Conflict, an inevitable part of life, pertains to the opposing ideas and actions of different entities. There are many elements that one must master in order to become effective at conflict resolution.
When a conflict is handled in a cordial and constructive manner, it serves a useful purpose. Although few organizations can afford the luxury of having professional counselors on the staff, given some training, managers may be able to perform this function.
This reflection will critically analyse an action learning set ALS I participated in. In organizations, we adopt the following strategies to deal with inter-personal conflict: avoidance, diffusion, containment, and confrontation.
At the same time that these proceedings are creating occasions for some, they are costing a lot of others their jobs. When both parties' concern are very important to the individual, collaborating will generate the best solution.
In addition, it provides some insight into conflict management from a Malaysian perspective. Conflict management[ edit ] Constantino helps organizations design their own, ad hoc conflict management systems,  Tosi, Rizzo, and Caroll suggested that improving organizational practices could help resolve conflicts, including establishing superordinate goalsreducing vagueness, minimizing authority- and domain-related disputes, improving policies, procedures and rules, re-apportioning existing resources or adding new, altering communications, movement of personnel, and changing reward systems.
One issue is training managers how to manage that conflict.
There are certain times and situations when this strategy is most appropriate. I will also discuss why change is necessary and the need to improve my self-awareness.
The most effectual political behaviors have been established to be balanced influence, inspiring appeal, and discussion. It is an association involving two parties, which could be people, factions, businesses, or even nations that serves to classify the connections of the parties.