Conflict management strategies should aim at keeping conflict at a level at which different ideas and viewpoints are fully voiced but unproductive conflicts are deterred.
Often in organizations, separate business units may drive towards different goals. For example, the goal of a security controls department is to ensure the security of the corporation and its customers. This goal often affects performance and work output to other business units, such as one that focuses on generating revenue. As an executive or manager, it is imperative that goals be set at the corporate level and fully communicated to all areas of business. Jeff Weiss and Jonathan Hughes write, “One of the most effective ways senior managers can help resolve cross-unit conflict is by giving people the criteria for making trade-offs when the needs of different parts of the business are at odds with one another” (96). Therefore, if executives and managers communicate goals and criteria effectively, two things will happen in this scenario. First, business units will understand the basic role and importance of security. Second, security will understand how corporate decisions impact revenue. Clearly, management can overcome differences in goals through effective communication.
Managing Conflict in Meetings - Communication Skills …
There are perhaps as many theories for managing conflict as there are types of conflict. Ranging from formal models to more simple problem-solving techniques, these theories offer many creative approaches to resolving conflict in various settings. Possibly the most important part of the conflict resolution process is using the most appropriate resolution for the conflict at hand. To be sure, using the wrong antidote to attempt to cure an ailment is a waste of time and resources. The following overview of some conflict management theories may aid in selection of the most effective management tool(s).