Conflict management and mitigation of the different issues that are faced by the workforce is one of the major activities that are underrtak4en by the management in order to enhance the operations of the same as per the objectives. The discussion will be undertaking a review of two peer- reviewed literatures based on conflict management approaches that are undertaken by the organizations and the lessons that are learnt from the same while operating as per the planned processes. The discussion will also focus on comparing and contrasting the concepts that are forwarded by the researchers in the articles relating to the conflict management. It will be helping in identifying the different changes that might be undertaken by the organizational leaders while understanding or resolving conflicts.
The articles are chosen in a manner, which will be helping to identify the definite nature of the ethical paradigms that are faced by the management while managing the conflicts in the different levels of processes. On the other hand, the literature will also help in identifying the conflict cultures in organizations in order to segregate the issues and thereby classify the same for suitable understanding of the mitigation strategies that might be applied by the management in order to resolve the issues that are faced by the same. The comparison and contrast of the articles will be helping to ensure proper understanding of the issues that are faced by the management while mitigating the conflicts. The articles also define the different aspects of the conflicts and the origin of the same in the organizational model.
The articles that are being chosen for the research are interesting, as it has helped in understanding the nature of the conflicts in the organizational models and the manner in which the conflicts might be managed. On the other hand, the articles reflects the nature of conflicts in diverse workplace The articles emphasized on identifying the conflict cultures in the organizations and the manner in which the organization undertake steps in order to mitigate the issues that are faced by the same. The different ethical frameworks that are presented by the researchers in the article will be helping to identify the chief areas where the organizational leaders must concentrate in order to resolve a conflict in the processes. The key elements of change that are undertaken by the organization are based on the assessment of the needs of the employees and the other stakeholders. Failure of the organization to identify and prioritize the issues might bring forth the situation of a growing conflict, which disrupts the ongoing processes of the business apparatus.
The lessons that might be learnt from the research are based on the identification of different paradigms relating to conflicts in organizations. The key changes in the organizational operations are based on the identification of the conflict cultures that resides within an organization thereby resisting the smooth functioning of the same as per the objectives. On the other hand, the different consequences that are faced by the organizations while operating in a conflict situations helps in identifying the different risks that might be faced by the same. The different lessons that might be learnt from the assessment of the articles are based on the management steps that might be undertaken by the organization in order to resolve the conflicts. Conflicts affect the smooth functioning of the work processes. Therefore, the organizations might take different steps in order to resolve the issues through better understanding of the conflict cultures and thereby implementing appropriate research paradigms in order to resolve the same.
Gelfand stated that the identification of the conflict culture and the nature of the same helps the management in undertaking different steps in order to resolve the issues that are faced by the stakeholders. Moreover, Gelfand also stated that the leaders play a major role in resolving the conflicts that are faced by the management of the organizations. Therefore, the leaders play a major role in maintaining the efficacy of the operations through identification of the different issues and thereby mitigating the same through the utilization of different conflict resolution paradigms. The identification of the non-utilitarian philosophical ethics in the research supposedly helps the leaders in maintaining their efficacy of managing the conflicts while operating in different situations. Gelfand stated that the development of organizations is based on the smooth functioning of the business processes that are planned by the same. Empathetic approach of the leaders helps the same in maintaining the efficacy of the operation as per the objectives of the business while operating in diverse international markets.
Gotsis and Zoe 702 stated that the conflicts may arise out of differences in the perception and mentality of the diverse people working under an organization towards the same objective. Therefore, the empathetic approach of the leader will be helping the organization in resolving the issues through proper understanding of the viewpoints of the stakeholders and thereby applying appropriate management paradigms in order to resolve the issues that are faced by the business. On the other hand, Gelfand stated that the active involvement of the stakeholders in the business processes will be helping the management in resolving the conflicts efficiently rather than imposing different management paradigms. However, Gotsis and Zoe 704 never negated the involvement of the leaders in the conflict resolution process. Gelfand stated that the resolution of conflicts in the organizational model helps in enhancing the operations of the same and thereby avoid different production lags. The conflicting ideas might create ambiguities in the decision making process that are undertaken by the organization. On the other hand, the conflicts in the management and between the different stakeholders of the organization affect the change initiatives that are planned by the business.
Gelfand stated that the leaders play a prominent role in shaping the conflict cultures in organizations. The management of diversity in the workforce helps the management in enhancing the operation of the business while operating in diverse international markets. On the other hand, the resolution of the different conflicts that are faced by the workforce will be helping the organization in ensuring the smooth functioning of the workforce as per the objectives of the business. Gelfand stated that the imposition of the conflict management steps in the organizational frameworks helps the authorities in minimizing the negative aspects of the conflicts and thereby facilitate consultation with the stakeholders in order to enhance the processes.
On the other hand, Gotsis and Zoe 948 emphasized on the different paradigms that might be utilized by the organizational leaders in enhancing the operation through negation of conflicts. Moreover, Gotsis and Zoe 952 also stated that the resolution of conflicts in the management bodies depends on the non-utilitarian philosophical ethics (Kantian ethics) for understanding the morality of the paradigm. It might be utilized by organizational management while developing positive insights to the problem and thereby issue different sustainable measures. On the other hand, Gelfand stated that the resolution of the organizational conflicts depends on the leader’s understanding of the socially shared norms, which will be boosting the conflict management practices of the same. The exposition of the norms in the manner in which it affects the proper functioning of the business has helped in enhancing the conflict resolution systems of the business while operating in diverse international markets.
The knowledge of suitable conflict management will be supported through the identification of the ethical standpoints that might be considered by the leaders while understanding the issues that are faced by the stakeholders. For an example, the clash of mental setup in a diverse workplace environment might affect the workflow of the same. It might create distractions for the workforce while operating on the common objectives of the business. Therefore, the lessons from the articles will be helping the leaders in identifying the root cause of the conflict and thereby frame strategies in order to mitigate the same through the utilization of suitable management paradoxes. On the other hand, conflicts among the board members while deciding on a process might also create a conflicting situation in the workplace and disruptions in the smooth functioning of the workforce. Therefore, mitigation strategies and choosing the alternative course of action will be helping the management in mitigating the conflicts. The suitable identification of different root causes of the conflicts will be helping the organizational management in facilitating the smooth functioning of the systems as per the objectives of the business. The application of the theorems on different real life situations will be helping the leaders in mitigating the root cause of conflict in order to ensure the smooth functioning of the business operations.
Conclusion
Therefore, from the above discussion it can be stated that the articles reflect on the different conflict management paradigms that might be utilized by the leaders in order to maintain the ethics of the organizational operations. On the other hand, the different discourses that are being discussed in the research will be helping to identify the leader’s role in maintaining the efficacy of the operations.
References
Gelfand, Michele J., et al. “Conflict cultures in organizations: How leaders shape conflict cultures and their organizational-level consequences.” Journal of Applied Psychology 97.6 (2012): 1131.
Gotsis, George, and Zoe Kortezi. “Ethical paradigms as potential foundations of diversity management initiatives in business organizations.” Journal of Organizational Change Management 26.6 (2013): 948-976.
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