The paper “ Conflict Management in the Workplace” is an impressive version of an essay on human resources. In the working environment, conflicts usually occur. Conflict is the misunderstanding, opposition of ideas or interests or sharp disagreements among involved parties. In the workplace, conflict is inevitable and can be seen as ‘ doing business’ as usual. Therefore, conflict is a natural and normal part of a working environment. When conflicts occur in the workplace, some of the factors that can be witnessed include an increase in absenteeism, the tendency of lowered morale and decreased productivity.
Resolving and handling conflicts within the workplace is an important factor aiding an organization towards achieving objectives and goals. Two responses towards conflict exist which are either to ‘ battle it out’ or avoidance. In either strategy, one party often feel dissatisfied or uncomfortable with the results. Therefore, the aim of this paper is to discuss the cause of conflicts within the workplace and provide strategies that can be utilized in reducing the impact of the conflict since conflict at the workplace is inevitable. Conflicts are inherent in any workplace and poor communication is one of the causative factors.
Poor communication and interdependency within a workplace is the major agent that causes conflict. An environment that has open communication is the appropriate measure that can be utilized to resolve, manage and prevent conflicts (Jeong, 2009). The lack of effective communication usually drives underground conflict and contributes to hostility and misunderstanding (Deutsch, Coleman and Marcus, 2011). Effective communication in such situations is important to make the parties involved to understand the problem and formulate and implement solutions that are appreciated by the parties involved (Crocker, Hampson and Aall, 2007).
Moreover, some words or expressions by other employees may be misunderstood any may cause a problem to the organization resulting in the conflict. Different values and goals also drive conflict within the workplace (Deutsch, Coleman and Marcus, 2011). Individuals within the workplace are made up of persons who see things differently, while at the same time, goals have to be achieved. The lack of understanding and accepting these differences contributes to conflicts (Crocker, Hampson and Aall, 2007). Moreover, the workplace requires assistance and cooperation for achieving goals and therefore it increases the chances in which conflicts can occur.
In an organization, no individual can accomplish a task effectively and requires input from other workmates (Jeong, 2009). When the other individual misunderstands directions, has different priorities, the person is late or there are politics within the workplace, the scenario is prone to the creation of conflicts (Butler, 2009). In such a scenario where interaction increases, these interactions may be an ingredient in conflict situations. This means that the more the people interact, the chances of conflict increases (Rose-Jackson, 2012).
It is paramount for these organizations to understand other’ s points of priorities, needs, and views. Personality clashes and differing interests are factors prone to conflicts. Conflicts may occur when individuals concentrate on the individual’ s goals rather than the wellbeing of the organization or organizational goals (Crocker, Hampson and Aall, 2007). An employee may feel a certain position within the organization can be achieved through accomplishing a certain task and the employee may disregard policy directives and start aiming towards fulfilling the task to achieve the position.
This means that there are different interests while one individual aims to make the organization sustainable, the other employee has identified personal aims, which contradicts the organizational goals, or teamwork goals (Jeong, 2009). Therefore, organizations' aims and goals verse personal goals and aims are the major factors that contribute to conflicts.