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Running had: CONFLICT RESOLUTION
Resolving Conflict in the Workplace
Louis J. Moran
William Carey University
In Partial Fulfillment of the Requirements for CRJ310
Foundations and Theories of Criminal Justice
James A. McGee, MS
April 18, 2017
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CONFLICT RESOLUTION
Abstract
While seeking to explore certain elements of conflict, one should understand that conflict
may exist in many forms, both positive and negative. While positive conflict may serve to
generate new ideas and discussions, negative conflict, if left unaddressed, can be very damaging
to individuals and organizations, alike. Issues of emerging cultural changes coupled with a lack
of management control contribute to conflict in the workplace. While balancing an employee’s
personal goals with that of the organization, an effective manager recognizes the need for
developing and establishing a framework by which to approach conflict. Understanding
individual motivations and assessing a person’s needs is a key step towards seeking resolution,
while encouraging effective leadership characteristics in management helps to establish a
foundation for future organizational expectations. In the inevitability that conflict will occur,
facilitating a broad range of resolution strategies will encourage participation from employees
and underscore beneficial solutions. Understanding the appropriate use of different resolution
strategies like dominating, accommodation, compromise, collaboration, and sometimes
avoidance allows managers to approach conflict with the most flexibility possible, while
“beginning with the end in mind.”
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CONFLICT RESOLUTION
Conflict can exist in any organization. In a healthy form, it may promote the exchange of
ideas or generate creativity; however, negative conflict can lead to employee turnover,
dissatisfaction, low productivity, absenteeism, or work-related stress. Although it can stem from
several sources, conflict may also be a symptom of the lack of management control. The lack of
management control is often a first indication of potential problems in the workplace (Wrighton,
2005). Without proper guidance and oversight, as opposed to micromanagement, conflict that
develops among employees can fester into full blown crisis. As management deficiencies persist,
employees are left, in some cases, without proper training while the adherence to established
policies and procedures degrades, proper supervision wanes, and conflicts escalate. Outwardly,
lack of management control may be perceived by employees as an overall lack of leadership,
