The paper "The Role of Managing Conflict" is a great example of management coursework. Conflict is normal and is considered an important part of a healthy relationship both professionally and personally (Collins and Rourke, 2009). Different people have different expectations, opinions, motivations and values that may conflict with each other creating a disagreement. Since the conflict between people is inevitable, it is important for an individual to come up with strategies to deal with it. When conflict is not managed properly, it can harm an existing relationship. In an organization setting, when conflict is not addressed properly, it can have negative impacts on performance and productivity (Collins and Rourke, 2009).
When an individual takes the necessary skills to handle conflict in a positive way, it can offer a chance for growth which can ultimately strengthen the bond between people. By developing the relevant skills needed in successful conflict management, an individual can keep both personal and professional relationships strong and growing. There are several conflict strategies that can be used in solving conflict; compromising, avoiding, collaborating, etc. Using appropriate conflict resolution style will assist maintain a healthy working environment and boost performance (Rahin, 2002).
This paper will review the role of managing conflict and will evaluate the issues and principles relevant to conflict management. The paper will also reflect on the compromise as the most appropriate conflict prevention style to be used in resolving the conflict between clients, customers and vendors. Critical Role of Managing Conflict Conflict management and resolution is a paramount predator of workplace relationships. In addressing the role of managing conflict, Robbins (2003) argues that the conflict management process assists in reducing the negative effects of conflicts by restoring satisfaction of different parties, fairness, working relationships and organizational effectiveness.
For instance, a cooperative approach to conflict management assists in solving different types of conflicts to be resolved in an effective way. A conflict management style that allows different parties to resolve conflict fairly often results in complete conflict resolution (Burrow, Kleindl and Everard, 2008). Conflicts between team members often manifest itself in the form of process-based conflict where members portray passive-aggressive behaviours like power plays, blaming and tardiness (Rahim, 2002).
The manner in which people treat each other while working through challenges determines whether the conflict can be resolved and whether people will reinstate their relationships. Therefore, effective conflict management plays an important role in strengthening the willingness to continue contributing to teamwork proactively. According to Jordan and Troth (2006), although conflict management may take a long time, it can add to the productivity of an organization. The ability to mitigate conflict incidences allows an individual to embark on other more important tasks. Effective conflict management allows quick resolution of problems that could potentially lead to future challenges (Rahim, 2002).
Doing so allows better cooperation between people, which boost productivity. The interaction of people with different beliefs and values in the workplace is often prone to some degree of conflict (Somech, Desivilya and Lidogoster, 2009). One key factor that determines whether disagreements in the workplace can be solved is the choice of conflict resolution strategies. These choices determine the ability of teams to successfully solve conflicts. When teams choose strategies that do not allow effective team resolution then the team will be prone to continuous and escalating conflicts.
The management of conflict involves numerous activities such as open communication, problem-solving as well as dealing with emotions and different reactions (Somech, Desivilya and Lidogoster, 2009). Conflict management activities make up individual styles used in solving conflict. There are different types of conflicts (e. g. task, relationship and process) that are managed differently. For instance, cooperative and collaborative styles are effective in managing task conflict while relationship conflicts can best be solved using avoidance strategy. Therefore, people should endeavour to carte a match between the conflict in question and the style of conflict management (Burrow, Kleindl and Everard, 2008).
Ultimately, conflict management plays a major role in strengthening relationships, solving problems, reducing tension and creating understanding.