Conflict Management Approaches and Human Behavior

Conflict Management Strategies

Researches on organizational behavior have conducted numerous studies on conflict management strategies that can be used by managers when approaching tensions in the workplace . These strategies can also be classified as formal and informal . In the of Jessica Jameson on conflict management , informal strategies are those actions taken by the disputants themselves or other third party that help manage a conflict Formal strategies , on the other hand , are those which rely on existing company norms and procedures

These strategies vary depending on what are the desired outcomes that

br the manager or the third party and the disputants want to arrive to Most of the parties involved in conflict situations want to address their need first before thinking of maintaining the good relationship with the other party . However , if personal interests are always placed first in organizational conflict , more or less it will yield a win-lose situation . Managers mediate on these kinds of situation , usually facilitating the factors in the conflict and arrive to a win-win situation

In a study conducted by Sheppard in 1984 , showed that disputants expects the following outcomes when intervened by a manager or third party (1 ) fairness (2 ) party satisfaction (3 ) effectiveness and (4 efficiency . Parties in conflict want a fair decision or intervention from the managers , so it is important that the manager himself must be neutral on the matter . However , in the of Tyler in 1986 , fairness also depends if the manager is task or relationship focused . He said...