Managing Conflict in the Workplace

Managing Conflict

getAbstract Assignment

Introduction

        Managing conflict in the workplace can be a difficult and stressful task, but it doesn’t have to be. Conventional methods of managing conflict are ineffective. However, by creating conflict management policies, managers can effectively mediate workplace conflicts to improve employee morale. This is why I chose “Managing Conflict: A Practical Guide to Resolution in the Workplace,” by David Riddle for this review. In the following paper, we’ll be discussing key take-aways from the book and analysis of its concepts.

Reasons for Research

        Researchers and companies alike are always looking for new concepts and ideas for managing conflict in the workforce. The reasons for this research vary, but most often it is to identify new and improved ways to handle conflict more effectively. Conventional methods are often ineffective. According to author, David Riddle, most companies aren’t successful with conflict management because they don’t prioritize it high enough within their organization. Even if they have effective conflict management tools, if they are not made a priority, they will fail to be successful. Conflict management directly affects employee morale and, therefore, employee performance. For these reasons, research needs to be done for new and effective ways to deal with conflict management.

Conflict Management Concepts

        There are many different concepts out there related to dealing with and managing conflict in the workplace. David Riddle discusses in his book why most conflict management is ineffective. One main reason for ineffective conflict resolution is how uncomfortable conflict is to approach and deal with. Most managers are not confident in their skills to manage conflict within their organizations. This makes them less likely to approach and deal with conflict effectively. Riddle recommends that companies create resolution policies for managing conflict within the workplace. He also recommends that these policies revolve around creating a dialogue and mediating differences, rather than just accusing and disciplinary actions (CAS, 2018). Each conflict can be different and it is more important to find mutual ground and understanding to reach a resolution. He uses one example of how people often act when placed in a stressful situation. He brings up a common frustration; traffic in a person’s commute to and from work. People often get frustrated and overcome with emotion when they are stuck in traffic to or from work. People often place blame on all others in their way for causing their frustration and negative emotional response. However, instead of placing themselves outside of the problem, they need to realize they are a part of the problem. When stuck in traffic, one must realize and accept that their car is also part of the traffic and therefore a part of the problem as well. When looking at a conflict from this perspective, it is easier to mediate the conflict because each person involved realizes they are all involved and all frustrated at the same time.