Unit 3: Conflict Management

3a. Critique the concept of conflict management as it applies to a work environment

  • How might conflict management apply to the work environment?
  • In an organization, who does conflict management affect?
  • Why is it important to consider conflict management in the workplace?

Conflict management is an important aspect for any organization to consider when it comes to employee motivation. Employees do not want to work for an organization that does not address conflict. When conflict is addressed immediately, employees feel motivated and safe to express their ideas. By dealing with conflict, it encourages open communication among employees.

On the other hand, chaos may ensue when a company does not address conflict management appropriately. This may lead to poor performance, a higher turnover rate, and a negative reputation. As a manager, it will be important that you understand how to effectively deal with conflict management amongst your team. Failure to do so, or avoiding the conflict, will lead to additional issues and negative feedback.

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3b. Compare and contrast the advantages and disadvantages of conflict and their relationship to productivity

  • How can conflict advance the workplace?
  • What are some disadvantages of conflict and employee productivity?
  • How does conflict management relate to employee productivity?

Productive conflict may include employees feeling safe in expressing their concerns in the workplace; this may lead to a team working well together. A manager with good leadership skills may encourage productive team conflict and know that this may lead to higher productivity. This may create a situation where employees feel more job satisfaction and belonging.

On the other hand, unproductive conflict can create negative emotions for employees and leaders. An ineffective leader who does not encourage productive conflict can create a negative work environment. As a manager, it is important to understand the differences between productive conflict and ineffective conflict management.

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3c. Differentiate between conflict management and conflict resolution

  • What is an example of conflict resolution?
  • How can conflict management create a better working environment?
  • Why would a company develop a conflict management policy?

Poor conflict management is expensive for any organization, and an organization needs to develop a conflict management policy. As previously mentioned, poor conflict management can result in job dissatisfaction and a negative work environment. Every organization needs to create policies that deal with conflict management and seek a resolution.

Conflict management encourages people to work together to arrive at a resolution. Conflict resolution is the idea of resolving a dispute and coming to a resolution that can be agreed to by all people involved. Conflict will occur in any workplace; every company must devise a strategy for handling conflict.

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3d. Determine the most appropriate conflict management style to maintain organizational stability

  • What are the types of conflict management styles?
  • How can a conflict management style relate to organizational stability?
  • Why is it important for an organization to consider a conflict management style?

There are five conflict management styles: accommodating, avoiding, compromising, collaborating, and competing. A conflict management style describes how a leader may deal with conflict.

A leader with an avoiding conflict management style will avoid conflict at any cost because it makes them uncomfortable. However, in the long run, avoiding conflict has been shown to create bigger problems that may need to be resolved by management.

A leader with a compromising conflict management style will attempt to resolve a conflict by compromising with both parties. This type of resolution may be temporary because the emotions behind the conflict have not been appropriately dealt with.

A leader with a competing conflict management style may view the conflict as a competition, and this person may see a winner and a loser. This leadership style can be destructive for an organization because a resolution may not be sought.

A leader with an accommodating conflict management style will often allow others to come to a resolution on their own and attempt to defer a decision. This type of leader may need to learn to recognize and express their concerns.

A leader with a collaborating conflict management style will work to resolve a conflict by attempting to understand the emotional motivations behind the people involved in the conflict. This type of conflict management style would help any leader to effectively deal with conflict amongst their team because it attempts to deal with emotions involved in the conflict.

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Unit 3 Vocabulary

This vocabulary list includes terms you will need to know to successfully complete the final exam.

  • accommodating conflict management style
  • avoiding conflict management style
  • collaborating conflict management style
  • competing conflict management style
  • compromising conflict management style
  • conflict management
  • conflict management policy
  • conflict resolution
  • productive conflict
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