Conflict arises in every situation where people are involved. Individuals usually find themselves in arguments concerning given issues as well as miss communications. For the stated reasons, there appears the need to manage the conflict and resolve the issues relating to the same. The issues may adversely affect an organization’s productivity and worker performance (Krause, 2004). In an organizational setting, conflict management involves elimination, reduction, collaboration and compromise of the situation to improve efficiency and performance of the involved parties to prevent future adverse outcomes in the same case as stated by Singh (2008).
Conflict-handling style that most characterizes me
People can avoid conflicts from occurring and affecting their lives by employing diverse means. Examples of such techniques include the collaborative, competitive, avoiding, and accommodative among others. The style, which seems best fit for me is accommodative technique of handling conflict. Singh (2008) defines an accommodative style for managing conflicts as the scenario where the conflicted parties decide to stand up to their ground and cooperate with the other to solve the differences between them. The cooperation may be at the expense of one party agreeing and conforming the other that their views are the ones correct and preceding their own.
The approach is operative in cases where the party that is giving directives is the expert or believes that they have a better solution as opposed to the other side. The style is also beneficial in cases where one party bears the interests of preserving the current good relationship with the other party (Krause, 2004). The major setback of this style is that the accommodator may feel left out or even resentment towards the other party, reasons being that they have to forego their ideas and reasoning for the benefit of the other party.
Process of Negotiation in the Organisation
Negotiation is a technique used by people to settle their differences where a particular agreement is reached while avoiding a dispute or an argument. It is important to any individual that if they have any pending issues that are not solved to come up with a negotiation plan that can best achieve good outcomes for their given positions within an organization. There exist six stages followed in my organization for a successful negotiation to avoid any negative impacts on the structure such as low performance or reduced outputs. There may be a need to call for a meeting with the wronged parties at times along with a third party to solve the relating issues. The phases that are involved in the negotiation cycle include; discussion, explanation of the goal to be achieved, the negotiation itself, the agreement of the arrangement and execution of the progress of deed (Blumen, 2000).
The conflicted parties start with discussing the issues about the conflict. The affected parties put forward their argumentative statements for the case. The second stage involves the explanation of the expected goals where the concerned individuals explain what outcomes they expect from the negotiation process (Singh, 2008). The negotiation process follows this where the issue is supposed to favor both sides and gain something that is positive in the process. The conflicted parties then agree towards the terms and conditions put forward in the negotiation after their interests have been put into consideration and finally the agreement plan is put into action with the expectation of having solved the issue (Cialdini & Goldstein, 2004). With the issue being solved, the organizational goals can then be easily achieved, and both performance and productivity remains optimum.