Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Relationship Management: This is the ability to inspire, influence, and interact with others. This is an essential part of social intelligence for parents and teens. For teens, in incidents with bullying or issues with parents, they have to be able to effectively handle problems without creating conflict. Parents also have to successfully approach and navigate with surly or overly-dramatic teens using social intelligence skills.
Confrontation-management: Once a person is in conflict, social skills involve being able to control or make proper decisions based on their mindsight or perceived emotions. With strong social skills, one has the ability to use intuition or gut feelings to guide decisions. For young people especially, it involves controlling one’s emotions and impulses and adapting to changing circumstances of their environment.
Conflict situations are an important aspect of the workplace. A conflict is a situation when the interests, needs, goals or values of involved parties interfere with one another. A conflict is a common phenomenon in the workplace. Different stakeholders may have different priorities; conflicts may involve team members, departments, projects, organization and client, boss and subordinate, organization needs vs. personal needs.
CONDITIONS LEADING TO CONFLICT SITUATIONS IN ORGANIZATIONS
- Ambiguous jurisdictions
- Conflict of interest
- Communication barriers
- Dependence on one party
- Differentiation in organization
- Association of the parties
- Behaviour regulation
- Performance expectations
- Competition for limited resources
- Lack of cooperation
- Unresolved prior conflicts
Conflict situations should be either resolved or used beneficially. Conflicts can have positive or negative effects for the organization, depending upon the environment created by the manager as she or he manages and regulates the conflict situation.
Positive effects of conflicts
Some of the positive effects of conflict situations are :
· Diffusion of more serious conflicts. Games can be used to moderate the attitudes of people by providing a competitive situation which can liberate tension in the conflicting parties, as well as having some entertainment value. In organizations where members participate in decision making, disputes are usually minor and not acute as the closeness of members moderates belligerent and assertive behaviour into minor disagreements, which minimizes the likelihood of major fights.
· Stimulation of a search for new facts or resolutions. When two parties who respect each other face a conflict situation, the conflict resolution process may help in clarifying the facts and stimulating a search for mutually acceptable solutions.
· Increase in group cohesion and performance. When two or more parties are in conflict, the performance and cohesion of each party is likely to improve. In a conflict situation, an opponent’s position is evaluated negatively, and group allegiance is strongly reinforced, leading to increased group effort and cohesion.
· Assessment of power or ability. In a conflict situation, the relative ability or power of the parties involved can be identified and measured.
Negative effects of conflicts
Destructive effects of conflicts include:
· impediments to smooth working,
· diminishing output,
· obstructions in the decision making process, and
· formation of competing affiliations within the organization.
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