8 Practical Ways To Resolve Conflict In The Workplace

Conflict can elicit a wide variety of reactions from people; some may view it as an egregious sin, while others may view it as nothing more than an annoying nuisance. However, the fact of the matter is that we can only base our feelings about conflict on the perception of it; we often associate it with the idea of war.

 

What Then Is Conflict?

Conflict literally means any of discord, strife, struggle, contention, or variance. It is a state of serious disagreement between two people with opposing opinions, views, and principles. This explains that there must be a source from which it originates.

Conflict is natural and unavoidable. As discouraging as the whole act may be, we cannot get rid of it. It exists amongst families, friends, colleagues, society, countries, organizations, and even ourselves. You may find it hard to agree with that last one, but that is the truth of it all: we can actually be in a conflicting situation with ourselves.

Internal conflict explains the battle that goes on within us; these may arise from sources such as religion, love, politics, and morality, among many others. Sometimes, we tend to find ourselves in contradicting situations between knowledge and feeling, and we cannot help but be affected by these inner struggles.

We have established that conflict exists; our focus should be on how we can effectively manage and resolve it so that it does not lead to any future havoc.

 

What Is Conflict  Resolution?

Conflict resolution explains the steps taken to peacefully resolve disagreements that occur between two individuals or parties. Resolving conflict between individuals means there must be an agreement or mutual understanding between them. Both parties must be actively involved in the whole process. This may be quite challenging, as you will be dealing with people of diverse opinions and perspectives, which will require your time and effort. The ultimate goal of conflict resolution is to create a peaceful atmosphere that will lead to greater productivity.

 

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Conflict Resolution In The Workplace

Conflict is pervasive, particularly in the workplace, where people with different beliefs, opinions, and perspectives interact. Two people working on the same project may disagree, often because they both want their opinions to be considered, while managers may be unwilling to consider the opinions of their subordinates when making decisions, believing they have the final say.

Several factors can contribute to conflict in the workplace, including:

• Unfair treatment of employees.
• Poor management.
• Poor working conditions.
• Lack of clarity in job roles.
• Variance in personality.
• Poor communication.
• Insufficient resources.
• Bullying.
• Lack of equal opportunities among workers.
• Immense workloads on workers.

These factors illustrate the importance of conflict resolution in the workplace, as conflict is unavoidable. Managing conflict is essential for meeting goals and needs of an organization. Productivity can only be achieved in an atmosphere of cooperation.

 

Stages of Conflict And How They Can Be Managed

1. Latent Stage- In this stage, those involved are not yet aware of the conflict. The conflict exists but may not be recognized until it is made apparent, by an event. The chances of conflict occurring in this stage are 50-50, based on whether any of the individuals involved wish to initiate it. Here, the conflict is hidden and concealed. Examples of latent conflict can be competition for limited resources, contradictions between two or more roles, persistent desire to act independently, differences in values, etc.

2. Perceived Stage- A stage of awareness of conflict where the parties are beginning to become aware of the conflict. The perceived stage can only occur when the latent stage has been triggered by an event. This can cause a conflict situation to emerge. Conflict in this stage can be improved upon through effective communication. If conflict is well managed in this stage, it may likely not lead to a worst-case scenario. If otherwise, a case of misunderstanding might ensue.

3. Felt Stage- In this stage, the conflict has been fully recognized and is being felt by both parties. This is the stress and anxiety stage, where both parties are being affected by the overall situation. The situation is strengthened and intensified, causing rivalry and strife. Emotions come into play a major role in this stage, as both parties may decide to avoid each other. Conflict is personalized in this stage, which causes it to be felt.

4. Manifest Stage- In this stage, the conflict is no longer self-contained but open for all to see. Open confrontation and expressions from both parties may result from long-term suppression, and disagreement may likely extend to other people.

5. Aftermath Stage- This stage explains the consequences of the conflict, which can happen in two ways; resolution or dissolution. Resolution means that the conflict is well managed, and dissolution can be devastating. It is very important that the conflict is resolved, as this will enhance a more cooperative relationship between parties.

 

Ways To Effectively Resolve Conflict

Resolving conflict in the workplace can be quiet tedious and alarming, as the individuals may feel that they’ve been wronged and might need equal attention. Addressing these conflicts seem the best option, but the problem is that providing solutions may not be so easy. There are processes involved in managing conflict, and they include;

1. Direct conversation- the first step to addressing conflict is to talk directly to the other person. This shouldn’t be done through phone calls or text message, agree to meet with the other party(ies) and have a face-to-face conversation with them.

2. Comfortable time and place- don’t pick a time that would be good for you alone, instead inquire from the other person on the best time for them to discuss. Also, choose a noiseless place where you both can be allowed to talk.

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3. Do not antagonize- antagonizing can be really provoking, stay clear from anything that will cause you to argue with the other party.

4. Be informative- let the other person know exactly how you feel. If the situation is one that is leg breaking or head breaking, just state the fact. This will help them to find ways to adjust.

5. Don’t just listen, actively listen- don’t be in a hurry to react, listen carefully
to what the other person has to say. Understanding how the other person feels helps you to know how aggravating the situation is for them. Also, show that you are listening, by letting them know you are.

6. Discuss- nothing is too small, or too big when it comes to conflict. Discuss all that is therein, don’t leave out anything. Also, you can also discuss the areas that are important for you to resolve, negotiate with them, also be specific.

7. Create plans and solutions- cooperatively develop a plan that will work best for both of you. Cooperation makes resolution effective.

8. Follow through set plans- collaboration is a key factor here, adhere to what you have agreed during discussion. Don’t relax thinking the situation has been resolved. Always check the situation with the other person, until it is certain that the issue has been resolved.

 

Conclusion

Conflicts are real and they can occur in almost any situation. Early recognition and addressing emanating issues on time will help to solve problems faster even before they become evident. Learning the art of conflict resolution is very vital in the workplace to ensure that organizational goals are being met. Communication and empathy are key to resolving conflict, develop them!