Communication Techniques as a Way to Resolve Conflicts

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Table of Contents

Final Paper Outline
Cause of Conflict and the Ambivalence of Its Effects
Communication Techniques
Workplace Conflicts and How to Resolve Them
Conclusion
References

Final Paper Outline

In the final work, the nature and methods of resolving conflicts will be considered on a concrete example of an organizational conflict that has arisen during the working relationships. According to Cahn and Abigail (2007), conflicts can range from neglect and unhappy relationships to physical aggression and interpersonal violence. Accordingly, different approaches and solutions are required for various types. Organizational conflicts, as a rule, are associated with the violation of efficiency and productivity of the employees’ work, as well as with the reduction of corporate morale. This paper will defend the thesis that when conflict resolution, including arbitration and mediation, is well established, it can turn into a positive phenomenon with the opposite effect.

Cause of Conflict and the Ambivalence of Its Effects

According to Cooper et al. (2008), stressors such as conflicts are predominantly “detrimental to job performance,” but at the same time, “different stressors tend to have differential relationships with performance” (p. 255). Conflicts have various sources of occurrence due to both internal psychological and external organizational reasons. Confrontations are usually regarded as a negative phenomenon, although it has been proven that productive conflicts can invest in the efficiency and coherence of the working team. The final paper will include a description of the reasons why the conflict occurs and a theoretical part devoted to the corresponding mechanism. Besides, the emergence of a specific organizational conflict and the behavior of its participants will be described and analyzed. An attempt will be made to identify particular patterns of conflict situations occurring. The positive and negative effects of conflict situations will be considered both in the theoretical review and in the case study.

Communication Techniques

Cahn and Abigail (2007) state that when determining the appropriate methods, communication considerations such as place, other people, needs, and goals should be taken into account. Communication is an environment for the emergence and flow of conflicts between people. However, communication techniques help to resolve dysfunctional disputes and create a fruitful ground for conducting productive ones. In order to ensure that these techniques are effective in transforming a dysfunctional conflict into a productive confrontation, several factors indicated by the authors should be considered. (Cahn & Abigail, 2007). The paper will illustrate this approach in a specific example with organizational conflict.

Workplace Conflicts and How to Resolve Them

According to Hartman and Crume (2007), “mediation focuses on altering the language used during the conflict process and discovering alternative ways for presenting ideas” (p. 138). Mediation and arbitration are special conflict resolution procedures that are applicable both in the work environment and in the practice of international arbitration courts. The approach of the authors is to train employees to acquire the necessary skills and knowledge to be able to facilitate the mediation process for productive conflict resolution independently. This approach will be considered both for typical conflict scenarios and for a specific case of organizational conflict. It should be noted that it is particularly effective in setting corporate ethics and workplace conflicts prevention. Corporate ethics generally warns employees against engaging in conflict situations, as this may affect their activities. This is especially relevant for health care workers, police officers, and other professions that have a critical function. Nevertheless, conflicts are, in most cases, an inevitable reality inherent in working relationships. The paper will examine the relationship between ethics and workplace conflicts and explore opportunities, such as mediation and arbitration, for ethical and harmless conflict resolution.

Conclusion

It should be noted that conflicts become stressors and consequently have a negative impact on employee productivity and morale in the company when they are dysfunctional and improperly resolved. At the same time, the paper will address both the nature of the conflict and its outcomes, as well as effective resolution methods. Adequate conflict-response techniques and procedures will lay the foundation for productive confrontations, which will stimulate the work process.

References

Cahn, D. D., & Abigail, R. A. (2007). Managing conflict through communication (5^th ed.). Pearson/Allyn and Bacon.

Cooper, C., Gilboa, S., Shiron, A., & Yitzhak, F. (2008). A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology, 61(2), 227–271.

Hartman, R.L., & Crume, A.L. (2007). Public forum mediation: A training exercise for conflict facilitation skills. Industrial and Commercial Training, 39(3), 137–142.

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Communication Techniques as a Way to Resolve Conflicts

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