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Post by Admin on Dec 31, 2022 12:52:45 GMT -7
Conflict - to be incompatible or at variance, to clash. Conflict is like the common Cold It's Everywhere and It never does either side any good
Each one of the Billions who dwell on earth has lead a totally different life with myriads of experiences. THAT IS OUR PROBLEM!Brand new brains have not had time to find solutions for problems. Many are still searching for solutions to ancient problems, Some have found poor or wrong solutions. No solutions result in Panic Attacks. Differing solutions cause disagreements which lead to Conflicts. New Presenting Problems similar to Past Problems dredge up ancient memories, solutions , attempts and start new conflicts. What are our TRIGGERS? Understanding US! We all ways interact with others with good and bad results, never understanding why. We meet one person and suddenly HATE them! It happened all through school WHY? There was nothing rational about it. We met another person and suddenly we are madly in LOVE! What Happened? We are clueless. Something is TRIGGERING us! The man who answered many of my questions: Milton H. Erickson. He observed that about every 2 1/2 hours we get droopy AND one nostril starts getting bigger while the other is getting smaller! We think of ourselves as individuals but we are not!Our brains are constantly Transferring Executive Control from the right side to the left and back again! It has, and always will, happen to all of us. It is what Hypnotists call "going into trance." But it is natural and what helps us survive. GOD makes laws, then uses those laws His wonders to perform. Those laws include DNA. Bacteria, reptile, mammal, Human, as we went through each of those evolutionary steps, those ancient brain structures remained functioning within us. The left side of the brain controls the right side of the body and vise versa, The left brain handles reading, writing, and calculations. Some call it the logical side of the brain. The right brain is more visual and deals in images more than words. It processes information in an intuitive and simultaneous manner.
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Post by Admin on Dec 31, 2022 13:51:35 GMT -7
en.wiktionary.org/wiki/conflict
A conflict is a struggle and a clash of interest, opinion, or even principles. Conflict will always be found in society; as the basis of conflict may vary to be personal, racial, class, caste, political and international. Conflict may also be emotional, intellectual, and theoretical, in which case academic recognition may, or may not be, a significant motive. Intellectual conflict is a subclass of cultural conflict,[1] a conflict that tends to grow over time due to different cultural values and beliefs.
Conflict in a group often follows a specific course. Routine group interaction is first disrupted by an initial conflict within the group, often caused by internal differences of opinion, disagreements between its members, or scarcity of resources available to the group. At this point, the group is no longer united, and may split into coalitions. This period of conflict escalation in some cases gives way to a conflict resolution stage, after which the group can eventually return to routine group interaction or split. Contents
1 Definitions 2 Role of emotion in inter-group relations 2.1 Envy 2.2 Contempt 2.3 Pity 2.4 Admiration 3 Types of conflict 4 Five beliefs that propel groups toward conflict 4.1 Superiority 4.2 Injustice 4.3 Vulnerability 4.4 Distrust 4.5 Helplessness 5 Conflict escalation 5.1 Uncertainty and commitment 5.2 Perception and misperception 5.3 Misattribution 5.4 Misperceiving motivations 5.5 Soft tactics and hard tactics 5.6 Reciprocity and upward conflict spiral 5.7 Few and many 5.8 Irritation and anger 6 Conflict resolution 6.1 Conflict mediation 7 See also 8 References
Definitions
M. Afzalur, a professor at Western Kentucky University,[2] notes there is no single universally accepted definition of conflict.[3] He notes that one issue of contention is whether the conflict is a situation or a type of behaviour.[4]
Citing a review of definitions of organizational conflicts in 1990 by Robert A. Baron,[5] Afzalur notes that all definitions of conflict include known opposing interests and the process of trying to stop the opposing view or views. Building on that, the proposed definition of conflict by Afzalur is "an interactive process manifested in incompatibility, disagreement or dissonance within or between social entities." Afzalur also notes that a conflict may be limited to one individual, who is conflicted within himself (the intrapersonal conflict). Afzalur lists some manifestations of conflict behavior, starting with disagreement followed by verbal abuse and interference.[2]
Another definition of conflict is proposed by Michael Nicholson, professor of Internal Relation at the University of Sussex,[6] who defines it as an activity which takes place when conscious beings (individuals or groups) wish to carry out mutually inconsistent acts concerning their wants, needs or obligations.[7] Conflict is an escalation of a disagreement, which is its common prerequisite, and is characterized by the existence of conflict behavior, in which the beings are actively trying to damage one another.[7] Role of emotion in inter-group relations
A key player in inter-group relations and conflict is the collective sentiment a person's own group (in-group) feels toward another group (out-group). These inter-group emotions are usually negative, and range in intensity from feelings of discomfort when interacting with a member of a certain other group to full on hatred for another group and its members. For example, in Fischer's organizational research at the University of Oxford, inter-group conflict was so 'heated' that it became mutually destructive and intractable, resulting in organizational collapse.[8][9]
Out-group-directed emotions can be expressed both verbally and non-verbally, and according to the stereotype content model, are dictated by two dimensions: the perceived warmth (friendliness) and competence of the other group (skillfulness). Depending on the perceived degree of warmth and competence, the stereotype content model predicts four basic emotions that could be directed toward the out-group (Forsyth, 2010). Envy
Envy results when the out-group is perceived to have high competence, but low warmth (Cuddy, Fiske & Glick, 2007). Envious groups are usually jealous of another group's symbolic and tangible achievements and view that group as competition (Forsyth, 2010). Contempt
Contempt results when the out-group is taken to be low in both competence and warmth (Cuddy, Fiske & Glick, 2007). According to Forsyth, contempt is one of the most frequent intergroup emotions. In this situation, the out-group is held responsible for its own failures. In-group members also believe that their conflict with the out-group can never be resolved (Forsyth, 2010). Pity
Out-groups that are believed by the in-group to be high in warmth but low in competence are pitied (Cuddy, Fiske & Glick, 2007). Usually pitied groups are lower in status than the in-group and are not believed to be responsible for their failures (Forsyth, 2010). Admiration
Admiration occurs when an out-group is taken to be high in both warmth and competence, however, admiration is very rare because these two conditions are seldom met (Cuddy, Fiske & Glick, 2007). An admired out-group is thought to be completely deserving of its accomplishments. Admiration is thought to be most likely to arise when a member of the in-group can take pride in the accomplishments of the out-group, and when the out-group achieving does not interfere with the in-group (Forsyth, 2010). Types of conflict
In cases of intragroup conflict, there is a conflict between the overall goals of the general group, and the goals of at least one person in that group.[10] The disagreements may also be examples of interpersonal conflict, a conflict between two or more people.[11] More specific types of conflict include the following.
Content conflict occurs when individuals disagree about how to deal with a certain issue. This can be a good thing as it has the potential to stimulate discussion and increase motivation.[12] Relationship conflict occurs when individuals disagree about one another. This relational conflicts decreases performance, loyalty, satisfaction and commitment, and causes individuals to be irritable, negative and suspicious.[12] This stems from interpersonal incompatibilities. It is an awareness of frictions caused by frustrations, annoyance, and irritations. Relationship conflict is comparable to affective and cognitive conflict as defined by Amason and Pinkley, respectively.[13] Process conflict refers to disagreement over the group's approach to the task, its methods, and its group process.[13] They note that although relationship conflict and process conflict are harmful, task conflict is found to be beneficial since it encourages diversity of opinions, although care should be taken so it does not develop into a process or relationship conflict.[13] Task conflict is related to disagreements in viewpoints and opinion about a particular task in group settings. It is associated with two interrelated and beneficial effects. The first is group decision quality. Task conflict encourages greater cognitive understanding of the issue being discussed. This leads to better decision making for the groups that use task conflict.[13] The second is affective acceptance of group decisions. Task conflict can lead to increased satisfaction with the group decision and a desire to stay in the group.[14] Affective conflict is an emotional conflict developed from interpersonal incompatibilities and disputes. It often produces suspicion, distrust, and hostility. Therefore, it is seen as a negative kind of conflict and an obstacle to those who experience it and is described as "dysfunctional."[15] Cognitive conflict occurs during tasks and comes from a difference in perspective and judgement. It improves decision making and allows for the freer exchange of information between group members. Cognitive conflict is seen as a positive tension that promotes good group work.[15]
The following are examples of conflict that could be either intragroup or intergroup conflict.
Conflict of interest is involvement in multiple interests which could possibly corrupt the motivation or decision-making.[16] Cultural conflict is a type of conflict that occurs when different cultural values and beliefs clash.[17] Ethnic conflict is conflict between two or more contending ethnic groups.[17] Intergroup conflict is conflict between two or more groups.[11] Organizational conflict is discord caused by opposition of needs, values, and interests between people working together.[18] Role conflict involves incompatible demands placed upon a person in a manner that makes accomplishing both troublesome.[19] Social conflict is the struggle for supremacy or autonomy between social classes. Work–family conflict involves incompatible demands between the work and family roles of an individual.[20]
Conflict is rarely seen as constructive; however, in certain contexts (such as competition in sports), moderate levels of conflict can be seen as being mutually beneficial, facilitating understanding, tolerance, learning, and effectiveness. In a team setting, the group can learn to overcome intragroup conflict which would conclude to minimizing negative outcomes. With minimizing negative outcomes, positive outcomes will grow with increase of teamwork, working as a group, and increase of understanding and cooperation with teammates which eventually leads to the control on intragroup conflict.[21] Five beliefs that propel groups toward conflict
Roy and Judy Eidelson (2003) investigated some of the important roles that beliefs may play in triggering or constraining conflict between groups. On the basis of a review of relevant literature, five belief domains stand out as especially noteworthy: Superiority, injustice, vulnerability, distrust and helplessness.[22] Superiority
Individual-level core belief: This is a belief that an individual is better than anyone else and therefore many of the social constructs because the individual sees their own thoughts as "privileged" and therefore do not get along well with others. People with this belief often have attitudes of "specialness, deservingness, and entitlement."[22]
Group-level worldview: When moving from the individual-level core belief to the Group-level worldview most of the concepts stay the same. The major difference is that these attitudes apply to large groups instead of individuals. One example of this is "ethnocentric monoculturalism," a term meaning that one sees their own cultural heritage as better than another's.[22] Injustice
Individual-level core belief: This belief is that an individual has been mistreated in a way that affects them in a major way. This mistreatment is most often an interpretation of "disappointment and betrayal".[22]
Group-level worldview: This is the receiving end of the superiority group-level. This group takes grievance at another group for the same reasons an individual takes grievance at another. For perceived injustices from disappointment, betrayal, and mistreatment.[22] Vulnerability
Individual-level core belief: This is a constant anxiety. It is when a person feels that he/she is not in control and feel as though they are living "perpetually in harm's way".[22]
Group-level worldview: A group that feels vulnerability due to an imagined threat in the future. This strengthens the group's ties and allows them to "focus group behavior in specific directions that include hostility."[22] Distrust
Individual-level core belief: This is based on a "presumed hostility and malignant intent seen in others".[22] It drives one to act in hostile ways and prevents the creation of healthy relationships.[22]
Group-level worldview: This separates the in-group from the out-group in a way that is not easily rectified, as the in-group forms a lasting stereotype that is applied to the out-group and must be disproven by the out-group.[22] Helplessness
Individual-level core belief: A deep set belief that no matter what an individual does the outcome will be unfavorable. As though the individual is "lacking the necessary ability" or a belief the individual did not have sufficient help or the environment is against them.[22]
Group-level worldview: When a group has those same beliefs of dependency and powerlessness. This also reflects how much growth the environment has to offer.[22] Conflict escalation
Although the involved parties may hope to reach a solution to their dispute quickly, psychological and interpersonal factors can frustrate their attempts to control the conflict, and in this case, conflict escalation occurs. Conflict escalation "can be understood as an intensification of a conflict with regard to the observed extent and the means used".[23] A number of factors including increased commitment to one's position, use of harder influence tactics, and formation of coalitions propel the escalation of the conflict.[24] Uncertainty and commitment
As conflicts escalate, group members' doubts and uncertainties are replaced with a firm commitment to their position. People rationalize their choices once they have made them: they seek out information that supports their views, reject information that disconfirms their views, and become more entrenched in their original position (also see confirmatory bias).[25] Additionally, people believe that once they commit to a position publicly, they should stick with it. Sometimes, they may realize the shortcomings of their views, but they continue defending those views and arguing against their opponents just to save face.[26] Finally, if the opponents argue too strongly, reactance may set in and group members become even more committed to the position.[27][28] Perception and misperception
Individuals' reactions to the conflict are shaped by their perception of the situation and people in the situation. During the conflict, opponents' inferences about each other's strengths, attitudes, values, and personal qualities tend to be largely distorted.[29] Misattribution
During the conflict, people explain their opponents' actions in ways that make the problem worse. Fundamental attribution error occurs when one assumes that opponents' behavior was caused by personal (dispositional) rather than situational (environmental) factors.[30] When conflict continues for a while, opponents might decide that this conflict is intractable. People usually expect intractable conflicts to be prolonged, intense, and very hard to resolve.[31] Misperceiving motivations
During the conflict, opponents often become mistrustful of one another wondering if their cooperative motivations were replaced by competitive ones. This loss of trust makes it difficult to return to the cooperative relationship. People with competitive social value orientations (SVOs) are the most inaccurate in their perception of opponents' motivation. They often think that others compete with them when in fact, there is no competition going on.[32] Competitors are also more biased in their search for information that confirms their suspicions that others compete with them.[33] They also tend to deliberately misrepresent their intentions, sometimes claiming to be more cooperatively oriented than they actually are.[34] Soft tactics and hard tactics
People use soft tactics at the outset of the conflict, but as it escalates, tactics become stronger and harder. To demonstrate this phenomenon, Mikolic, Parker, and Pruitt (1997)[35] simulated a conflict situation by creating a "birthday card factory" with study participants who were paid a small amount for each card they manufactured using paper, colored markers, and ribbons. The work went well until researchers' confederate who posed as another participant started hoarding production materials. Initially, group members tried to solve the problem with statements and requests. When these methods failed they shifted to demands and complaints, and then to threats, abuse, and anger.
Although hard tactics can overwhelm the opponent, they often intensify conflicts. Morton Deutsch and Robert Krauss (1960)[36] used trucking game experiment to demonstrate that capacity to threaten others intensifies conflict. They also showed that establishing a communication link does not always help to solve the dispute.[37] If one party threatens the other, the threatened party will fare best if it cannot respond with a counterthreat.[38][39] Equally powerful opponents, however, learn to avoid the use of power if the fear of retaliation is high.[40] Reciprocity and upward conflict spiral
In many cases, upward conflict spirals are sustained by the norms of reciprocity: if one group or person criticizes the other, the criticized person or group feels justified in doing the same. In conflict situations, opponents often follow the norm of rough reciprocity, i.e. they give too much (overmatching) or too little (undermatching) in return. At low levels of conflict, opponents overmatch their threats, while at high levels of conflict they undermatch their threats. Overmatching may serve as a strong warning, while undermatching may be used to send conciliatory messages.[41] Few and many
When conflicts erupt, group members use coalitions to shift the balance of power in their favor, and it is typical for multiparty conflicts to reduce to two-party blocks over time. Coalitions contribute to the conflict because they draw more members of the group into the affray. Individuals in coalitions work not only to ensure their own outcomes but also to worsen outcomes of non-coalition members. Those who are excluded from the coalition react with hostility and try to regain power by forming their own coalition. Thus, coalitions need to be constantly maintained through strategic bargaining and negotiation.[42] Irritation and anger
It is generally difficult for most people to remain calm and collected in a conflict situation. However, an increase in negative emotions (i.e. anger) only exacerbates the initial conflict. Even when group members want to discuss their positions calmly and dispassionately, once they become committed to their positions, an emotional expression often replaces logical discussion.[43] Anger is also contagious: when group member negotiates with someone who is angry, they become angry themselves.[44] Conflict resolution Main article: Conflict resolution
Nicholson notes that a conflict is resolved when the inconsistency between wishes and actions of parties is resolved.[45] Negotiation is an important part of conflict resolution, and any design of a process which tries to incorporate positive conflict from the start needs to be cautious not to let it degenerate into the negative types of conflict.[46] Conflict mediation
Conflict is a social process that is exacerbated when individual members of a group take sides in the debate. Among the methods to resolve conflict is mediation of the dispute by a group member not currently involved in the dispute. More specifically, a mediator is defined as a person who attempts to resolve a conflict between two group members by intervening in this conflict. Put simply, the mediator can be thought of as a disinterested guide directs the disputants through the process of developing a solution to a disagreement (Forsyth, 2010).
Although the tendency will be for group members who are uninvolved in the dispute to remain uninvolved, in some cases, the sheer intensity of the conflict may escalate to the point where mediation is unavoidable. Third party mediation of the conflict opens avenues for communication between group members in conflict. It allows members to express their opinions and request clarification of other member's standpoints while the mediator acts as a form of protection against any shame or "loss of face" that either disputant may experience. This can be done by shedding a positive light on the reconciliation that was made during the mediation process. For instance, if it was negotiated that two cashiers will rotate the weekends they work, the mediator might point out that now each worker gets a weekend off every two weeks (Forsyth, 2010).
The mediator can also offer assistance in refining solutions and making counter-offers between members, adjusting the time and location of meetings so that they are mutually satisfying for both parties (Forsyth, 2010).
According to Forsyth (2010), there are three major mediation approaches:
Inquisitorial procedure: Using this procedure, the mediator asks each of the disputants a series of questions, considers the two sets of responses, and then selects and imposes a mandatory solution on the members. The inquisitorial procedure is the least popular approach to mediation. Arbitration: Here, mediation involves the two disputants explaining their arguments to the mediator, who creates a solution based on the arguments presented. Arbitration is best for low intensity conflict, but is the most favored mediation style overall. Moot: The moot approach involves an open discussion between disputants and the mediator about the problems and potential solutions. In the moot approach, the mediator cannot impose a mandatory solution. After arbitration, a moot is the most preferred mediation style.
In practice, conflict resolution is often interwoven with daily activities, as in organizations, workplaces and institutions. Staff and residents in a youth care setting, for instance, interweave everyday concerns (meals, lessons, breaks, meetings, or other mundane but concerted projects) with interpersonal disputes.[47]
Last Edit: 1 minute ago by Admin I'd be happy if I only knew WHAT? WHERE? WHEN? WHY? HOW?
- About EVERYTHING!
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Post by Admin on Dec 31, 2022 14:09:50 GMT -7
Phases of conflict
A conflict has five phases.
Prelude to conflict - It involves all the factors which possibly arise a conflict among individuals. Lack of coordination, differences in interests, dissimilarity in cultural, religion, educational background all are instrumental in arising a conflict.
Triggering Event - No conflict can arise on its own. There has to be an event which triggers the conflict. Jenny and Ali never got along very well with each other. They were from different cultural backgrounds, a very strong factor for possibility of a conflict. Ali was in the mid of a presentation when Jenny stood up and criticized him for the lack of relevant content in his presentation, thus triggering the conflict between them.
Initiation Phase - Initiation phase is actually the phase when the conflict has already begun. Heated arguments, abuses, verbal disagreements are all warning alarms which indicate that the fight is already on.
Differentiation Phase - It is the phase when the individuals voice out their differences against each other. The reasons for the conflict are raised in the differentiation phase.
Resolution Phase - A Conflict leads to nowhere. Individuals must try to compromise to some extent and resolve the conflict soon. The resolution phase explores the various options to resolve the conflict.
Conflicts can be of many types like verbal conflict, religious conflict, emotional conflict, social conflict, personal conflict, organizational conflict, community conflict and so on.
Conflicts and fighting with each other never lead to a conclusion. If you are not on the same line as the other individual, never fight, instead try your level best to sort out your differences. Discussion is always a better and wiser way to adopt rather than conflicts.
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Post by Admin on Dec 31, 2022 14:11:09 GMT -7
Conflict at Workplace - Why Conflict Should be Avoided ?
Differences in interest, thought process, perception as well as need lead to a conflict. When individuals do not agree to each other’s opinions, a conflict arises. Conflict can occur at any place be it organizations, groups and even at our homes. Powered By VDO.AI
Let us first go through the below example.
Sandy was heading the operations department of a leading firm. Peter was reporting to Sandy and somehow both never approved each other’s ideas and thought processes. Peter was assigned a project which was to be submitted by end of the day. Sandy and Peter disagreed at each and every point and there were severe clashes between them. They could never come to a conclusion and as a result the project could never be completed within the stipulated time.
What was the outcome of their conflict ?
The outcome was actually a big zero as neither Sandy nor Peter gained anything out of the conflict. Conflicts must be avoided at any cost and specially at workplaces.
Our offices are our first homes as we spend the maximum time at workplaces only. One has to respect his organization to get respect in return. Learn to keep a control on your emotions at workplace. Never fight at the workplace as it spoils the decorum of the office. You might not agree to the other person but that doesn’t mean you will start fighting with him. Sit with him and try to find out a solution, Conflicts spoil the ambience of offices and also lead to negativity all around. Always respect other individual’s opinion.
No body wins in a conflict and nothing productive comes out of it. When two individuals fight with each other, they are actually wasting their precious time and as they say “Time and Tide wait for none”. Avoid fighting at workplace as it leads to wastage of precious time which could have been otherwise invested in other productive work. Remember your office pays you for your work and not for fighting with each other.
Employees tend to loose their concentration and focus in work if they are engaged in conflicts. Individuals lose interest in their jobs leading to zero output. They invest all their energies in fighting with each other and as a result the goals of the organization are never met. No organization can survive if the targets are not achieved. Never shout at your workplace, always lower your voice and try to adopt a middle path approach rather than arguing.
Conflicts also lead to disrespect and unnecessary tensions in organizations. Individuals talk ill about others and spoil the environment; You might be an excellent performer, a diligent worker, but if you keep on fighting with your fellow workers, you would definitely earn a bad name. You will be in the limelight but for all the wrong reasons. It is always wise to do your work sincerely, pack your bags, go home and come fresh the next day. No body loves to carry unnecessary tensions, thus it is always advised not to fight at workplaces. It is not always that you will agree to what the other person has to say, but fighting will not provide you any solution, instead it would add on to your tensions. Learn to compromise and discuss with your team. Listen carefully what the other person has to say and do correct him in a polite way, if he is wrong. Avoid finding faults unnecessarily and criticizing your colleague. Remember everyone at the office is a part of one big family working together towards a common goal.
Conflicts at workplace must be avoided and employees must concentrate on achieving their goals. Give your best in each and every thing you do. Enter your office with a calm and composed mind and never be hyper or react to anyone’s statements. Always think before you speak. Adopt a professional approach at workplace and try to sort out your differences with your fellow workers. Respect everyone at office and remember fighting is not the only solution.
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Post by Admin on Dec 31, 2022 14:31:54 GMT -7
Understanding Conflict - Meaning and Phases of Conflict
Whenever two individuals opine in different ways, a conflict arises. In a layman’s language conflict is nothing but a fight either between two individuals or among group members.
No two individuals can think alike and there is definitely a difference in their thought process as well as their understanding. Disagreements among individuals lead to conflicts and fights.
Conflict arises whenever individuals have different values, opinions, needs, interests and are unable to find a middle way. Let us understand conflict in a better way
Tim and Joe were working in the same team and were best of friends. One fine day, they were asked to give their inputs on a particular project assigned to them by their superior.
There was a major clash in their understanding of the project and both could not agree to each other’s opinions. Tim wanted to execute the project in a particular way which did not go well with Joe. The outcome of the difference in their opinions was a conflict between the two and now both of them just can’t stand each other.
The dissimilarity in the interest, thought process, nature and attitude of Tim and Joe gave rise to a conflict between the two.
What is Conflict
Conflict is defined as a clash between individuals arising out of a difference in thought process, attitudes, understanding, interests, requirements and even sometimes perceptions. A conflict results in heated arguments, physical abuses and definitely loss of peace and harmony. A conflict can actually change relationships. Friends can become foes as a result of conflict just as in the case of Tim and Joe.
A Conflict not only can arise between individuals but also among countries, political parties and states as well. A small conflict not controlled at the correct time may lead to a large war and rifts among countries leading to major unrest and disharmony.
It is a well known fact that neighbours are our biggest assets as they always stand by us whenever we need them. Let us take the example of India and China or for that matter India and Pakistan. India and Pakistan are twin sisters as there is hardly any difference in the culture, religion, climatic conditions, eating habits of the people staying in both the countries, but still the two countries are always at loggerheads and the reason is actually unknown. Small issues between the two countries have triggered a conflict between them which has now become a major concern for both the countries.
Misunderstandings as well as ego clashes also lead to conflicts. Every individual has a different way to look at things and react to various situations.
Mike wanted to meet Jason at the church. He called up Jason and following was the conversation between them.
Mike - “Jason, I want to meet you tomorrow at 9”
Jason tried Mike’s number a several times but could not speak to him. Mike waited the whole day for Jason and finally there was a major fight between them. For Mike 9 meant 9 in the morning whereas Jason misunderstood it for 9 in the evening and hence a major conflict between the two.
It is always advisable to be very clear and very specific to avoid misunderstandings and conflicts. Any feedback or suggestion by an individual might not go very well with other individual leading to severe displeasure. It might hurt the ego of the other person resulting in a fight and major disagreement. Phases of conflict
A conflict has five phases.
Prelude to conflict - It involves all the factors which possibly arise a conflict among individuals. Lack of coordination, differences in interests, dissimilarity in cultural, religion, educational background all are instrumental in arising a conflict.
Triggering Event - No conflict can arise on its own. There has to be an event which triggers the conflict. Jenny and Ali never got along very well with each other. They were from different cultural backgrounds, a very strong factor for possibility of a conflict. Ali was in the mid of a presentation when Jenny stood up and criticized him for the lack of relevant content in his presentation, thus triggering the conflict between them.
Initiation Phase - Initiation phase is actually the phase when the conflict has already begun. Heated arguments, abuses, verbal disagreements are all warning alarms which indicate that the fight is already on.
Differentiation Phase - It is the phase when the individuals voice out their differences against each other. The reasons for the conflict are raised in the differentiation phase.
Resolution Phase - A Conflict leads to nowhere. Individuals must try to compromise to some extent and resolve the conflict soon. The resolution phase explores the various options to resolve the conflict.
Conflicts can be of many types like verbal conflict, religious conflict, emotional conflict, social conflict, personal conflict, organizational conflict, community conflict and so on.
Conflicts and fighting with each other never lead to a conclusion. If you are not on the same line as the other individual, never fight, instead try your level best to sort out your differences. Discussion is always a better and wiser way to adopt rather than conflicts.
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Conflict at Workplace - Why Conflict Should be Avoided ?
Differences in interest, thought process, perception as well as need lead to a conflict. When individuals do not agree to each other’s opinions, a conflict arises. Conflict can occur at any place be it organizations, groups and even at our homes.
Let us first go through the below example.
Sandy was heading the operations department of a leading firm. Peter was reporting to Sandy and somehow both never approved each other’s ideas and thought processes. Peter was assigned a project which was to be submitted by end of the day. Sandy and Peter disagreed at each and every point and there were severe clashes between them. They could never come to a conclusion and as a result the project could never be completed within the stipulated time.
What was the outcome of their conflict ?
The outcome was actually a big zero as neither Sandy nor Peter gained anything out of the conflict. Conflicts must be avoided at any cost and specially at workplaces.
Our offices are our first homes as we spend the maximum time at workplaces only. One has to respect his organization to get respect in return. Learn to keep a control on your emotions at workplace. Never fight at the workplace as it spoils the decorum of the office. You might not agree to the other person but that doesn’t mean you will start fighting with him. Sit with him and try to find out a solution, Conflicts spoil the ambience of offices and also lead to negativity all around. Always respect other individual’s opinion.
No body wins in a conflict and nothing productive comes out of it. When two individuals fight with each other, they are actually wasting their precious time and as they say “Time and Tide wait for none”. Avoid fighting at workplace as it leads to wastage of precious time which could have been otherwise invested in other productive work. Remember your office pays you for your work and not for fighting with each other.
Employees tend to loose their concentration and focus in work if they are engaged in conflicts. Individuals lose interest in their jobs leading to zero output. They invest all their energies in fighting with each other and as a result the goals of the organization are never met. No organization can survive if the targets are not achieved. Never shout at your workplace, always lower your voice and try to adopt a middle path approach rather than arguing.
Conflicts also lead to disrespect and unnecessary tensions in organizations. Individuals talk ill about others and spoil the environment; You might be an excellent performer, a diligent worker, but if you keep on fighting with your fellow workers, you would definitely earn a bad name. You will be in the limelight but for all the wrong reasons. It is always wise to do your work sincerely, pack your bags, go home and come fresh the next day. No body loves to carry unnecessary tensions, thus it is always advised not to fight at workplaces. It is not always that you will agree to what the other person has to say, but fighting will not provide you any solution, instead it would add on to your tensions. Learn to compromise and discuss with your team. Listen carefully what the other person has to say and do correct him in a polite way, if he is wrong. Avoid finding faults unnecessarily and criticizing your colleague. Remember everyone at the office is a part of one big family working together towards a common goal.
Conflicts at workplace must be avoided and employees must concentrate on achieving their goals. Give your best in each and every thing you do. Enter your office with a calm and composed mind and never be hyper or react to anyone’s statements. Always think before you speak. Adopt a professional approach at workplace and try to sort out your differences with your fellow workers. Respect everyone at office and remember fighting is not the only solution.
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Understanding Conflict - Introduction Preventing Conflict Understanding Conflict Management Conflict Management Skills Importance of Conflict Management
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Conflict Management
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Home Library Organizational Behaviour Conflict Management Preventing Conflict - How to avoid Conflict?
Preventing Conflict - How to avoid Conflict?
A difference in the opinions, values, understandings and thought processes of individuals lead to a conflict. When individuals strongly oppose each other’s ideas and concepts, a conflict starts. It has been observed that when people think in dissimilar ways and are not willing to compromise at all, conflict arises.
Conflict can start anytime and at any place when individuals are not ready to accept the middle path approach. A conflict results in verbal arguments, abuses, tensions and also spoils relationships.
Before starting any conflict one should take some time out to think, “How will this fight benefit me?” “Is it going to provide me any solution ?”
Nothing beneficial and productive comes out of a conflict. It is simply a wastage of time and energy for and thus every individual should try his level best to prevent conflict. Preventing Conflict
First learn to keep a control on your emotions. Never ever get too hyper or overreact as it leads you nowhere. Always remember the other individual you are dealing with might not be as educated as you, might not be from the same background as you are, but you have no right to ridicule his opinions.
Be a good and a patient listener. Listen carefully what the other person has to say and then only give your expert comments. Even if you don’t agree to his suggestions, don’t just start fighting, instead discuss with him. Both of the individuals must try to compromise to some extent and find a solution. Conflicts only add on to your anxiety and thus it must be avoided at any cost. Never be rigid on any point, instead be flexible and try to find out an alternative.
Learn to keep a control on your tongue. One must think before he speaks. Don’t unnecessarily shout on others as it not only spoils the ambience but also brings a lot of negativity around. Soften your voice while interacting with others and learn to adjust with others. Sit with the other person and try to sort out your differences.
Misunderstandings also lead to conflicts, so be very clear and transparent in your communications. Never play with words and the content of your communication has to be specific to avoid conflicts. Do cross check with the speaker whether he has understood everything in the desired form or not, failing which would lead to misunderstandings and eventually to a fight.
Effective communication goes a long way in preventing conflicts. Don’t always expect the other person to understand everything on his own. It is your moral responsibility to make him aware of what you exactly expect out of him.
Every individual has the right to express his views and opinions, and you have no right to criticize him. If you respect other individuals, you will get respect in return. If a conflict arises among group members; make sure you address all the participants together. The issues and problems must be addressed on an open forum.
Personal favours and biases must be avoided for a peaceful environment. Listen to each and everyone’s opinion and then only take a decision. Be a good leader and try to take everyone along. Keep your mind calm and composed.
Don’t feel guilty if you have done anything wrong, instead admit it. Never hesitate to accept your faults. Be the first one to apologize. A small sorry can work wonders and prevent conflicts and unnecessary tensions.
If the other individual is too demanding and adamant and is just not willing to listen, the best solution is to avoid him. You can’t be everyone’s favourite, learn to ignore people who are just not flexible and always ready to initiate a conflict. Don’t always bother what the other person has to say about you. Always act in a manner which you think is appropriate and don’t just blindly trust the rumor mills.
No one wins in a fight and you gain nothing out of it. As they say “Prevention is better than cure”, thus a conflict must be prevented at its early stages as it snatches one’s mental peace and harmony.
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Conflict Management
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Conflict Management - Understanding conflict & how to prevent it
The dissimilarity in the interests, thought processes, needs, attitudes of individuals result in a conflict. It is defined as a clash among individuals resulting in verbal disagreements, physical abuses and tensions. A conflict never provides any solution to a problem, instead it just worsens the situation. It leads to disrespect among individuals, hampers the productivity and individuals often feel demotivated after a fight.
Conflicts must be prevented at the right time in order to avoid tensions and other adverse effects. In such a scenario, conflict management comes in picture.
Conflict Management involves the steps undertaken to prevent the conflict at the right time and also helps to resolve it in an effective and smooth manner. No conflict can just start on its own. There has to be an event or an incident to trigger the same. Through conflict management, one actually finds out the possible events which can start a conflict and tries his level best to avoid them.
Let us understand conflict management with the help of an example.
Jenny and Joe were a part of the branding team headed by Thomas. Jenny and Joe never got along very well, a fact well known by Thomas. From the very beginning, Thomas had carefully charted out the key responsibility areas for both Jenny and Joe. He had strictly instructed both of them not to interfere in each other’s work and communicate through email marking a carbon copy to him as well. What is Thomas actually trying to do here ? He is simply trying to avoid a conflict between Jenny and Joe so that they can deliver their best and do not waste their time and energy in fighting.
It is very essential to understand the factors which might lead to a conflict. An individual must consider all the events which initiate a fight for an effective conflict management. Discussion goes a long way in preventing conflicts. Before implementing any new idea, make sure you discuss with each and everyone related to it. Listen to what other individuals have to say and consider their opinions as well. Ignoring anybody’s views might lead to a tussle.
No two individuals can think on the same line but it is always wise to find a middle way which takes into account everybody’s interests. Don’t leave any issue unaddressed, instead discuss it when all the participants are present. Never criticize or make fun of anyone as they lead to a conflict. Be a good and an effective listener. Greet everyone with a warm smile. Individuals must not be too rigid and must learn to compromise sometimes. Do not create an environment which would lead to disagreements.
At workplaces, transparency must be maintained at all levels and there must be a single point of contact to address the issues of individuals. The subordinates should have an easy access to their superiors to avoid confusions. An individual must not utter any word which might hurt the sentiments of the other individuals. If you come across any situation which you don’t find appropriate, don’t start spreading rumors; instead sit with the other people involved and sort out the differences as soon as possible. Avoid backbitings as it is one of the strongest reasons for conflicts.
Always ask yourself whether the fight will benefit you or not? What will you achieve out of fighting? Never provoke others to fight as it would only create a negative environment and add on to one’s tensions. Don’t always support your friend and oppose the person not known to you. Stand by what is right and always correct the other person if he/she is wrong, but in a polite manner. Even if a conflict doesn’t involve you, don’t just ignore, instead intervene immediately to pacify the individuals. Be a good mediator and try to resolve the issues keeping everyone in mind.
Conflict management helps individuals to understand the causes of a conflict and helps prevent it at the right time.
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Understanding Conflict - Introduction Conflict at Workplace Preventing Conflict Conflict Management Skills Importance of Conflict Management
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Conflict Management
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Conflict Management Skills
Conflict management plays a very important role in preventing conflicts among individuals. How does a conflict arise? When individuals strongly oppose each other’s opinions and ideas, the probability of a conflict arises. A conflict starts when individuals think on different lines and find it very difficult to accept each other’s ideas. Conflict must be avoided as it destroys the peace, lowers the productivity as well as demotivates the individuals. All the factors leading to a fight must be explored and efforts must be made to prevent a conflict. A conflict is not very easy to control; an individual needs certain skills for the same.
Let us study the skills in detail.
Effective communication Skills
Effective communication skills are of utmost importance to prevent conflicts. While interacting with others, you have to take special care of your speech and the way you speak. Never ever shout on anyone, even if you do not agree with him. Always speak in a polite but convincing manner. Greet others with a warm smile. It works. Be very specific and precise in your speech. Do not use complicated words and confuse others. Keep a control on your tongue and do not use words which might hurt the sentiments of others. Avoid using abusive languages. Listening Skills
An individual must not give his expert comments unless and until he is very clear what the other person wants. Always be a good listener. Don’t just jump to conclusions and assume things on your own. Always listen to the other side of the story as well. Discussion
Don’t just follow the rumor mills blindly, do discuss with others as well. Differences can crop up anytime but fighting would provide no solution. It is always better to sit and discuss the issues on an open forum. All the participants must give their inputs and efforts must be made to find out an alternative. Invite all the members involved and never ignore anyone as it would never solve the problem. Everyone has a right to express his views and a middle way has to be found. Patience
One needs to be very patient to avoid conflicts. There would be people at your workplace and even home who would try to provoke you to fight. Never ever get influenced. Always follow your instincts and support what is right. Be very sensible and patient. Learn to keep a control on your emotions. Do not ever lose your temper as it would only make the situation worse. Impartial
An individual has to be impartial to avoid conflicts. Do not always support your friend. Stand by what is correct and never support what is wrong. Any individual, even if he is your friend must be corrected if you feel he is wrong. Listen to everyone and never ignore anyone just because you don’t know him. Never Criticize
Make the other person understand if he is wrong. Don’t criticize him as it would definitely hurt his sentiments. The other person might not be as intelligent as you are, but you have no right to make fun of him. Others will look up to you if you guide the other person well and make him realize his mistakes. Positive Attitude
Positive attitude is essential to avoid fights and conflicts. In offices, never ever play the Blame game. No one is perfect and if you have done anything wrong, have the courage to accept it. Human Beings are bound to make mistakes but never try to put the blame on anyone else’s shoulders. Avoid backbiting as it only spoils the relationships. If you don’t agree with anyone’s views, discuss with him on his face, he will like it. Don’t always find faults in others and be a little more adjusting as life is all about adjustments. Ignore others
Individuals must try to adopt the middle path approach which considers the interests of one and all. Don’t unnecessarily waste your energy for a person who is too adamant and is not willing to compromise at all. Ignore the person who is too demanding as it would solve half of your problems.
Download Powerpoint Presentation for Complete Course on Conflict Management
Total Slides: 145
“These presentations are Packed with Real Life Examples on the Largest Range of topics across Management Subjects”
“All Presentations contain Optimum Lively Graphics & Animations to make the Concept Easy to Understand”
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Our Team Authorship/Referencing - About the Author(s)
The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
Conflict Management
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Importance of Conflict Management
A conflict arises when individuals have varied interests, opinions and thought processes and are just not willing to compromise with each other. It is always wise to adjust to some extent and try to find a solution to the problem rather than cribbing and fighting. Conflicts and disagreements only lead to negativity and things never reach a conclusion. It only adds on to the tensions and makes life hell. It actually leaves you drained and spoils your reputation. Every individual should try his level best to avoid conflict at the first place rather than resolving it later. Precautions must be taken at the right time to avoid a conflict.
Imagine yourself constantly fighting with your fellow worker. Would you ever feel going to office?
The issues resulting in a conflict must be controlled at the right time to prevent the eruption of a big fight. Conflict management plays an important role everywhere, at work places and even in our personal lives. Fighting never makes anyone happy and actually makes one’s life miserable.
No organization runs for charity, it has to make money to survive well. Employees must give their hundred percent at work to ensure the maximum productivity. Nothing productive will ever come out if the employees are constantly engaged in fighting and criticizing others.
Conflict management plays a very important role at workplaces to prevent conflicts and for the employees to concentrate on their work. The team leaders must ensure that the roles and responsibilities of each and every employee are clearly passed on to them. Employees should be demotivated to interfere in each other’s work. Employees waste half of their time and energy in fighting with others and find it very difficult to work which they are actually supposed to do. An individual must enjoy his work; otherwise he would never be able to give his best.
Conflict management goes a long way in strengthening the bond among the employees and half of the problems automatically disappear. Individuals must feel motivated at work and find every single day exciting and challenging. Before implementing any idea, it must be discussed with everyone and no one should ever feel ignored or left out. This way, every employee feels indispensable for the office and he strives hard to live up to the expectations of his fellow workers and in a way contributing to the organization in his best possible way.
Conflict management avoids conflicts to a great extent and thus also reduces the stress and tensions of the employees. No one likes to carry his tensions back home and if you fight with your colleagues and other people, you are bound to feel uncomfortable and restless even at home.
Conflict management also plays an important role in our personal lives. Tussles and fights spoil relationships and only increase our list of enemies. Everyone needs friends who will stand by us when we need them. Conflict must be avoided at homes as it spoils the ambience and spreads negativity.
Individuals tend to disrespect others as a result of conflicts. Conflict management prevents fall out between family members, friends, relatives and makes life peaceful and stressfree. Blamegame never helps anyone, instead it makes life miserable. No idea can ever be implemented if the individuals fight among themselves.
Conflict management helps to find a middle way, an alternative to any problem and successful implementation of the idea. Problems must be addressed at the right time to prevent conflict and its adverse effects at a later stage. Through conflict management skills, an individual explores all the possible reasons to worry which might later lead to a big problem and tries to resolve it as soon as possible.
Conflict Management is very important because it is always wise to prevent a fight at the first place rather than facing its negative consequencies. Stress disappears, people feel motivated, happy and the world definitely becomes a much better place to stay as a result of conflict management
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The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
Conflict Management
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Conflict Management at Workplace
A conflict arises when individuals have different opinions, thought processes, attitudes, interests, needs and find it difficult to adjust with each other. When individuals perceive things in dissimilar ways and cannot find the middle way, a conflict starts. No organization can survive if the employees are constantly engaged in fights and conflicts. The individuals have to give their hundred percent at workplaces to generate revenue and profits for the organization.
Conflicts must be avoided at workplaces for a healthy and a competitive environment. Employees must ensure that precautionary measures are taken in advance to prevent conflicts at the workplace. Employees are the assets of any organization and they must feel motivated and elated to perform well. Conflicts only lead to tensions and depressions and nothing productive comes out of it. No individual can work alone; he has to depend on his fellow workers for the maximum output. Every individual has to work in a team and can’t afford to fight with his team members.
Misha and Tom were a part of the operations team with a reputed firm. Both of them had excellent academic records, were hardworking and were never short of ideas. Unfortunately Misha and Tom never liked each other’s ideas and never got along very well. Their team could never achieve anything great and always failed to live up to the expectations of their superiors.
The conflict between Misha and Tom was the major reason why their team could never perform well. The success of any team is directly proportional to the relation among the team members.
As a result of conflicts, employees waste their maximum time and energy in fighting and find it very difficult to concentrate on work. The time which should be utilized in doing productive work goes in finding faults in others and fighting with each other. Always remember that your office is not paying you for fighting, instead it expects good and productive work from you. Conflict Management prevents the eruptions of fights and also allows the employees to be serious about their work.
Conflicts also lead to unnecessary tensions and disagreements among the individuals. Everyday in an organization is a new day and you have to give your best daily. In today’s fierce competitive scenario, an employee has to prove himself each day. You just can’t survive if your mind is always clouded with unnecessary tensions and stress. Stress diverts your mind and snatches your mental peace and harmony. You feel restless every where,everytime. If you feel irritated by your colleague or do not approve their ideas, think for a minute, would fighting provide any solution? What would you gain out of it?
It is always better to sit and discuss the issues with fellow workers face to face rather than shouting. Life becomes miserable if one is engaged in constant fights and one feels demotivated to go to office.
Conflict Management reduces tensions and employees feel motivated to give their level best to the organizations. No one gains form conflicts. One should avoid fighting over petty issues and criticizing fellow employees at workplaces. Be a little more adjusting. You might be an extraordinary employee, but conflicts will definitely earn you a bad name and you appear in the bad books of other employees.
Conflict Management helps in the strengthening of bond among the employees and everyone is ready to help each other. Relations improve and people feel motivated to work together and strive hard to give best possible results. No one likes to carry tensions back home and feel neglected at the workplace. Attend office to work not to fight and carry tensions and anxiety.
Transparency must be maintained at all levels for the smooth flow of information among the employees. One wrong information with any employee, all things get screwed up. Conflicts and disagreements act as a hindrance in the correct flow of information as employees tend to tamper important data, facts, figures and hide things from each other. The information never reaches in the correct and desired form as a result of conflict and eventually the organization is at loss.
Conflict Management plays a very important role at workplaces as it prevents unnecessary fights and makes offices a better place to work.
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Conflict Management
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Strategies to avoid Conflicts at the Workplace
It is rightly said that organizations are individual’s first home as one spends the maximum time here. Employees must treat their fellow workers as a part of one big family and must work together to achieve the goals of the organization. Conflicts must be avoided at the workplace to ensure that the employees give their best for maximum productivity.
Let us understand the strategies to avoid conflicts at the workplace.
Every individual has his own style of working and reacting to any particular situation. Problems are bound to come when individuals work together. Never leave any problem unattended as a small problem can eventually become a major reason to worry later on. The problems must be addressed on an open platform and all related employees must be invited. Never discuss any problem separately with individuals as the other person might feel neglected. Prefer a conference room or the board room to discuss the problems and find a solution to it. Never always depend on verbal communications. Official communications must be preferably through emails marking a CC to all the participants as it is more reliable and transparent.
Transparency must be maintained at all levels and superiors must be easily available to the subordinates to avoid confusions. Gossips and backbitings must be avoided at workplace as it is considered seriously unprofessional and lead to conflicts among individuals. Be straight forward and learn to express your views in a convincing way. Never be partial at workplaces. Do not support anyone just because he is a friend. Support him if he is right and do correct him if he is wrong. Understand the other individual as well. Don’t just impose your ideas on others, instead consider their views also. The superior must know the strengths of his team members and should assign the responsibilities keeping in mind their interests and specialities.
Communication also plays a very important role in avoiding conflicts at work places. Be very clear and precise in your communication. Never adopt a casual attitude at work as it would strictly go against you.Never deliver any speech or presentation at a noisy place as no one will be able to understand what the other person intends to communicate resulting in misunderstandings.
Develop the habit of using planners to avoid forgetting important dates and tasks. Do not criticize or make fun of your colleagues. If he is not wearing the tie in the desired way, let him know the correct way. He will feel happy and look up to you in the future. Never ever rely on politics in the office as it spoils the environment completely. Blame game must be avoided strictly as it just adds on to the problems and doesn’t provide any solution. You will not become unimportant if you accept your faults. Don’t always expect the other person to come to you and discuss things. Be the first one to take the initiative. Learn to own your responsibilities and never pass on the blame to your colleagues. An individual must keep his personal and professional life separate.
Never carry your problems to work as it never allows you to concentrate in your work. For an employee, office must come first and he must keep his personal interests on the backburner. Learn to trust your colleagues. Always approach the right person and don’t spread rumors unnecessarily. One should not be too adamant at workplaces. Be a little more adjusting and flexible. Every employee must try to compromise to the best possible extent and try to find out an alternative. Create a healthy and a professional environment at office.
Differences, problems are bound to arise at workplaces, but steps must be taken at the right time to avoid unnecessary fights and disagreements. Conflict not only spoils the ambience but also reduces the productivity of the employees. They feel highly demotivated and don’t feel like going to offices. Employees waste all their time and energy and nothing productive can be expected out of them and ultimately the organization is at loss.
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Conflict Management
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Conflict Management in Groups
Differences can not only arise between two individuals but involve many individuals in a group. One has to very careful while handling conflicts in a group as if not controlled at the right time can lead to major unrest and severe tensions. Powered By VDO.AI
Let us learn more about conflict management in groups.
Never ever implement any idea in a group without discussing with others. One should not impose his ideas on individuals in a group. The thoughts and ideas must be shared with everyone on a proper forum.
Do not discuss one by one, rather invite each and everyone for the same. Address all of them on a common platform. An individual before downloading any information to the group, first himself has to be very clear what he expects out of them. The communication has to be precise, relevant and should not confuse the others. Remember one wrong misinterpretation, and the entire message gets distorted. Do cross check with the group whether they have received the correct information or not.
Always depend on appropriate and reliable sources for communication. The information must be shared through email and cc must be marked to all the participants to ensure transparency among the group members.
A single point of contact must be assigned to a group to sort out the queries. The SPOC (Single Point of Contact) must be easily available and the group members must have an easy access to him. Unnecessarily running here and there is sheer wastage of time and never sorts out any problem. The group ideally should have like minded people to avoid conflicts. While forming a group, make sure that the individuals have similar if not same likings, thought processes and backgrounds. The probability of a conflict reduces in such cases. Each member of the group must trust the other member and should have confidence in each other. Never ever just simply start the presentation or seminar; instead begin with greetings and compliments.
Meet everyone with a warm smile and do not forget the handshake. Personal interests must be left out. While taking decisions, no one should be biased and try to see his personal interest first. Never be selfish or ignore the other member. Do not ever underestimate your group member and always listen to his side of the story as well.
Be a good listener and consider everyone’s views and opinions. Don’t always support your friend as it might not go very well with the other person. Appreciate if the other person is right or has come out with a brilliant idea. Correct the other person if he is wrong and do guide him properly. An individual must stay out of criticism to avoid conflicts in a group. Human beings are bound to make errors but you have no right to make fun of his ideas and concepts. Avoid using derogatory sentences in groups. Be a good leader and take everyone along.
A leader should be one who is able to understand his group member well and support them always. Gossip must be avoided as it results in severe conflicts. If you find anything wrong with a member, discuss the issues with him only; never ever tell his friend or spread rumors. The other person will never like it. Be very straightforward but gentle.
Counseling can also reduce the conflicts to a large extent. If any member is upset with the other, make both the members sit face to face to discuss their differences. Never ever provoke any individual to fight, instead make him understand. Don’t always find faults in your group members, be a little more flexible and adjusting. Always be calm, composed and adopt a positive attitude. Never ever lose your temper and unnecessarily react over petty issues. If the conflict doesn’t involve you but other members of the group, intervene immediately and try to resolve it at the earliest.
Conflict Management plays a very important role in reducing the chances of conflicts in a group and results in better bonding among the members and better output.
Download Powerpoint Presentation for Complete Course on Conflict Management
Total Slides: 145
“These presentations are Packed with Real Life Examples on the Largest Range of topics across Management Subjects”
“All Presentations contain Optimum Lively Graphics & Animations to make the Concept Easy to Understand”
Related Articles
Importance of Conflict Management Conflict Management at Workplace Strategies to avoid Conflicts Communication & Conflict Management Role of Attitude in Conflict Management
Our Team Authorship/Referencing - About the Author(s)
The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
Conflict Management
Understanding Conflict - Introduction Conflict at Workplace Preventing Conflict Understanding Conflict Management Conflict Management Skills Importance of Conflict Management Conflict Management at Workplace Strategies to avoid Conflicts Conflict Management in Groups Communication & Conflict Management Role of Attitude in Conflict Management Conflict Management Tips How to Handle Conflict of Interest ?
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Role of Communication in Conflict Management
The dissimilarity in the ideas and opinions of individuals result in a conflict. One needs to adjust with each other to some extent to avoid conflicts and better relations. Conflicts and fights must be prevented to avoid its adverse consequences like stress, anxiety and unnecessary tensions.
Communication has a big role to play in conflict management. It has been observed that poor communication always results in misunderstandings and eventually conflicts. Our communication has to be clear and precise to avoid conflicts. First yourself be very clear what you intend to convey to the other individual.
The thoughts must be carefully put into sensible and relevant words for the others to understand well. Never use words which might hurt the sentiments of others and avoid using derogatory sentences. Don’t use too complicated terminologies as the other person might not understand it well.
Be very clear and straightforward what you expect from the other person. Don’t always expect the other person to understand everything on his own. Haphazard thoughts only add on to confusions and result in displeasure and disagreements. If you want to meet your team member at 9 in the morning at the conference hall, please remember to mention the correct timings along with the venue as well as the agenda so that the participants come thoroughly prepared. Don’t just communicate for the sake of it.
Don’t merely depend on verbal communication, instead prefer communication through email keeping each and every member in the loop. Never ignore anyone just because you do not like him. It is generally observed that conflict among individuals arises when they feel neglected or left out. Transparency is essential at all levels for better understanding and avoiding conflicts.
Communication must not be done with members separately but must be on a common platform so that every one gets the same picture. Master the art of writing emails. Select the correct font, style and be careful about the content such that the mail is self explanatory.
Disagreements can arise anytime so make sure that the superiors are always available to the subordinates. At workplaces, the hierarchy must not be too complicated as it only adds to the confusions. People do not understand whom to contact and start fighting among themselves only. At workplaces, employees must be demotivated to interfere in each other’s works and criticize others. Role of Communication in Conflict Management
Never be loud and always be very careful about your pitch and tone. Be polite and convincing. Make your point very clear but do not shout on others as he might feel bad and it might go against you. Presentations, seminars, speeches must be delivered at a noise free zone so that the information hits the eardrums of the recipients instantly and creates the desired impact.
Question answer round must be kept at the end in the presentations and people must not jump in between with their questions. It seriously offends the speaker and might result in a fight. Be a little patient and wait for your turn to speak. Be a good listener.
An individual must not assume things on his own and overreact on petty issues. Every individual has the right to express his views and one must first listen to what the other person has to say.
When two individuals are interacting with each other, try not to speak in between unless and until required. Always meet the other person with a warm smile. Avoid being rude and harsh. Don’t just start shouting even if you do not agree to the other person, sit with him face to face and make him understand his mistakes.
Once you are through with your communication, do cross check with the other person whether he has received the correct message or not. Wrong messages lead to confusions and people lose their trust on each other. Make sure you are very clear and transparent with your communication. Think twice before you speak and never offend others.
Always learn to keep a control on your emotions and make sure your communication is impressive and relevant for effective conflict management.
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Our Team Authorship/Referencing - About the Author(s)
The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
Conflict Management
Understanding Conflict - Introduction Conflict at Workplace Preventing Conflict Understanding Conflict Management Conflict Management Skills Importance of Conflict Management Conflict Management at Workplace Strategies to avoid Conflicts Conflict Management in Groups Communication & Conflict Management Role of Attitude in Conflict Management Conflict Management Tips How to Handle Conflict of Interest ?
Home Library Organizational Behaviour Conflict Management Role of Attitude in Conflict Management
Role of Attitude in Conflict Management
Conflict arises when individuals strongly oppose each other’s opinions and views and are not willing to compromise with each other.
A conflict solves no problems; it just creates tensions, anxiety and earns you a bad name. No body appreciates you, if you are constantly engaged in fights. Conflicts must be controlled at the right time for a healthy and a peaceful environment.
Attitude plays a very important role in conflict management. Nothing can be achieved unless and until you believe in yourself and have a positive attitude. An individual must avoid finding faults in others. Always remember, if you are pointing towards someone else, four fingers are towards you as well. Don’t always assume that the other person is at fault.
Adopt a positive attitude towards work and life on the whole. Be a little more flexible and adjusting. No one has ever gained anything out of conflicts, it has all the adverse consequencies. Individuals tend to lose control on their emotions and overreact hurting the sentiments of the other person.
Don’t always be negative. According to the law of attraction, if you adopt a positive attitude, good things happen to you, whereas a negative attitude always attracts negative things.
Conflicts, fights spoil the environment and you feel restless and anxious always. You will not lose anything if you take the initiative to resolve the fight. This way you will earn respect and people will look up to you. Be the first one to say sorry. It will not make you small, instead will prevent you from unnecessary tensions. A simple sorry can actually solve major arguments and conflicts.
Make sure you enter your workplace with calm and a positive mind. If your mind is clouded with negative thoughts, everything will seem wrong. Nothing interests you and you would always be in a mood to fight with others.
Be a little more forgiving. It works. Forgiving has a healing effect on individuals. If the other person has done something wrong to you, don’t drag the issues, instead forgive him. Not everyone is blessed with the art of forgiving, it comes with time. Do not stick to any issue, move on. Positive Attitude
If you are going through any bad relationship, stop cribbing and fighting, instead move on. Always look at the brighter side of life. There are much better things in life rather than quarrelling with everyone. You need people, and relationships are important in life. Whenever you feel like fighting with others, take a pause and think for a minute would this fight ever benefit you?
Positive attitude gives you the desired mental peace. Individuals with a negative attitude indulge themselves in spreading rumors, false stories and tend to influence others as well. One rotten apple spoils the other fresh apples as well. One negative mind is enough to trigger conflicts and create unrest. Never be unhappy; always find reasons to be happy. Sometimes things might not be in your favour, but that’s not the end of road. Don’t unnecessarily carry stress and create problems for yourself as well as others.
Emma had a severe fight with her husband last night. She had a conflict with her team member Jackson the next morning at workplace for unknown reasons.
Was Emma’s attitude correct? What did Emma gain out of the argument?
It was Emma’s fowl mood which worked as a catalyst to the conflict. The argument simply increased her tensions as well as spoiled her relationship with Jackson.
Always remember after every dark night, there is a beautiful morning. Don’t ever loose hope. Do not fall a prey to people with a negative approach towards almost everything. They spoil the environment and try their level best to impose their negative ideas on others as well.
There is light at the end of the tunnel. An individual must develop a positive attitude to avoid disagreements, conflicts and lead a happy and a peaceful life.
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Our Team Authorship/Referencing - About the Author(s)
The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
Conflict Management
Understanding Conflict - Introduction Conflict at Workplace Preventing Conflict Understanding Conflict Management Conflict Management Skills Importance of Conflict Management Conflict Management at Workplace Strategies to avoid Conflicts Conflict Management in Groups Communication & Conflict Management Role of Attitude in Conflict Management Conflict Management Tips How to Handle Conflict of Interest ?
Home Library Organizational Behaviour Conflict Management Tips for Conflict Management for Professionals
Tips for Conflict Management for Professionals
Conflict arises when individuals opine in dissimilar ways or have varied interests, attitudes and even perceptions. Misunderstandings among individuals and ego clashes also result in a conflict. Conflict can arise any time and at any place when individuals are not willing to adjust with each other and are adamant on their views and thoughtprocesses. One must understand that a conflict never benefits anyone and it only leads to disagreements and displeasures. Conflicts must be strictly avoided at workplaces as it hampers the productivity of the workers and they are unable to concentrate on their work. It wastes one’s time and energy and the employee is restless and anxious always and doesn’t enjoy his work.
Steps must be taken to prevent conflict at the right time in offices to avoid unnecessary tensions and disharmony. Employees must ensure that more focus is on productive output rather than unnecessary fighting with each other. A professional must try his level best to avoid conflicts and its negative consequences.
Let us go through some handy tips for conflict management for professionals.
Make sure your communication is effective and impressive: Never play with words or share haphazard thoughts with others, instead use corporate jargons and professional terminologies for better understanding. If you yourself are not clear what you expect from your fellow worker, the other person will never be able to understand what you intend to communicate. Be very precise but convincing. The content has to be relevant and sensible. Avoid using derogatory sentences and lewd remarks as it is considered strictly unprofessional. Don’t adopt a casual approach at work.
Be a good and a patient listener: Never jump with your question in between any presentation or seminar, as it seriously offends the speaker and results in displeasure. Wait for your turn to speak. Don’t poke your nose into other’s conversation. Never interfere in each other’s work. Let your colleagues have some space. Always listen to the other person as well and then decide what is right and wrong.
Don’t always depend on verbal communication at workplace: Professionals must communicate through emails as it is more reliable and transparent. Make sure the e-mail is marked to all the related members so that everyone is on the same lines and get a common picture. Take care of your mail body, style and font. Be transparent in your communication. Never communicate with individuals separately as people feel left out and start fighting with each other. Business Communication must be on an open forum inviting all the participants.
Professionals must develop the habit of using planners, organizers and desk calendars at work: You cannot remember each and every thing, so it is always advisable to jot down the points to avoid forgetting important things. Encircle the dates on the desktop calendar when you have to submit an important report to your boss or have to go for a meeting and place it right in front of you. It would prevent unnecessary stress and conflicts. Never attend any meeting without a pen and a paper. It will bother you later on.
The pitch and the tone have to be taken great care of: Don‘t be too low as others will not be able to understand you properly. Never ever shout or be rude to your colleagues. Shouting solves no problems and it seriously goes against you. Soften your pitch but be convincing. Professionals must take care of their accent, correct pronunciation, punctuations, pauses etc to make the speech impressive and for others to listen attentively.
Adopt a positive attitude: Don’t always find faults in the other person and assume that he is always wrong. Listen to his side of the story as well and never underestimate your fellow worker. If you do not agree with the other person, don’t start arguing, instead sit with him face to face, discuss and make him understand your point. He will feel glad. Leave your personal problems out before stepping in the office and always keep your personal interests on the back burner. Find reasons to be happy as negative thoughts always lead to conflicts and disagreements. You can’t misbehave with your colleagues just because you are in a fowl mood.
Never criticize anyone or make him feel small: If he has done anything wrong, make him realize his mistakes instead of making fun of him. Correct him, wherever he is wrong but in a polite way. He will respect you and look up to you in the future. Everyone is equal and one must respect his fellow worker to earn respect in return.
Prefer the conference room, board room or any suitable place for presentations, seminars and discussions: Avoid communicating at places like workstations, cafeteria, playgrounds or other noisy places as noise acts as a hindrance and creates misunderstandings and confusions. Don’t just speak for the sake of speaking.
A professional must avoid blame games at work: Learn to own your responsibilities and do not always blame others for your mistakes. Never drag issues and be a little more forgiving. Don’t always expect the others to come up to you and admit their mistakes. Take the initiative and be the first one to say sorry. It works and solves major conflict and also improves relations among individuals. Kill your ego at workplaces.
The superiors must ensure that the team members are assigned responsibilities according to their key responsibility areas and specializations: Never impose your decisions or views on others. Things must be discussed with everyone before implementation. An individual has to be a little more flexible and adjusting at workplaces. Never be too demanding or rigid. Things can’t always be just like the way you want.
Be impartial at work: Do not favour anyone just because he is your friend. Stand by what is right and do oppose someone who is wrong. Do not blame anyone just because you do not like him. An individual must be judged by the hard work he puts in and not by his physical appearance or relations with you.
Never discuss your work and responsibilities with others and learn to keep things a little confidential: Never spread unnecessary and baseless rumors about anyone. Gossips and backbitings must be strictly avoided at work. Encourage healthy competition at work and stay away from controversies. Too much of a friendship at work is bad and must be avoided. Avoid doing personal favours at work.
Conflicts must be avoided at workplace so that employees do not carry tensions back home and are able to give their best to benefit themselves as well as the organization.
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Conflict Management in Groups Communication & Conflict Management Role of Attitude in Conflict Management How to Handle Conflict of Interest ?
Our Team Authorship/Referencing - About the Author(s)
The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
Conflict Management
Understanding Conflict - Introduction Conflict at Workplace Preventing Conflict Understanding Conflict Management Conflict Management Skills Importance of Conflict Management Conflict Management at Workplace Strategies to avoid Conflicts Conflict Management in Groups Communication & Conflict Management Role of Attitude in Conflict Management Conflict Management Tips How to Handle Conflict of Interest ?
Home Library Organizational Behaviour Conflict Management How to Handle Conflict of Interest in Corporate Settings
How to Handle Conflict of Interest in Corporate Settings
What is Conflict of Interest and how does it arise?
In recent months, we have seen a spate of scandals involving top corporate houses and sportspersons about how they have been implicated in conflict of interest issues. These scandals have dented the reputations of many corporate houses, media houses, and sports management companies. At heart of the issue is whether employees in corporates, mediapersons, and sportspersons can continue be employed in their current occupations and at the same time be involved with a competing venture that presents conflicts of interest to both parties.
The point here is that conflict of interest arises when an individual in a particular employment has links with another venture that is in the same line of business or has interests that intersect and overlap with the interests of the former. For instance, if you are employed in a technology company and at the same time spend your spare time developing technological applications that you intend to sell in the market, then your current employment and the spare time venture are conflicting with each other as both of them are targeting the same audience. Further, if you are a corporate honcho and your spouse or your children are employed in sectors that have the same line of business as your company, you must either declare this upfront so that there are no controversies or ensure that your vocation and your spouses’ vocation do not overlap. Ways and Means to Handle Conflict of Interest
Organizations and individuals must handle conflict of interest in a professional manner. Often, the practice in corporates is to ask employees to declare any potential conflicts their or their family members’ employment and business interests’ conflict with each other. Further, most multinationals ask their employees to abide by the guidelines on what ought to be done in cases of conflict of interest. This usually takes the form of issuing strict rules about what constitutes conflict of interest and what constitutes appropriate behavior in such cases.
Further, conflicts of interest also arise when employees in a particular company invest in stocks and equities of competitors as well as their own companies. In this aspect, conflict of interest also overlaps with insider trading guidelines that are issued by all companies. The key aspect here is that conflict of interests must be dealt with severely if the employees are found to be violating them as they have legal and reputational ramifications. For instance, the law prohibits individuals from having interests in competing entities while being employed with a particular company. Apart from this, there are strict injunctions on governmental employees having private employment as well as politicians holding offices of profit. These laws have been passed to ensure that probity and uprightness in public life is maintained and the rules adhered to. Risks arising from Conflict of Interest
The reputational aspect is another facet of the conflict of interest issue. For instance, if an employee is found to be violating the conflict of interest guidelines, the ensuing scandals do a lot of damage to the companies hurting their brand image and reputation. Further, companies lose out to their competitors when it is found that employees have interests that are not strictly in line with the interests of their own. Hence, many companies in recent years have been acting swiftly and strictly against conflict of interest issues. The issue becomes serious when employees use their knowledge of the company’s operations to further their private interests, which means that in effect, they are resorting to violation of the ethical and value based aspects of the professional employment. Concluding Thoughts
Finally, conflicts of interest are unavoidable many times because of the rather complex and interconnected nature of modern business and society. Hence, corporates ought to take expert legal opinion in drafting rules and regulations in determining what constitutes conflict of interest and what can be acceptable behavior.
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Our Team Authorship/Referencing - About the Author(s)
The article is Written By “Prachi Juneja” and Reviewed By Management Study Guide Content Team. MSG Content Team comprises experienced Faculty Member, Professionals and Subject Matter Experts. We are a ISO 2001:2015 Certified Education Provider. To Know more, click on About Us. The use of this material is free for learning and education purpose. Please reference authorship of content used, including link(s) to ManagementStudyGuide.com and the content page url.
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