Communication Strategies in Managing Conflict

Communication Strategies in Managing Conflict

Conflict is largely inevitable within any organization. The conflict experienced in organizations may arise from various sources between employees and customers, between co-workers, or even between subordinates and supervisors. It is the responsibility of the management of any organization to perceive conflict as inherently negative or positive. Negative conflict requires that the management suppresses it as it arises, while positive conflict is leveraged to bring desirable change (Moore, 2014). The most critical thing is for the management to embrace and accept conflict as a normal process of organizational growth that influences the organization and thus views it as a constructive conflict. This is because when handled properly, conflict can be an important asset for an organization. The management should be creative and proactive enough to inspire creative solutions to external and internal conflicts. Various communication techniques can be adopted to effectively manage conflict. Our assignment writing services will allow you to attend to more important tasks as our experts handle your task.

Article Review

Conflict has the potential to result in both positive and negative consequences. The positive consequences can be achieved through mitigation of negative or dysfunctional outcomes of conflict and exploiting the potential of positive consequences of conflict. Rahim (2007) outlines various functional and dysfunctional outcomes of conflict. In his paper, he argues that conflict may stimulate innovation, creativity, and growth. As organizations seek to mitigate the negativities caused by conflicts, they find measures that are meant to respond to the various situations, and thus, creativity and innovation come into play. In addition, conflicts improve organizational decision-making as well as give rise to alternative solutions to a problem caused by conflict. The identification of alternative solutions to a problem gives rise to synergistic solutions that are vital in solving common problems (Rahim, 2000).

As organizational management seeks to resolve conflicts, it makes it possible for performance to be enhanced at both individual and group levels. The management may also initiate programs that force groups and individuals to find new approaches to resolving conflict. In this regard, groups and individuals are able to articulate and clarify their positions on a certain conflict. Despite the functional outcomes of conflict, there are dysfunctional outcomes, which include job stress, burnout, and dissatisfaction (Rahim, 2000). This may lead to many individuals quitting jobs, thus leading to compromised productivity. Conflict also leads to reduced communication between co-workers as well as a developed climate and distrust among employees. Organizational commitment and loyalty are also affected due to damaged relationships, reduced job performance, and increased resistance to change.

Having proper conflict management in an organization can greatly help in reducing organizational stress as well as boosting relationships. Various communication techniques have proved to be critical in promoting functional conflict and resolving dysfunctional conflict. These techniques include assertive communication, active listening, problem-solving, and negotiation. Assertive communication gives individuals confidence in articulating what they believe in while giving their counterparts the right of express themselves (Rahim, 2000).

Conclusion

It is impossible to completely eliminate conflicts in any organization. However, what determines the success of any organization is how it manages conflicts as they arise. Effective communication plays a critical role in ensuring that conflicts in an organization are managed appropriately and the dysfunctional outcomes mitigated. With proper communication channels and skills between conflicting parties, the benefits that accrue from functional outcomes of conflict will ultimately be maximized. Organizations should therefore be proactive in conflict management through the application of the various communication techniques outlined in this paper.

References

Moore, C. W. (2014). The mediation process: Practical strategies for resolving conflict. John Wiley & Sons.

Rahim, M. A. (2000). Managing conflict in organizations. Westport, CT: Greenwood Press.