Resolving Conflict

Conflicts will always occur in organizations and management must devise ways of resolving them. The following are a few ways in which management can resolve conflicts.

iAvoidance

Ignoring the problem and hoping that it will go away. Strategy works if the conflict is minimal.

ii. Smoothing

Similar to avoidance, but here the manager acknowledges the existence of the conflict while developing its importance.

iii. Compromise

 Involves reaching a point of agreement between what each of the conflicting parties wants.
The conflicting parties meet half way so to speak—each gives up a bit of its demand.
It works okay so long as none of the parties feels cheated afterwards.

iv.Confrontation

The direct way of addressing the conflict and working together to resolve it also called problem solving—as there is open exchange of information. The best method of resolving a conflict should result in a no win no lose situation. If one party feels cheated then the likelihood of additional conflict is very high.

Note

Where conflict is between the organization and the individual mainly because the goals of the organization are at variance with individual goals management can deal with the conflict through the following ways:

(a)Use of a blend

amounts to administration by objectives cater for both organization and individual goals.

(b)A fusion

a personalizing process where individuals pursue their own goals so as to seek fulfilment and self-actualisation.

(c)Socializing

the organization tends to get people to devote their efforts to pursuit of organizational goals.

(d)Integration

management comes up with an agreeable "mix" (individuals are given a chance to come up with their own goals and ways of achieving them.)