What if there are suddenly two different ways of thought on a particular issue? How can this issue be identified and, hopefully, resolved? During a normal business meeting, two employees see a solution to a problem and feel that their way is the only way for the company to proceed. They are passionate to prove their point and they set forth on explaining to everyone their ideas. This conflict has arisen because two individuals see things differently and both are trying to present their case in the best possible way.
Clearly list out the possible outcomes of each plan and see if there is a way to compromise and join the two ideas together into a single, beneficial result. There might very well be no way to see that both issues get resolved, but it is important that the group feels comfortable to bring up different perspectives and ideas for everyone.
If everyone went along with the norm, there might be stagnation within the group and people would not feel the desire to change anything. If an individual feels they can contribute a new idea in a better way, it can only lead to good things. Imagine a group where two ideas were not identified and no new issues were discussed.
There would not be any conflicts, but at the same time, no new, and possibly better ideas would be uncovered. Identifying conflicts within a group is relatively easy and can be dealt with in various productive ways.
However, what does someone do when they experience personal conflict with someone else? If someone is allowing personal opinions and feelings to influence their job performance, that is something which must be identified and handled immediately.
Maybe an individual does not like the way someone dresses, the kind of car they drive, the kinds of hobbies they enjoy or other non-work related issues. These personal differences can become great conflicts throughout the company, if they are not identified and handled properly.
Interpersonal conflicts are probably the number one issue within society. They can influence our lives both professionally and personally. This type of conflict can be identified in all aspects that we experience. One can let a personal grudge contribute to their workspace and this type of negativity can lead to a non-beneficial work process for the entire company, if it is not properly identified.
Identifying conflict among organizations can lead to even greater disaster in the work environment. This type of conflict may sometimes influence millions of dollars and may even lead to the downfall of a company, if it is not identified.
Once both sides have presented their issues, how can it be resolved? This is a question many companies must deal with. An important source of advertising revenue might also be lost for a company, if there is a stigma of conflict attached to a company.
There might not be a market for them to make money, if people have negative issues associated with a company and they have allowed these issues to blossom into media problems. The possibilities for these large issues affecting a company are endless, which is why it is important to identify conflict right away and begin to work on a positive solution.
Identifying issues can take on a wide variety of forms. Personal issues, work group related issues and even interorganizational issues are all able to be both beneficial and harmful to a company. Properly identifying them in a clarifying format is the first step. Once theses issues are identified and one can see how they impede productivity, then they may be resolved in a way that is satisfactory for everyone involved. Most people feel uncomfortable about conflict.
Some people may think that all conflict is non-productive. However, research has shown that the certain forms of conflict can stimulate thinking and viewpoints and is often an important part of the teaming process.
There are two main categories of conflict, constructive and destructive. Within each category, there are four identified issues that usually cause conflict: The higher the level of conflict, the more personal it becomes and non-productive it can be Leigh Thompson, et al. Destructive conflict; also known as Affective or A-type conflict Leigh Thompson, et al.
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