Menu

What is the best way to handle on the job conflict constructively

0 Comment

ID No. Best Constructive Conflict Handling Basically, conflicts occur naturally in most human relationships. On this note, the manner in which conflicts are handled determines whether relationships turn out to be healthy or unhealthy. The most basic and best way to manage a conflict is in understanding first the nature of the conflict. This enables the development of best alternative solutions to deal with the conflict at hand as well as prevent any future conflict. Therefore, constructive handling of conflict provides a viable room for growth and better problem resolution. On this aspect, plausible conflict management will entail conflict prevention, conflict assessment and resolution and finding a win-win solution.
There is a popular maxim that says prevention is better than cure. This fact applies also in conflict management in human relationships and teams. It is not always possible to foresee all future sources of conflict, but it is always best to do that which is necessary to avoid foreseeable conflict areas. Experiences inform us that positive constructive conflict handling must be complimented by a secure and supportive organizational environment in which trust and mutual respect are the core pillars in existing relationships (LeBaron 88). On this aspect, people feel comfortable and at ease with each other, and able to express and appreciate differences in opinions and workout a consensus.
Conflict prevention requires more of visionary leadership as opposed to reactionary leadership. Conflict prevention skills entail identifying future conflict potential areas and designing a viable and acceptable strategy on how to approach them. Conflict managers should help people in teams stay focused on their goals. to be accommodative to those with a different opinion. participate in decision-making. and train people on consensus building. Constructive conflict management requires that people are able to differentiate personal interests and positions. Personal interests include individual values, needs and motivating factors. Positions define the means an individual uses to achieve personal interests (David and Johnson 37).
However, it is not always possible to prevent a conflict. This is largely because life is very dynamic and with it comes surprises. This requires an elaborate and dynamic conflict handling strategy. Equally important, conflict may sometimes serve as important lessons to learn from and help devise objectives and goals that are relatively fair to all players. In relation to this, constructive conflict handling requires a practical mechanism of assessing and resolving conflicts.
The best approach is the sequential process where conflict is managed in stages. First, the nature of the problem is defined. Second, the needs of the people involved are identified. Third, best alternative solutions are generated and availed for discussion. Fourth, the people involved prioritize the best alternative solution in respect to members’ conclusion. Fifth, an implementation plan is devised. And sixth, members develop a contingency plan to forestall unforeseen challenges in the implementation of the solution. Basically, this systematic conflict assessment and resolution procedure is crucial in identifying new and different types of conflicts. Moreover, the conflicts can be solved to get a win-win solution (David and Johnson 40).
The sequential process of conflict assessment and resolution is an all-inclusive process that allows the participation of the afflicted parties. Therefore, this process complements the win-win strategy in conflict handling where conclusive agreements leave all the parties satisfied. The win-win strategy involves the participants who include the conflicting parties as problems solvers rather than problem themselves. As a result the strategy encourages openness and objectiveness (David and Johnson 44-47). At the end of the process everyone has a feeling of having been consulted, and would therefore most likely embrace the solutions agreed upon.
Conclusively, conflicts add values in relationships and teams especially if they are handled constructively. For example, conflict motivates people to work towards a solution to an underlying problem. Furthermore, conflict helps people understand each other in a deeper sense. Conflict also gives people courage to engage adversity. However, ‘too much of anything is poisonous’ and this also applies to conflicts. Therefore, there should be efforts to avoid foreseeable conflicts and this requires conflict prevention strategy. However, in case a conflict has already arisen, there should be an elaborate strategy in handling it and negotiate a win-win situation.
Works Cited
David, Johnson &amp. Roger T. Johnson, Peacemakers: Teaching Students to Resolve Their Own and Schoolmates Conflicts, 1996.
LeBaron, Michelle, Bridging Troubled Waters: Conflict Resolution from the Heart. San Francisco, CA: Jossey-Bass, 2000.