Discussion Post
Part 1
In the current world and organizational frame, the occurrence of conflict is inevitable hence; both the employees and the employer cannot avoid conflict. Conflict in the organization ought to be avoided to the better extent since the normal operations in the organization are always influenced by conflict. The number of conflict occurrence in the organization always affects the conception of the employees when it comes to undertaking the duties and tasks available. However, the conflict occurrence in organization is vital in the sense that it maintains a steady generation of methods and ideas vital in resolving conflict (Hillel 11).
In my opinion, the best conflict handling style will dwell entirely on the layout of the organization. However, the best conflict resolving technique is the collaborating style. The collaborating style involves both the two parties benefiting hence reducing the outcome of the conflict. In most organizations, conflict usually occurs between the management and employees (Collins & O’Rourke, 2009). In this case, the collaborating style ensures that both the management and employees receive equivalent win-win paradigm. The collaborative conflict resolving technique is normally vital for complex situations in the organizations hence contributing to achieving a novel solution.
However, it requires a higher degree of trust and time consuming before the conclusion is attained. Collaborative conflict resolution is vital in attaining a potential HRM position because of the ability to resolve the increasing conflict existing between the employees and the management. The collaborative conflict resolution technique is also vital in the sense that it is vital in advocating for legislative change (Eunson, 2012). For instance, before attaining a certain position in the organization, the leader might need to attain some proposal offered by the members of the organization.
Part 2
In accordance to the colleagues posting, it is true that the collaborative conflict resolution style is the most effective method to resolve conflict in the organization. The best technique of solving conflict existing between two parties is ensuring that all parties are considered in the conflict resolution plan. For this reason, the collaborative style is considered the best in the sense that all the members of the conflict are considered in solving the existing problem. To ensure that all the parties involved in the conflict are fully satisfied, the collaborative method of solving conflict is the best. One of the key aspects that contribute to the effectiveness of the collaborative conflict resolution mechanism is the fact that it provided a win-win impact to all parties. Most of the conflict resolution techniques always result to a win and a defeat (Collins & O’Rourke, 2009). The losing nature of the other conflict techniques discourages the losing team. For this reason, agitation of granges and other more complex conflict might be triggered between the parties in subject.
The current increasing instances of conflict in the organizations need to be solved in a skillful manner to ensure that both parties benefit in the end run. However, it is never an easy task to use the collaborative style as the best way to resolve the exiting conflict between parties. This is for the key reason that both the teams will require enough time to analyze the existing rules and regulations vital in solving the conflict. The parties involved in the conflict will have to take time to consider the options offered before actually deciding on the best option (Hillel 15). Therefore, the collaborative conflict resolution mechanism is time conflicting and requires dedication to achieve the best results.
Reference
Hillel Schmid. Leadership Styles and Leadership Change in Human and Community Service Organizations. Accessed on 29th December 2012.
Eunson, B. (2012). Conflict Management. Hoboken: John Wiley & Sons.
Collins, S. D., & O’Rourke, J. S. (2009). Managing conflict and workplace relationships. Mason, Ohiho: South-Western Cengage Learning.
