Introduction Conflict is an opposition between individuals, interests or Ideas. When a team of people comes together for any reason, conflict is bound to happen because it is part of organizational life. Conflict may be as a result of various aspects, for instance, incompatible objectives, differential cognitions or emotions that lead to antagonistic relation. Most individuals don’t like conflict and therefore they avert it using all possible means (Wadsworth, 2009). Lack of information is the primary source of conflict. Conflict can be stirred up when one group feels it lacks significant information.
When employees are subsequently experiencing modifications that had not been communicated to them, or if there are any decisions made without their involvement can lead to conflict between managers and employees. Inadequate resources is another primary source of conflict. If workers feel there are scarce resources, they tend to compete for the available resources to carry out their duties effectively. The employees that are not able to acquire necessary resources will blame the management, and this will result in disagreement. Another source of conflict is incompetent management. When the leader doesn’t understand subordinate tasks or uninformed about responsibilities, is a possible cause of tension and conflict in the workplace.
Workers that lose confidence in management can also be a source of conflict. Conflict can have both positive and negative impact depending on how it is managed. It may inspire innovation whereby employees brainstorm ideas, to solve a problem while identifying problems from several perspectives. Conflict also enables identification of new members of an organization. It can inspire silent employees to speak up and illustrate their leadership skills by contributing significant solutions to various problems. Apart from the positive impacts, it can also lead to violence.
When conflict intensifies without intermediation, acute situations may arise between employees. Organizational conflicts may result in intense violence, leading to legal problems for both the management and employees. Conflict also affects the rate of employee turnover. Frustrated employees in an organization as a result of conflict may decide to bring their membership to an end. Once employees begin to depart the organization, it has to recruit new members. In intense cases when the executive committee or many individuals leave, an organization is prone to dissolution. As a team leader, I would first listen keenly to team members.
Listening is as a way of showing the concern and care to understand their interests. I will organize for short meetings to discuss the various challenges faced in the workplace and give equal opportunity for each to present their opinions. Actively listening and making an informed judgment that is fair to all individuals is fundamental in curbing conflict (Lansford, T. 2008) Secondly, I would encourage job rotation whereby each will be shifted to various departments to enjoy the available resources.
Therefore, every employee will be satisfied if the cause of the conflict was inadequate or lack of resources. Getting to the source is another step I would take in conflict resolution. It is preferred to solve conflicts face to face with team members. Using third party communication such as messages and emails cannot be of great benefit as much as face to face communication. Hence, I will reach each and inquire about their opinions and identify where they are opposing. Conclusion In conflict resolution, it is significant to be sincere, factual and direct.
This entails the expression of concerns constructively in a way that other members understand your origin. Presentation of facts, as well as speaking with respect are the ideal ways of getting to a point clearly and increasing the chances that you will be heard the way you prefer to be heard( Doherty, N., & Guyler, M. 2008). References Jones, M. (2006). Conflict. Cambridge: Cambridge University Press. Topchik, G. (2007). The first-time managers guide to team building. New York: AMACOM.