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Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.
Conflict management is the process of handling disputes and disagreements between two or more parties. Managing conflict is said to decrease the amount of tension; if a conflict is poorly managed, it can create more issues than the original conflict.
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
Organizational identification and workplace freedom of speech has an effect on an individual's choice of expressing dissent (Kassing, 2000). If an individual highly identifies himself or herself with the organization, they are more likely to use the dissent strategy that mirrors the organization's values .
Conflict is a normal part of working in teams, because it brings creativity and helps avoid groupthink. However, too much conflict can stop teams for doing their work and certain procedures should be followed to get back on track. Guffey, Rhodes, and Rogin describe their six-step process for dealing with conflict in teams: [13]
The instrument is often used by students in conflict management classes or workshops. [6] [7] It has also been used in psychological studies—for example, to compare the conflict attitudes of college athletes and non-athletes. [8]
Conflict resolution teachers and trainers, mediators, organizational consultants, and human resource managers use conflict style inventories in their work to help people reflect on and improve their responses to conflict. Awareness of styles helps people recognize that they have choices in how to respond to conflict.
Task conflict encourages greater cognitive understanding of the issue being discussed. This leads to better decision making for the groups that use task conflict. [13] The second is affective acceptance of group decisions. Task conflict can lead to increased satisfaction with the group decision and a desire to stay in the group. [14]