From Conflict Resolution to Conflict Transformation, in managing conflicts in organizations
Introduction
Differences are inevitable in a local group having members with different experiences, attitudes and expectations. However, some conflicts can support organizational goals. Indeed, too little conflict may lead to apathy, lack of creativity, indecision and missed-out deadlines. Clashes of ideas about tasks also help in choosing better tasks and projects. These are ‘functional conflicts’.
Functional conflicts can emerge from leaving a selected incidence of conflict to persist, which can be overcome by ‘programming’ a conflict in the process decision-making by the group by assigning someone the role of a critic. This also helps to avoid ‘group thinking’ where group members publicly agree with a course of action, while privately having serious reservations about it.
The most difficult conflicts are those arising out of value differences. The most important thing is to understand the real cause of the differences. Yet every resolution of a conflict can also feed a new conflict in a group. It is, therefore, useful to see conflicts as a series of expressions of existing differences within a group, having some links to each other. How effectively a group deals with conflict management largely affects the efficiency level of its functioning.
Learning Objectives:
- To understand more about those whose ideas, beliefs, and backgrounds may be different from your own. In order to resolve a conflict, you’ll need to look at the conflict from your opponent’s point of view and learn more about this person or group’s perspective and motivations.
- To ensure that your relationships with opponents continue and grow. If you make peace with your opponents, you increase your own allies in the community. Successful negotiations pave the way for smooth relationships in the future.
- To find peaceful solutions to difficult situations. Full-blown battles use up resources — time, energy, good reputation, motivation. By negotiating, you avoid wasting these resources, and you may actually make new allies and find new resources.
- Explain what conflict is
- Understand and recognize the characters of conflict
- Explain different types of conflicts
- Explain the different causes of conflict
- Distinguish between substantive and emotional conflict
- Explain the sources of conflict
- Understand or recognise the relationship between conflict and violence
- Explain the effects and forms of violence
- State the benefits of handling conflict in a non-violent and constructive way