ORGANIZATIONAL CONFLICT

CONFLICT MANAGEMENT

One important organizational phenomenon that requires effective management is conflict. Employee conflict must be encouraged if it improves performance. However, a conflict should be managed if it is impeding an employee's ability to perform.

The goal of conflict management is to identify and resolve interpersonal conflicts so that sincere cooperation can occur. Put differently, conflict management refers to a method of resolving disputes in order to prevent problems at work. Organizations handle conflicts in a variety of ways.

Problem solving: This is a method of resolving disputes in which parties to a dispute get together in person to discuss and settle difficult problems.

Super-ordinate goals: Based on mutual trust, these are the shared objectives of two or more parties. These objectives assist disputing parties in putting aside their personal grievances and concentrating on common objectives.

Authoritative command: Using this tactic, superiors encourage their subordinates to put aside their disagreements and focus on the tasks at hand in order to resolve conflicts.

Changing the human variable entails teaching staff members how to behave or think differently. Employees learn about their responsibilities and role-specific competencies as a result, enabling them to complete their work without difficulty or conflict.

NEGOTIATION—AN APPROACH TO CONFLICT RESOLUTION

Through the process of negotiation, parties involved in a conflict try to reach a mutually beneficial solution. Robbins defines negotiation as the process by which two or more parties trade goods or services and try to come to an understanding regarding the exchange rate.

It's a compromising strategy that centers on persuading the disputing parties to alter their behavior in order to come to a compromise.

According to Lewicki and Litterer, negotiation has three qualities. These are listed in the following order:

Determining which parties have a conflict of interest

No pre-established guidelines or processes to settle the dispute

Come to a consensus

Organizations conduct negotiations according to specific guidelines. The following is a list of these:

Keep people apart from the issue.

Prioritize interests over positions.

Consider your options before making a decision.

Establish criteria in order to make a decision.

In the next section, we'll examine the negotiation process.

NEGOTIATION PROCESS

The goal of negotiation is to reach mutually beneficial agreements between the parties involved.

The following are the five steps in the negotiation process:

1. Planning and preparation: This phase makes sure that all the data needed for the negotiation is accessible. The parties and the type of conflict that needs to be resolved may be related to this information.

2. Establishing ground rules: The parameters of the bargaining process are established. Some questions are taken into consideration, such as who will initiate the negotiation. Where is the negotiation going to happen?

3. Justification and clarification: At this point, each party provides a justification for their demands. Each side talks about how they see the situation and provides justification for their demands.

4. Bargaining and problem-solving: To resolve disputes, both parties come to an agreement. Both sides might have to compromise on their positions in order to come to an agreement.

5. Closure and implementation: Once an agreement is reached by both parties, the negotiation process is closed. Additionally, agreements are formalized, and negotiations are used to establish and oversee decision-making processes.

NEGOTIATION STRATEGIES

An organization must have a thorough awareness of the interests of the other party in order to negotiate successfully. Organizations employ a number of strategies to do this. The typical tactics are as follows:

Distributive negotiation: With this tactic, each side seeks to obtain the greatest possible advantage during the talks. "I win and you lose and fixed pie strategy" is the term used to describe this scenario. Everybody tries to advance in order to claim a larger share of the available resources.

Integrative negotiation: Using this tactic, both sides aim to work together to maximize their shared gains. The couples interact with one another as pals. With this kind of negotiation approach, both sides are interested in coming to a mutually beneficial agreement. It takes a compromising stance.

OTHER APPROACHES TO CONFLICT RESOLUTION

Organizations resolve conflicts in a variety of ways. Third-party intervention, in which an impartial third party mediates a dispute, is the most widely used strategy.

A person, an organization, or a consultant can be the third party.

The following provides an explanation of the various forms of third-party intervention:

Arbitration: A third party with the power to impose an agreement is chosen to serve as an arbitrator and take part in negotiations in arbitration. Both parties must abide by the arbitrator's ruling. When neither party is interested in forming a long-term relationship, arbitration is the best option. Because parties from different countries prefer to settle differences amicably rather than through legal proceedings, it is frequently chosen for resolving disputes in international contracts.

The following are key components of arbitration:

The arbiter possesses unique knowledge or experience regarding the dispute. Since information is not kept secret from outside parties, arbitration is a confidential process.

Similar to a court trial, it is a formal procedure.

Mediation: In this process, a third party known as a mediator or a dispute-resolution specialist helps the disputing parties resolve their differences. By using logic, persuasion, or practical solutions, this practitioner persuades the disputing parties to come to a mutually agreeable resolution. The decision made during this process is not enforceable against the parties. This approach is used when :-

Since direct talks have not succeeded, disagreements have gotten more intense.

Direct talks are challenging and intricate.

There are several parties involved, which causes confusion.

The parties are prepared to have an open and free discussion.

The following qualities are taken into consideration when choosing a mediator:

Personal qualities like wit, optimism, and adaptability

Qualifications include subject-matter expertise and dispute-resolution experience.

Costs that the arbitrator will collect.

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