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Conflict resolution is conceptualised as a method, and is a process undertaken in facilitating peace in a social conflict within an organisation, or between different parties. There are various methods of resolving conflicts, which are; mediation, negotiation, diplomacy, and peace building. In business structures, nonviolent conflict resolutions are extremely vital for the sake of both parties, and for promoting effective resolution. Conflict is a situation whereby two or more parties disagree because of the clash views, values that each cherish differently, and direction that each of the party wants to take differently. Conflict is a vivid existence of the clash between the two parties that makes them either fight, or have a misunderstanding that makes them unable to share anything in common.
Within an organisation, the human resource is one of the most important members of the management of any given organisation. This is for the main reason that the human resource maintains and ensures the various duties in the organisation are running smoothly, and accomplished as expected. Some of the key functions and duties of the human resource manager involves facilitating peaceful coexistence among employees so as to ensure that all they give maximum performance in all the assigned duties in the organisation.
There are various elements of conflict resolution and peacemaking, which should be carefully followed, so as to achieve a successful end of a conflict without any of the party being hurt, or any case of loss of life being incurred in the people between the two parties. The first and the most essential element of conflict resolution and peacemaking are identifying the causes of the conflict between the two parties, which have the disagreement of the values or ideas. This is usually undertaken by a mediator, who does not know any of the two parties who are indulgencing in the conflict. The mediator should listen to each of the parties carefully and separately. This is to ensure that the mediator gets the leading cause of the conflict between the two parties. After listening to the first party, the mediator then also listens to the views provided by the second party, without concerning or comparing them with those provided earlier by the first party. This is vital since it will enable the mediator to verify the documents and the information that were earlier given by the two parties (Schellenberg, 1996).
The second element of the conflict resolution and peacemaking is making the two parties, which are involved in the conflict; realize the impact of the conflict on their lives, or on the lives of the other people, who are found in their surroundings. This is done by the mediator by analysing the information given by the two parties, and calling for a meeting with the two parties but separately. This is to ensure that the parties involved get to know the real cause of the conflict, and to identify the possible way of solving the misunderstandings (Wandberg, 2001). The mediator identifies the consequences, which can be caused by the conflict directly, each party predicts, and asks for their own views. The mediator then can ask the two parties about the possible steps that the two parties can take for the conflict to come to a stop since this moment; the mediator would have indentified the end results of the conflict.
The third element of the conflict resolution and peacemaking, which is the final step in resolving a conflict, is by the mediator involving the two parties into one general meeting. This is for the main purpose of getting the final views of the two parties, and getting to know the stand of each of the parties separately but with a common point. At this stage, the mediator studies the views from each of the parties, and asks the parties to give the final step to resolve the misunderstandings. The mediator then finally gives the last views of what the two parties should strictly follow to the latter to ensure that the conflict between them is settled (Dana, 2001). The two parties can then reach a common agreement, in which all of them will be comfortable with the decision that is made.
Negotiation is usually referred to the dialogue that usually occurs between two or three conflicting people (parties) for the main reason of reaching a common understanding. The main essence of negotiation in an organisation is to ensure that the two groups of conflict that are under controversy are rejoined together. This is usually assisted by the virtues that the difference aspects that separate the two individuals are used to resolve the existing problem. Negotiation can be gained for the advantageous benefits of both parties to obtain a common stand in the organisation (Schellenberg, 1996). The two parties in a conflict can decide to meet, and discuss the factors that affect the relationship. Each of the two sides can choose a representative, who will give a brief summary of the conflict differences. The resolving ideas can then be shared in the meeting to ensure that the two groups are well-versed with the views. After this, a common agreement between the two parties can be reached to ensure that the two rivals are contented with the decision made. Negotiation is the common conflict solving method used to ensure that both opponents are well-satisfied with the conclusion obtained.
Another conflict solving method that the company (person) can use to solve the conflicting situation, that it faces, is a process of mediation. Mediation is a conflict solving technique that is commonly used to solve conflict especially between two organisations. This is commonly used in a very intense conflict, whereby negotiation has been tried to be used, but failed to resolve the conflict.
The process of mediation usually involves the use of a mediator, who is a new part introduced between the opponents in the conflict. The mediator is a prominent person in the conflict and in the resolution process in general. This is for the main reasons that the mediator will ensure that he/she listens to both parties before solving the existing differences.
The mediator, who is a new party, will organise a meeting. During the meeting, the mediator will carefully listen to all the parties (two or more), while taking notes. This ensures that he/she clearly gets the real cause of the conflict. The mediator usually gives the final judgment concerning the case, but he/she also leaves the option of making the decision to the party members. The decision that is achieved is the final option that the mediator strictly adheres to without any doubt (Wandberg, 2001).
Diplomacy usually refers to the process, by which two international organisations (or parties) are able to come to a common stand so that to solve a conflict problem. Diplomacy is usually conducted by diplomats, who have a clear and qualified study in the case being discussed. In the procedure of diplomacy, although it is rather long and involves various procedures, a winner is usually obtained.
Diplomacy is not advised to be used in solving conflicts within an organisation, because of the fact that the procedure is very expensive. The two conflicting partners, that use the, diplomacy method to solve the conflict, which exists between the two parties, usually spend extra money. For this reason, most organisational conflicts are preferred to be solved by either negotiation or the mediation (Dana, 2001). The decision that is expected is usually offered after attending various cases by the lawyers that represent the organisations in conflict. The organisation that will lose the case is usually forced to pay a bill, which is normally used to compensate the other team.
Conflict is often mistaken with anger or aggression. Although, emotions are involved in conflicts, both parties have the choice to decide emotions to use. There are two types of conflict, which are destructive, and constructive. The outcome of the conflict is determined by the cooperation between parties during the peacemaking process. Moreover, there should always be professionalism in any conflict resolving within an organisation, so as to protect the interest of the organisation. Professionalism entails maintaining behaviour that is deemed respectable in an organisation, and in line with the stipulated code of conduct. Ethical practice also requires that an individual conforms to the specified code of ethics in the given field of practice.
It is known that conflict is a part of human nature of dealing with competition. However, it is recommended to apply nonviolent method in any peacemaking process. In this case, creative peace-building is the best applicable method in solving social conflicts. The creative peace-building is especially used in situations when a conflict situation is not severe. It is a conflict method that is mostly used to prevent conflicts, rather than solving conflict problems in an organisation. Most organisations usually focus on solving conflict cases, instead of preventing the conflict issues from taking place. Unlike the other conflict solving procedures, the creative peace-building process is usually simple, cheap, and requires less effort to be effectively implemented.