Reference no: EM132883546

Discussion 1.

Each individual human being is unique as we all experience the world in different ways. Therefore, when they are put together in a room there will always be people who have a different ideas or opinions on similar topics and issues. However, due to our complex nature, each individual varies in their ability to understand perceptions and deal with opposing ideas and changes. I was always told that as people get older they get increasingly resistant towards change as they get very attuned to their way of thinking and doing things. In a way, I am fortunate to have experienced varying types of conflicts whether it be in the workplace or in my personal life without ever being directly involved in them.

Being an ambivert, I tend to be a better listener than a speaker, which has its own pros and cons. One of the pros that I believe has kep me relatively conflict free is that I tend not to react to opposing ideas or opinions without thoroughly analyzing them. I've noticed a fair difference between emotional responses and rational ones. In my experience the more emotionally attached people are to an opinion or idea, the higher chances they react irrationally if it is opposed. To top this off, it is common for people not easily let go of past conflict no matter how big or small it may be. It is quite common to have strained workplace relationships over small conflicts that have built up over time. These conflicts lead to a lot of tension in the workplace that spreads among other employees as well. If it is not addressed, the workplace becomes toxic and the tension created makes employees feel like they are walking on eggshells. This leads to a negative impact on productivity and overall satsisfaction employees have with their daily work.

While it is unavoidable to have conflicting opinions or ideas, it is possible to build strong conflict resolution skills. It is important for everyone to articulate their view points regardless of how you feel, as there is always things to learn from others. I've learnt that one should always focus on changing themselves rather than expecting others to change. Every conversation or conflict is an opportunity to self reflect and evaluate how it could have been handled better so that it can be better next time. It is important to keep moving forward as everyone makes mistakes. It is important to be accountable for your own actions as it helps you make positive contributions to your own behavioral changes. One of the most esssential things to understand is that everyone works differently so it is neccessary to observe people and understand what works best for them. Each person responds differently, therefore the more you know someone, the easier it gets to avoid or resolve conflicts as long as you are actively working on it.

Discussion 2.

Change management in the organizational setting is an essential stage in guaranteeing progress. However, organizations face diverse challenges in change management, considering employees engagement and coordination. Some organizations succeed in change resistance management since they use strategic frameworks that directly relate to the employee needs and demands. Others fail due to poor strategic planning and activity coordination, affecting their overall abilities to sustain change.

When a change resistance occurs, there is tension between the employees and the management teams. This tension arises from the potential disagreements in perceptions, ideologies and principles regarding the presented changes. When such a tension occurs, the likelihood of conflict within the corporate setting derails the progress projected according to the proposed change. These conflicts may arise between employees based on disagreements on the validity of points and arguments presented by each party (McKibben, 2017).

However, the human resources department has developed numerous approaches and tactics for conflict resolution to minimize change resistance. These approaches and tactics are strategic to the organization since they eliminate the potential hostility between the employees or gap with the management teams. In such instances, the management has promoted accommodation as one of the most effective and reliable strategies. Accommodating each other opinions is essential in appreciating their arguments during a discussion. Additionally, accommodation improves healthy discussions in such a situation since each party examines the arguments offered by the other from their dimensions.

Additionally, the management has created room for mediation. This room allows the firm to bridge the gap between the management and the employees through various interventions (Stouten, Rousseau & De Cremer, 2018). Direct employees engagement improves communication and collaboration, which is strategic for promoting efficiency within the workplace.

However, dealing with such issues requires commitment and collaboration within the workplace. I have been engaged in changing resistance-related conflicts within my department. I started listening to the ideas presented by the other workers concerning the proposed changes before determining the ultimate decision. Listening is a tactic that promotes accommodation. Instead of maintaining a defensive approach, I focused on the strengths and opportunities in the provided changes. Reasoning from both dimensions is essential for managing conflicts (Brainy Dose, 2019). However, I would recommend accommodation as one of the most effective tactics in conflict resolution, especially when considering change management. This approach allows the affected parties to reason according to the arguments offered by each other.