value conflict has differing moral values which are guided by a person’s take on what is right or wrong. Value conflicts are subjective since they are based on personal feelings (University of Maryland Eastern Shore). Interest conflicts occur when an individual’s interest in the workplace tend to differ with those of others at the workplace. This often occurs when individuals at the workplace believe that fulfilling with another person’s desire is likely to interfere with the fulfillment of their desires. Relationship conflicts often result in interest conflicts when managers at the workplace expect individuals in a relationship conflict to work together as a team .
Poorly resolved conflicts often result in negatives outcomes. These outcomes include resentment, ill health, sour relationships, reduced productivity and unresolved issues at the workplace. In the worst case scenarios, conflicts can result in strikes and litigations against the organization. When properly handled, however, conflict often result in positive outcomes. These outcomes include a relaxed atmosphere, improved communication, a conducive working environment, empowerment, increased productivity, motivated employees, teamwork and proper problem-solving at the workplace (University of Maryland Eastern Shore). Handling of conflict in a constructive manner requires the understanding that conflicts are not negative or destructive in nature. Effective conflict management often results in the sharing of ideas and opinions which allow us to accommodate new ideas, opinions, and concepts in the workplace. Conflicts arise when people disagree without which people would become passive individuals. Conflict manifests differing ideas by others depending on their personalities and social contexts. Conflict generates a lot of energy, and the purpose of conflict management is to channel this energy in a constructive manner (University of Maryland Eastern Shore). Conflict can be managed in a more effective manner if individuals accept that conflict at the workplace is inevitable and perceive the conflict as a problem in need of a solution and not a competition that needs to be won. Managers should be able to identify conflicts at the workplace in good time before the conflict results in strikes and litigation (University of Maryland Eastern Shore). Effective communication is an indicator of proper conflict management and the lack of unresolved issues at the workplace.
In conclusion, conflicts at the workplace are a common scenario and can result in bigger problems for the organization such as tribunals or strikes if left unresolved. Managers need to identify conflicts at the workplace promptly and resolve them effectively. Mediation is one of the most common ways through which conflict at the workplace can be solved and the impact of these conflicts mitigated. Open communication channels between employees and managers at the workplace facilitate the process of conflict management.
Works cited