Manage Conflict

Questions: 1. Describe the conflict situation in detail. 2. How did you identify the potential for conflict and take action to prevent escalation? 3. How did you assess potential threats to the safety of customers or colleagues and organise appropriate assistance, if required? 4. What resources did you use to assist in managing conflict? 5. How did you take responsibility for finding a solution to conflict? 6. How did you deal with conflict sensitively, courteously and discreetly and take steps to minimise impact on others? 7. How did you use effective communication skills to assist in the management of the conflict? 8. How did you encourage all points of view? 9. How did you establish and agree on the nature and details of the conflict? 10. What were the possible options you could use to resolve the conflict and decide on the best solution? 11. How did you use conflict resolution techniques to manage the situation and develop solutions? 12. Were you required complete any necessary documentation? 13. Did you seek and provide feedback on the conflict and its resolution with the parties involved? 14. Evaluate and reflect on the situation and effectiveness of the solution. 15. Determine possible causes of workplace conflict and provide input for workplace improvements. Answers: 1. Conflict can be defined as a disagreement that arises within a group due to some difference of opinion or beliefs of one or more members of a group are either opposed or are not accepted by one or more members of the other group. It may either arise in the members of the same group or between members of two or more groups (Suter Johnson, 2014). 2. To identify the potential for conflict and take action to prevent escalation, there is a need to understand the levels of conflict clearly. The individuals can watch out the indicators of potential conflict. If the individuals can identify the conflict early, they can take actions that will prevent escalation and prevent the situation from worsening (Einarsen et al., 2016). 3. To assess potential threats to the safety of the customers or colleagues and organize appropriate assistance, the individuals need to check and evaluate the processes or procedures at each and every step and develop some specific strategies which can help in assessing threats towards the safety of the customers or colleagues (Teague Roche, 2012). 4. The resources that are used to assist in managing conflict involve senior staff, internal security or police, Mediators such as Human Resource personnel or counselors, other staff members because all of them are an expert in their own fields and can assist in managing the conflict, for instance dealing with an aggressive customer (Barsky, 2014). 5. For finding a solution to a conflict, the responsibility of the individuals is to select and promote decisions. They need to organize the duties and responsibilities of the job, training, and coaching, conduct performance appraisals, check the timesheets, counsel poor performance, create the description of jobs, meet the standards and procedures and resolving the grievances (Suter Johnson, 2014). 6. To deal with conflict sensitively, courteously and discretely and take steps to minimize the impact on others, the individuals need to establish clear roles and responsibilities, discuss and decide together regarding the targets of the team, establish ground rules regarding the working method of the team, give positive feedbacks to the team members (Einarsen et al., 2016). 7. Effective skills of communication can assist in the management of conflict. The individuals who are assertive communicators are most effectual in dealing with the situations of a conflict. They can easily address the problems early. They respect the opinions of other individuals and converse calmly, clearly and confidently. They work to find a mutually satisfying resolution (Teague Roche, 2012). 8. We can encourage all points of view by assisting the individuals to assess the situations of potential conflict and prevent them reaching the point of crisis. We need to be aware of the surroundings in a continuous manner and act in response to any potential situations of conflict (Barsky, 2014). 9. We can establish and agree on the nature and details of the conflict by identifying real issues of the conflict and use effective skills of communication that are defined and clear and which can assist in the establishment of the nature and details of the conflict avoid resolving the conflict situations (Suter Johnson, 2014). 10. The possible options which can be utilized to resolve the conflict and decide the best solution involve the selection of different strategies of conflict resolution such as competing, avoiding, accommodating, collaborating and compromising. Our choice of selecting a strategy depends on the situation surrounding the conflict (Einarsen et al., 2016). 11. The techniques of conflict resolution to manage the situation and develop solutions were used by identifying and evaluating the impact of conflict. We encouraged all points of view and acknowledged and treated them with respect. We evaluated the options to resolve the disagreement by taking into consideration all the policies and constraints of the organization (Teague Roche, 2012). 12. Yes, we do require completing the necessary documentations such as checking timesheets, organizing rosters and completing appraisals. All these documents lead to a systematic construction of the strategies to resolve the conflicts (Barsky, 2014). 13. Yes, we seek and provide feedback on the conflict and its resolution with the parties involved as it helps to know the status and reason of emergence of the conflict and make us more proficient in developing the strategies of conflict resolution (Suter Johnson, 2014). 14. The situation and effectiveness of the solution have helped me to gain a better understanding regarding the resolution of conflicts in an efficient manner and made be capable of identifying the potential risks of developing the situations of conflicts in future (Teague Roche, 2012). 15. The possible causes of workplace conflict include personality differences, misunderstandings, competition and non-compliance with the policies and rules. We can improve the conflict in the workplaces by increasing understanding and cohesion of groups, improving the knowledge of the staff, utilize active listening and deal with the conflict collaboratively (Einarsen et al., 2016). References Barsky, A. (2014).Conflict resolution for the helping professions. Oxford University Press. Einarsen, S., Skogstad, A., Rrvik, E., Lande, . B., Nielsen, M. B. (2016). Climate for conflict management, exposure to workplace bullying and work engagement: a moderated mediation analysis.The International Journal of Human Resource Management, 1-22. Suter, R. E., Johnson, J. R. (2014, January). Identifying and resolving conflict in the workplace. InCambridge University Press. Teague, P., Roche, W. K. (2012). Line managers and the management of workplace conflict: evidence from Ireland.Human Resource Management Journal,22(3), 235-251.