conflict resolution topics essay

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Conflict is an interactive, but opposing behavior between persons, groups or organizations with goals that are not compatible. Conflicts are common in workplaces. Research studies have indicated that conflict is a doubled edged sword, since it has several benefits, yet has the potential to cause severe problems in an organization. Therefore, organizations must find a way of solving disputes. This essay will discuss some of the methods that one can use to resolve conflicts in the workplaces. There are two broad types of conflicts in the workplaces. They include functional and dysfunctional conflicts. Functional conflicts are the confrontations between people, departments, or ideas in a manner that enhances the performance of employees. On the other hand, any conflict that hinders the attainment of organizational goals from is dysfunctional. There are three major methods of handling conflict before it becomes dysfunctional. First and foremost, conflict can be resolved through negotiation. Negotiation is a process in which, the conflicting parties come up with suggestions, with the aim of finding a solution that is favorable to both. The parties collaborate in achieving their diverse goals. It is most effective in early stages of conflicts. Additionally, managers and business leaders may use mediation. Mediation process involves a third party, who should be impartial; listening to conflict can be solved through mediation. It involves a third party, who should be impartial, helping both parties have open communication and come up with a solution. The mediator cannot impose their judgment on the conflicting individuals. However, no parties are bound by the solution arrived at, since mediation is a voluntary and informal technique. Besides, if the above methods fail, arbitration may be used. This technique is used to resolve conflicts that are almost dysfunctional.
Enter Your Search Terms to Get Started! Conflict Management One style of conflict management is the cooperation approach, where the manager attempts to create cooperation and teamwork among the members of a team who have a conflict. This approach is usually successful when all the members are open to suggestion and cooperation, and want to alleviate their differences. The key to cooperation in conflict management is to find and approve of common answers that will resolve issues while creating cooperation and cohesiveness between team members. Managers must be open to early mediation and problem solving, so that conflicts do not spiral out of control. Negotiation should also begin early, and everyone involved in the conflict should be part of the negotiation process. It must be realized that while negotiation can bring positive results, it may not result in the final process being agreeable to everyone, but it should meet enough criteria to create a new and harmonious situation, rather than one fraught with conflict. A manager who uses the cooperation form of conflict management will interact with his or her team, and is open to accommodation and change. Their concern for others and for the success of the project is their primary goal, and they use effective and honest techniques to manage conflicts and misunderstandings. They also understand the value of compromise if it is necessary, and are accommodating rather than assertive in their management and conflict resolution techniques. Cooperation is a positive form of conflict resolution for a variety of reasons. First, it is a positive reaction to what can be a negative or stressful situation, and it creates a feeling of well being throughout the team members. Knowing that a manager is cooperative and open to suggestion makes it easier for the team to be successful, and easier for the team to come up with new trends.
Conflict frequently arises in the workplace. Goal incompatibility between groups or individuals, differentiation, task interdependence, scarce resources, ambiguity, and communication problems can all lead to a situation that promotes conflict. There are a number of conflict management styles that can be used to effectively resolve such conflicts: competing, collaborating, compromising, avoiding, and accommodating. However, although each individual has his/her own preferred conflict management style, not every style is optimally effective in every conflict situation. To maximize the effectiveness of conflict management efforts, management and parties to the conflict need to be aware of their short- and long-term goals and strategies for both the task and the people involved, their personal involvement and emotions in the conflict, their personal conflict management style, and which styles work best in which situations. It often seems as if whenever two or more parties attempt to work together there are at least three opinions. Although sometimes this situation can lead to synergy and a more creative final product, in many cases it leads to conflict. Although the most common view of conflict is that it is by its very nature dysfunctional and needs to be resolved, in many cases -- if it is properly managed -- it can be both functional and help the conflicting parties work together better or to produce a better product than if the conflict had not arisen in the first place. Conflict between groups may also improve team dynamics, cohesiveness, and task orientation. However, if the conflict becomes too emotionally charged, a win-lose mentality can arise, with negative results such as groupthink, frustration, job dissatisfaction, and stress. Very few people have the option to work in complete isolation of others. Even those who telecommute or work independently frequently.
Printer-friendly version COURSE: Peace and Conflict Studies 3800 TITLE: Topics in Peace and Conflict Studies TERM: Self Paced, Online INSTRUCTOR: Heidi Burgess, Ph.D. and Guy Burgess, Ph.D. OFFICE: ARC A222 PHONE: 303-492-1635 EMAIL ADDRESS: burgess@colorado.edu OFFICE HOURS:  Variable, but we are usually in the office (same office—we work together) 10-6 M-F. Call or email for appointment. This course is an upper division course that examines intractable conflicts and ways in which these conflicts can be transformed to bring about stable peace. Fundamental concepts of both conflict studies and peace studies will be examined including peace, justice, power, violence and nonviolence, peacekeeping, peacemaking, and peacebuilding. All of the readings will be applied to a real world conflict in a course-long case study of the student’s choosing. The course also introduces students to Beyond Intractability, the website of the Intractable Conflict Knowledge Base Project. This project (and the website) has been under development for 5 years with a .2 million grant from the Hewlett Foundation. The project has involved over 200 people—expert scholars and practitioners in the conflict resolution field—from all over the world. The website has over 400 articles (only some of which are required for this course), and 100 hours of audio transcripts examining the nature, causes, consequences and potential responses to conflict. Although initially focused on serious and intractable conflict, much of this material is applicable to “regular,” tractable conflicts as well. Most of the reading and audio used in this course comes from this website. Note: We are teaching several different courses based on this website, all of which are different, require different readings, and have different assignments. Thus students could take 2 or 3 and not be duplicating themselves. (The three.
What is Conflict? Conflict is a natural and very typical phenomenon in every type of human relationships, at every level: From intra-personal to global. Conflicts at every level have very significant common characteristics and dynamics, and, therefore, it makes sense to examine them together and comparatively. Why do people get involved in conflicts? People get involved in conflicts because their interests or their values are challenged, or because their needs are not met. Some may ask what a resolution to a conflict is? In the field of conflict resolution, 'conflict resolution' is a peaceful and mutually satisfactory way to end or significantly and hopefully permanently de-escalate a conflict. You can end a conflict through violence or war and by destroying your opponent. You can also end a conflict by surrender and capitulation. Or, you can temporarily de-intensify a conflict by deceiving your opponent. Yet, we do not regard such options as conflict resolution. And they do not resolve a conflict, anyway. The conflict remains; it just loses its intensity. It is easy to resolve or help resolve a conflict stemming from a clash of interests. It is more difficult to deal with a conflict that emanates from a clash of values. And it is even more difficult to handle a conflict in which at least one party's basic human needs are not satisfied. That is why such conflicts usually are deep-rooted and intractable. There are several basic human needs that are especially pertinent to conflict and conflict resolution: The needs for recognition, for development (and self-actualization), for security, for identity, for bonding, and finally for targets to project hate. It is extremely difficult for the parties to the conflict, even with outside assistance, to find a way, a solution that would satisfy all of the above needs for both/all of them. What makes things even more complicated.