Conflict Resolution. Conflict Management

Conflicts make it impossible for individuals to collaborate and pursue common objectives. Workplaces and organizations experiencing different forms of upheavals and differences will not achieve their common aims. The selected volunteer organization is presently experiencing various conflicts that have the potential to disorient the overall performance and realization of goals. This paper identifies the potential causes of such disagreements, the possible implications, and the most appropriate conflict resolution plan.

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Possible Causes

The first possible source of the current problem is that the leaders are ineffective and unable to bring all followers together. Consequently, the executives are unable to think from a common ground and focus on the best organizational goals. The second cause of the experienced conflict is the absence of a superior culture that brings all people together. This weakness explains why the presence of bias discourages most of the workers from completing their roles diligently. Another reason why this organization is facing such conflicts is the absence of an effective conflict resolution strategy that can bring all members on board (Madalina, 2016). These issues appear to be working synergistically to contribute to the differences and challenges that are making it impossible for the staff members to focus on the best outcomes. Although the leadership team has seven members with diverse backgrounds, a proper approach for solving problems is missing. This gap continues to discourage the workers from focusing on the anticipated organizational goals.

Effect on the Organization

Nongovernmental and governmental organizations should have proper structures and cultures if they are to achieve their goals much faster. The presence of the outlined conflict has led to serious challenges at this organization. First, the leaders and followers have been unable to find a common ground whenever considering and settling on the events to sponsor (Mash & Adler, 2018). Such differences have the potential to affect the organization’s overall performance and the realization of the targeted goals. The workers are also unable to consider the best practices that resonate with the institution’s mission.

Second, the workers are becoming dissatisfied and unwilling to be part of various processes and activities. Such a scenario creates a situation whereby the employees are unable to think from a common ground and focus on the best ways to deliver positive results. Third, the emerging culture is negative in nature and discourages workers from relating with each other positively and focusing on the targeted goals. Fourth, a sense of dissatisfaction has emerged that is making it impossible for this organization to implement and sponsor various volunteer projects (Vaiz et al., 2016). Without a proper conflict resolution plan, this organization will never achieve most of its goals.

Resolution Style

  1. A competent individuals in the field of conflict resolution needs to be aware of the major styles that can support the delivery of positive results. The situations and problems the workers in a given company experiences should dictate the most appropriate framework that can deliver sustainable results. After examining the issues surrounding this conflict, it is agreeable that a collaborating style would be the best to transform the current stalemate. This model is simple and entails helping all key players to come together to find the best solution (Madalina, 2016). The professional in charge of the entire process needs to be courageous and capable of considering some of the existing issues.
  2. The leader guiding the process begins by examining the realities and facts of the conflict. He or she will bring all players together and consider the most appropriate strategies to improve the level of agreement. The person will also identify the existing differences and ensure that the key stakeholders understand one another. Some key attributes that will support the delivery of positive results include collaboration, creativity, and involvement (Vaiz et al., 2016). The professional will avoid concessions, solve emerging problems, and support the best strategy to transform the situation. Throughout the entire process, the leader should consider additional skills ad actions that can support the realization of positive results.

Conflict Resolution Strategies

As the person in charge of the situation, it would be appropriate to consider the best strategies that will address the conflict and bring all followers together. The current facts indicate that the leaders have been unreasonable and incapable of considering the most appropriate models that can help the targeted staff members to reason together and pursue the outlined organizational objectives (Madalina, 2016). To achieve positive results, various strategies are essential depending on the current situation and the anticipated outcomes. The first strategy to support the collaborating style is embracing the most appropriate leadership approach. For instance, a charismatic approach will ensure that more followers are involved and willing to minimize the gaps experienced at the organization.

The second one is to identify with the current leadership team and consider how to work together. This strategy will create a sense of direction and help the members identify some of the gaps that could be contributing to the current conflict. This form of collaboration will ensure that the participants are able to address the situation from an informed perspective. The third approach is applying appropriate communication, negotiation, and listening skills (Vaiz et al., 2016). These competencies will encourage all workers to become more involved and offer insights to support the entire process.

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Throughout the conflict resolution journey, it would be necessary to meet with all key players and identify how we can find a lasting solution. Such a practice will make the conversation goal-oriented and ensure that the players focus on the best outcomes (Madalina, 2016). While applying these strategies, it would be critical to avoid concentrating on winning or failing. Instead, the person leading the resolution process should avoid blaming those responsible for the conflict.

Possible Outcome

The proposed negotiation style and strategies will increase chances of addressing the recorded conflicts. The individuals will consider the importance of collaborating and finding a common ground. The followers will find a reason to get rid of the current differences and focus on projects that solve the targeted beneficiaries’ problems (Vaiz et al., 2016). The approaches are simple, acceptable, and capable of transforming the existing situation at the selected organization.

A new culture will emerge that supports conflict resolution and allows workers to complete their roles diligently. They will solve the emerging problems and eventually increase chances of identifying and undertaking the most appropriate projects. Consequently, the members of staff will become more involved, complete their tasks much faster, and record reduced levels of turnover (Madalina, 2016). These gains mean that all potential clients will achieve the intended benefits and lead high-quality lives. Finally, the organization will experience a new form of leadership that is acceptable and capable of improving performance.

Conclusion

The above discussion has outlined various strategies that could help resolve the studied conflict. The implementation of the selected style means that the process will be smooth and allow the organization to realize its potential. The involvement of all partners will increase chances of success and allow more clients to re-pattern their life experiences. The employees will enjoy a positive workplace and a superior leadership that can help drive organization productivity.

References

Madalina, O. (2016). Conflict management, a new challenge. Procedia Economics and Finance, 39, 807-814. Web.

Mash, R., & Adler, O. (2018). Human resource managers’ role perception and their conflict management style. Journal of Sociology and Social Work, 6(1), 41-55. Web.

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Vaiz, M. E., Altinay, Z., & Altinay, F. (2016). Analysis of conflict management strategies: Enhancing the social value system. International Journal of Educational Sciences, 15(1-2), 142-147. Web.

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