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Management Strategies To Resolve Conflict

Management of business strategies to resolve conflict - collaboration The document discusses collaboration as a conflict management style that aims to satisfy both parties and find a win-win solution. It notes collaboration requires open discussion, exploring alternatives, and commitment from all parties. The primary advantage is making all parties feel valued and understood by allowing free expression. It then provides a case study of conflict between two coworkers Olivia and Jen and suggests the best course of action for management is to resolve the conflict through mediation to get Olivia to consider others' suggestions.

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Kenya Levy
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44 views5 pages

Management Strategies To Resolve Conflict

Management of business strategies to resolve conflict - collaboration The document discusses collaboration as a conflict management style that aims to satisfy both parties and find a win-win solution. It notes collaboration requires open discussion, exploring alternatives, and commitment from all parties. The primary advantage is making all parties feel valued and understood by allowing free expression. It then provides a case study of conflict between two coworkers Olivia and Jen and suggests the best course of action for management is to resolve the conflict through mediation to get Olivia to consider others' suggestions.

Uploaded by

Kenya Levy
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Management of business

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strategies to resolve conflict
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collaboration

 GROUP MEMBERS:
 MAHALIA EUTER;
 TONI ANN BONNER;
 ABIGAIL NEMBHARD;
 KENYA O. LEVY;
COLLABORATION
 The collaborating style of conflict management is the concern to satisfy both parties in conflict with
one another. It is highly assertive and cooperative; the goal is to find a “win-win” solution, that is, a
solution in which both parties leave the conflict feeling satisfied.

 Appropriate uses for the collaborating style include:

 Integrating Solutions;

 Learning;

 Merging Perspectives;

 Gaining Commitment and Improving Relationships;

 It requires an open discussion of all the issues and concerns, exploration of alternative solutions,
honesty and commitment from all the parties.

 The primary advantage of collaborating conflict management is that it makes all parties involved in
the dispute feel valued and understood. When you critically listen to the concerns people in the
conflict have with each other, you diffuse the hostility by allowing free expression.
CASE STUDY
 Olivia and Jen are both employees at Wisynco Group Ltd., specializing in coordinating special events

for the firm. They both are hardworking employees and seem to do their work very well.

 However, whenever an assignment is given and they are to work as a team, Olivia tends to ignore all

the suggestions that Jen and the other co-workers give and use her ideas only. Jen and some other

members of the team are starting to complain to management as they don’t feel included and feels as if

Olivia doesn’t care for their opinions; making them second guess if their ideas and thinking they aren’t

good enough to benefit the company.

 This conflict has caused Jen to now consider moving to another area in the firm, but she is one of your

best employees on your events team and really helps the company reach its target when these events

occur.

 Suggest the best possible course of action for management to resolve the conflict at hand.
SOLUTION
 Through meditation the conflict could be resolved where a mediator would attempt to get Olivia to agree to be open

to suggestions from other team members; all members should have an equal opportunity to contribute to the overall

goal.

 Once this is accomplished, Jen and the other members will no longer feel inferior, as their ideas will be, at the very

least, considered, and have a greater potential to be used within the firm.

 The conflict at hand may be referred to as a “constructive conflict”, being that it is based on the clash of ideas,

therefore, the manager of that department could have a sit-in for a few of the team’s sessions and listen to all the

ideas given and decide on the best ones.

 Arriving at a mutual agreement would allow Jen to remain on the events planning team which would benefit the

organization as she is said to be one of the best employees on the events planning team.

 In the event that both parties aren’t satisfied after mediation and/ or consultation with the manager, an alternative

could be considering to merge the ideas of the employees where possible.

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