If you have to deal with other people, you will, sooner or later, have to deal with conflict.
Conflict is not inherently bad. Since no two people view the world exactly the same way,
disagreement is quite normal. In fact, conflict simply stems from differing viewpoints. In
many cases conflict occurs when individuals or groups are not obtaining what they need or
want and are seeking their own self-interest. Sometimes the individual is not aware of the
need and unconsciously starts to act out. Other times, the individual is very aware of what
he or she wants and actively works at achieving the goal. However, the outcome and the
value of the result depend on the way conflicts are perceived and managed.
Regardless of the type of conflict, AUL expects from each employee to take responsibility
for their own actions and emotions, and to work out differences they may have with fellow
team members. The employee ability to handle conflicts positively impacts personal
development and an individual readiness for promotion. Confronting conflicts and dealing
with them in a positive way is beneficial for the organization. On the other hand, if it is
handled destructively, the consequences can be very damaging for the individuals involved
and for the company.
Every manager at AUL is requiredto complete a seminar teaching ways to manage conflict.
There are five approaches to conflict management from the perspective of their relative
emphasis on cooperativeness and assertiveness. The approaches include the following:
Avoid, Accommodate, Compete, Compromise, and Collaborate.
*ƒ‚· Avoid-Withdrawal from the conflict or failure to take a position.
