Resolving Conflicts between employees

 

Introduction

Resolving conflict between employees is an important aspect of effective management. Conflicts can arise in any workplace, regardless of the industry, and if not resolved promptly, they can escalate and affect employee morale, productivity, and ultimately, the success of the organization. Conflict resolution is not always easy, and it requires careful consideration and planning to ensure a fair and satisfactory outcome for all parties involved. However, by taking proactive steps to address and manage conflicts, employers can create a more harmonious and productive workplace.

 

There are several theories and approaches to resolving conflict between employees. Here are:

• Interest-Based Relational Approach: This approach involves identifying the underlying interests of each party involved in the conflict and finding common ground between them to reach a mutually beneficial solution. The focus is on preserving relationships rather than just winning the argument.
• Thomas-Kilmann Conflict Mode Instrument: This theory suggests that people respond to conflict in five different ways - competing, collaborating, compromising, avoiding, and accommodating. By identifying each person's conflict resolution style, managers can better tailor their approach to resolving the conflict.
• Social Identity Theory: This theory suggests that people often identify with certain social groups and that conflict can arise when people perceive a threat to their group's identity or status. Addressing these underlying issues can help resolve the conflict.
• Restorative Justice: This approach focuses on repairing harm caused by the conflict, rather than assigning blame or punishment. It involves bringing both parties together to discuss the impact of the conflict and to work together to find a solution that restores relationships and promotes healing.
• Negotiation Theory: This theory suggests that conflict can be resolved through bargaining and negotiation. By finding common ground and making concessions, both parties can achieve their goals and reach a mutually beneficial agreement (Kaur & Khan, 2017).

 

Conclusion

 

conflicts between employees can have a negative impact on the workplace, including decreased morale and productivity. However, by using various conflict resolution theories and approaches, managers can effectively resolve conflicts and improve the overall workplace environment. It is important for managers to understand the underlying causes of conflict and to tailor their approach accordingly. By taking a proactive and collaborative approach to conflict resolution, managers can promote positive working relationships and create a more harmonious and productive workplace.

 

References

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Kaur, A., & Khan, M. M. (2017). Conflict management strategies in the workplace: A review of the literature. International Journal of Conflict Management, 28(3), 295-316.

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