Conflict, fight, and cold war among the people you work with are common. Some times the small things can even go out of hand. Therefore, it is very important to decrease and avoid the chances of the conflict to the extent possible to maintain a peaceful and friendly working environment. Therefore, in order to control the conflicts in the workplace here are the ways on how to handle conflict in the workplace.
What does the word “Conflict” stands for or what is conflict?
Conflict refers to all kinds of opposition or antagonistic interaction among individuals and groups. It also indicates the scarcity of various things, such as understanding, agreement, and compatibility among people in a sharing environment. Furthermore, Such conflict can arouse emotions and anxiety, lower satisfaction, and decrease performance. Furthermore, we should learn the art of how to handle conflict in the workplace.
How to handle conflict in the workplace video
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What are the different kinds of conflicts that occur between individuals or groups?
This type of conflict takes place or arises inside an individual due to divergent goals and multiple roles, which the individual is expected to play. Here, on the one hand, goal conflict occurs when an individual faces the problem of choosing among competing goals.
Furthermore, Role conflict arises when the expectations of a role are materially different or opposite and the individual can meet one expectation only at the cost of other expectations. Similarly, It may also occur due to role ambiguity. Role ambiguity occurs when an individual is not clear regarding his duties and responsibilities.
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Interpersonal conflict occurs in a condition when two or more persons interact with one another. Furthermore, Such interaction may take place between peers or seniors and subordinates. Similarly, Conflict between them may arise due to the difference between the choices made by them.
Moreover, This type of conflict is the result of an individual’s inability to conform to the norms of the group. Above all, The main causes of the interpersonal conflict are personality differences, perceptions, clash of value and interest, power and status differences, scarcity of resources, etc.
The conflict between two or groups of an organization is called intergroup conflict. Many intergroup conflicts arise for organizational causes than interpersonal causes. Furthermore, And the conflict between line and staff, between production and sales department, between management and union, are examples of group conflict.
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Moreover, The major causes of intergroup conflict are competition for scarce resources, joint decision making, task interdependence, introduction to change, and incompatible goals.
The conflict between the organization or internal organizational conflict:
This type of conflict is the result of business competition when both of the conflicting parties generally engage in providing a similar type of service or product. Similarly, Both parties become barriers to each other success.
Strategies to resolve Conflict
There are different ways that can help you to resolve conflict whether it is present in the workplace or somewhere else. Moreover, I have [rovided the detailed tips and discussed every point in detail about the strategies to resolve the conflict. You can keep reading and find the details below; For now here are some of the common and the tried and tested strategies to resolve conflict; this method will help you on how to handle conflict in the workplace.
- Encouraging the open discussion format for everyone.
- Try to respect and realize the objections of the other fairly.
- Provide sufficient time to the parties to think over the matter and seek for the final solution.
- Try to convince the parties.
- Proper and systematized use of authority and power.
- Systematic delegation of authority.
- Effective communication system.
- Use of participative management systems all over the workplace.
- Hold your argument until the other or the opposition party is ready for the arguments.
- Identify the factual reasons for conflict and try to solve them in a very early stage.
- Use the strategies like avoidance, and compromising to suppress the conflict.
How to handle conflict at work
How will you manage conflicts in the organization?
Conflict management includes skillful encouragement and handling of constructive conflict on one hand and resolving or limiting dysfunctional conflict on the other. So the consequences of conflict must be determined because they may help or hurt the organization.
Hence, constructive or functional conflict needs to be stimulated. But destructive or negative conflict must be eliminated through preventive or corrective measures.
Particularly, there are three main strategies, techniques, approaches, or mechanisms to handling conflict: conflict stimulation, conflict prevention, and conflict resolution.
Stimulation of conflict
Conflict is not always negative. Stimulating conflict can sometimes have a positive effect on the progress of an organization. A situation in which conflict is too low generally involves people who passively accept things the way they are rather than always trying to minimize conflict. Conflict stimulation means generating or creating conflict among members through managerial exercise. This method has 90% effectiveness to handle conflict in the workplace.
Effective managers must determine the most effective level of conflict situation for the organization. In order to stimulate the conflict the following ways can be done;
- Encouraging competition
- Bringing in outsiders
Sometimes conflict rises to alarming levels and adversely affects the work performance in an organization. In such a case, the manager needs to prevent them and tone them down a bit. The following methods may be applied to prevent conflict. This is the best method to handle conflict in the workplace.
- Superordinate goals:
Such superordinate goals demand interdependence and cooperation between departments. As a result of this, mutual dependency, disagreement, and conflict will be reduced.
- Exchange of personnel:
Rotation of employees between interdependent departments improves and perception and understanding. Narrow perspectives, department loyalties, and misunderstandings created by the organizational boundaries are reduced making employees more considerate and cooperative.
- Liaison group or integrators:
Intermediaries acceptable to interdependent units may be appointed to mediate between the conflicting groups. The arbitrator has to use expertise and persuasion to achieve coordination and get people together.
- Appeal to higher authority:
When conflict cannot be solved at the level of the parties involved, it may be referred to as a superior position.
How to handle coworker conflict?
Conflict in an organization is inevitable. Sometimes the best managers find themselves in the middle of dysfunctional conflict. Conflict resolution means a situation in which the underlined reasons for a given conflict are eliminated. Furthermore, Conflict resolution is solving conflict or handling the conflicting situation of members. It is the managerial exercise of setting conflict systematically, objectively, and effectively. In conflict resolution underlined reasons for conflict are identified and they are eliminated.
The one and the only way to solve and get rid of a particular problem are to take the appropriate action and make a plan against those problems. This is the first and foremost step that is to take in order to solve and hit particular problems. Therefore, If you do not want to take the conflict further. Take the proper steps in which the problems solve themselves.
Accommodation and smoothing the conflicts:
Moreover, Smoothing may be useful when the conflict is associated with aggressive feelings among the parties and temporary solutions are needed in the short run.
This is the traditional method of conflict resolution. It is a process of bargaining where the parties negotiate on the basis of giving and take the principle to arrive at a mutually acceptable agreement. It is the most typical way of dealing with labor-management conflict.
However, compromise takes time, which the management may not be able to afford always. The amount given up by each party in conflict becomes a direct relation to its strength.
Avoiding is a deliberate decision to sidestep a conflict but the issue, postpone addressing it till later or withdraw from a conflicting situation. In fact, in most of the conditions, it is better to avoid situations of conflict. This technique is useful when issues involved in the conflict are of very minor nature or when more important issues deserve attention.
How to handle employee conflict
In this technique, both conflicting parties sit in a negotiating table for face to face interaction and discussion. Parties sitting in the opposition come with the mindset of bargaining and getting a maximum of their demand. Furthermore, it is a problem-solving technique in which parties educate each other, develops alternative. Furthermore, discuss the alternatives on top of that. The effective resolution requires the promise and the compromise with each other for proper and impactful decisions.
In this technique, any independent third party takes the initiative to resolve the conflicts between the conflicting parties. The mediator takes with both the parties for what their demands and issues are. During and after the separate discussion mediator analysis, weakness, and strength of each other. The mediators then offer the best solution in order to resolve the conflict. After the continuous mediation parties agree to get the case settle with the flexibility and sacrifice the something among each other. The mediator further settles the conflict. The mediation will certainly help to handle conflict in the workplace.
Process of mediation:
- Authorization and validation of claims.
- Bargaining and package deals.
- Streamlining of the structural pattern of conflict and resources.
- Integration and settlement.
- Arbitration for agreement and forceful adjustment.
- Governing and controlling of integrated force.
How to handle conflict with a coworker
It is managing a long misunderstanding between two or more parties by realizing own mistake or drawback. Moreover, It is managing consensus system among parties. It is an intellectual way of realizing their own mistake as a major factor that differentiated two parties in their relation. Reconciliation consists of the following;
- Bringing together to the opposite force.
- Settlement and integration of power.
- The parallelism of structure to be governed by a central working force.
- Interdependence and co-existence.
It is settling conflict through a legally appointed or established mediator. Conflicts are settled according to law, legal provision, the legal system or acts, and constitution. The objectives of arbitration are as follows;
- Internationally dominate the conflicting parties.
- Coercion of countering force through forceful position.
- Model the conflict into understanding.
- Determine from the possibility of repeating a similar consequence.
I hope these methods will help you to answer the questions on how to handle conflict in the workplace. Try it in your day to day life. Further, try to avoid the problems in the early stage. Don’t let it go out of hand.
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