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Chapter 1 - Conflict Management ((Advantages of conflict (Creates…
Chapter 1 - Conflict Management
Dysfunctional conflict
When conflict leads to a decline in productivity. Result of peoples misperceptions, their ambitions, and egos and or willingness to compromise. Misunderstandings and a lack of communication are central to dysfunctional conflict
Advantages of conflict
Creates awareness that there is a problem, which can then be solved.
Team members may start to consider a wider range of ideas, results in increased participation and even higher productivity
Perceptions that may not be accurate are discussed and misconceptions are cleared
Clarification of individuals views occurs and cooperation happens
Functional conflict
Situation where different parties deal with the conflict in a manner that is healthy and where they respect each others opinions. outcome is positive. May lead to more innovation, creativity and higher productivity
Disadvantages of conflict
Climate of mistrust impacts teamwork and cooperation
Blaming each other, backstabbing and gossip
Higher levels of stress and anxiety
Waste of time and resources
Conflict
Negative differences of opinion or the varied emotions people experience often due to a dispute over a particular issue
Skills needed to manage conflict
Ability to deal with change
Communication skills
Ability to think and act strategically
Reasons for conflict
Poor communication
Leads to:
Role conflict - More than 1 member wants to play a certain role
Role ambiguity - Lack of clarity between the roles that members are expected to play
Not meeting deadlines
Role overload - members take on more than they can cope with
Not informing colleagues about meetings
Change
Training employees
Empowerment to be part of communicating the strategies
Employees need to know what the changes are and why they are changing things
Differences in background, culture and values
Previously unresolved issues
Limited resources
Functional - work faster to share resources
Dysfunctional - Unmotivated and unproductive employees, have to wait for resources
Competition between staff for resources
If employees work together they will achieve the goals of the organisation
Different personalities
How to handle conflict
Collaborating
Parties try to work together to satisfy all parties involved
Competing
Individual does not want to give in - wants to win
Avoiding
Ignores conflict by withdrawing from the situation
Compromising
Parties are trying to find an acceptable solution to the mutual satisfaction of both parties and seeking a common middle ground
Accomodating
Neglect own interest and even sacrifice some own belief when yielding the other persons point of view
3rd party interventions to resolve conflict
Trade unions and Employer Organisations
Business outsourced the HR department to experts who stay up to date with amendments in labour legislation
Conferderation of Employees in South Africa (COFESA)
Helps employers with:
Disciplinary and grievance procedures
Dispute resolution
Employment contracts
Workplace Forums (WPF)
Allows workers of all levels to participate in consensus in decision making with senior management
Issues management should consult WPF
Job grading
Health and safety measures
Training related issues
Not allowed to take over the role of a Trade Union
Commission for conciliation, mediation and arbitration (CCMA)
Independent organisation dispute resolution body that promotes cooperation between employees and employers
Step 2 - Conciliation
Only if negotiation was unsuccessful, 3rd party gets involved to facilitate the discussion
Step 3 - Mediation
Only if conciliation fails, 3rd party gets more involved and gives advice
Step 1 - Negotiation
2 parties sit down and try to come to a compromise
Step 4 - Arbitration
If mediation does not solve the problem, the 3rd party makes a decision