Free Paper on Navigating Workplace Conflict: Strategies for Effective Communication and Resolution

Conflict is a part of our everyday life may it be at home, school, or workplace. It is natural to have distinctive opinions and beliefs, and this is what makes an individual unique. When putting the work environment into consideration, the differing opinions of individuals conflict is bound to exist. It is important to note that there are different sources of conflict in the workplace including but not limited to environmental factors, beliefs, cultural differences, personal opinions, age groups, and ecological factors to mention a few. Almost all organizations deal with organizational conflict or conflict within the organization but what sets an organization apart from all others is the way they deal with conflict. When it comes to workplace conflict, employer-employee relations as well as Organizational disagreements, we can either be dealing with functional or dysfunctional consequences. Functional outcomes of conflict can have positive impacts on the organizations such as an opportunity for the company to advance, to enhance solutions or creativity. On the contrary, the dysfunctional consequence of conflict brings about stress, mistrust, and damaged relationships.

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According to McCabe in the article “Conflict Resolution and Organization Justice in the Workplace,” the author deals with the importance of employees having a voice (McCabe, 2017). He states that conflict and well as conflict resolution play a vital role in the formation of organizational behavior. The article further discusses how essential it is for the employees to feel confident and comfortable to speak up on their opinion about something they perceive to be wrong and this is the reason why many firms apply the open-door policy. Through the application of this policy, the employees in the organization can approach the management might any issue arises. According to McCabe, because of the use of the open-door policy, the rate of filed complaints by the employees has significantly dwindled.

The open-door policy takes on different types of communication techniques, for instance, active listening, which means both the employees and the organization management must work together for them to reach a conscious. The employees are encouraged and allowed to address the issues that they face in the organization. At the same time, the management actively listens to their grievances and therefore agrees on the way forward to solve the issues. Additionally, problem-solving and negotiations can be employed in resolving the conflict; similarly, this technique requires that both the employees and the employer cooperate to come up with the solution. Therefore, using these different communication techniques can lead to some of Rahim’s functional outcomes like coming up with the answer to the problem, forcing the various groups such as the management and groups to source for an alternative approach to the issues faced.

Implying that conflict can be avoided in a workplace setting is unrealistic. Still, according to the article published by McCabe, he states that employees must have an opportunity to voice their grievances with the organization. Additionally, it is essential to note that if this is anything to go with the management must employ ethical guidelines to ensure that they communicate effectively with the employees. However according to Thompson, in her article, the “Cost of Conflict,” roughly 42% of employees in the United States work in an environment where yelling and verbal abuse are usual this can therefore be linked to the article by Belschak et al., 2016. Which states that Machiavellian workers are deceitful people, and they can employ any method, strategy, or behavior to ensure that their goals are achieved (The Cost of Conflict, 2008). It is, however, essential to note that this kind of action or personality is unhealthy and can only result in increased conflict in the workplace. For an organization to experience functional outcomes, it is essential to vocalize our grievances and opinions unaggressive manner. It is vital to understand each other if not so, the organization in its entirety can be affected, and this results in detrimental outcomes.

Conclusion

Therefore, McCabe, in his article, “Conflict Resolution and Organization Justice in the Workplace,” emphasizes effective communication between the employees and management for the smooth running of the business. For instance, if effective communication is not employed on either side; then, the organization is at high risk of failure. It is also imperative to note that lack of communication does not only affect the organization's operation but also gives way to other unethical practices that can have severe effects on the going concern function of the firm.

References

Belschak, F. D., Muhammad, R. S., & Hartog, D. N. D. (2016). Birds of a Feather Can Butt Heads: When Machiavellian Employees Work with Machiavellian Leaders. Journal of Business Ethics, 151(3), 613–626. https://doi.org/10.1007/s10551-016-3251-2

McCabe, D. M. (2017). Conflict resolution and organizational justice in the workplace - evidence-based research. Competition Forum, 15(2), 248-250. https://search-proquest-com.libraryresources.columbiasouthern.edu/docview/1960314205?accountid=33337

The Cost of Conflict. (2008, September). Quick Printing, 31(12), 50. Retrieved from http://link.galegroup.com.libraryresources.columbiasouthern.edu/apps/doc/A185553304/PPCM?u=oran95108&sid=PPCM&xid=563b9907