Free Report Sample on Conflict Resolution

Introduction

Conflicts occur within an organization when the parties involved have divergent opinions or interests. Thus, conflict resolution is a regular occurrence that can either disrupt or propel a team's operations or an entire organization. Compromising and collaborative traits can help leaders to resolve disagreements within an organization (Almeida, 2017). The collaboration will allow them to interact with both parties and identify their underlying concerns. Compromising helps the leaders develop a mutually acceptable solution that partially satisfies the conflicting parties (Almeida, 2017). Thus, the traits prevent one of the parties feeling as if their concerns were overlooked.

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Strategy of Improving Communication

Communication is vital and fundamental to all administrative and managerial activities in an organization. Communication plays a significant role in increasing productivity and creating satisfaction among employees. However, achieving effective communication is a challenge for most organizations. Training of employees on how to obtain the best communication skills can improve the conveyance of information in a company. Communication skills will help employees communicate with different customers under diverse circumstances (Adu-Oppong & Agyin-Birikorang, 2014). Administrators can also improve communication by clarifying the purpose of each form of communication within an organization (Adu-Oppong & Agyin-Birikorang, 2014). They need to identify the most crucial goals they wish to achieve through communication.

Employee Motivation

Employees are valuable to an organization, and thus, their motivation should be important to the management of an organization. There are several approaches to motivating employees to improve their behavior and performance within an organization. Financial incentives are used to motivate workers and improve their productivity. Regardless of the many motivation approaches, money has a vital role among them. The financial incentives are significant when they are related to the employees' ideas or achievements (Aleksic-Glišovic et al., 2019). However, their impacts are short-term, and they may be counteractive if they are not accessible to all members. Recognition of commitment and empowerment also motivates workers to improve their behavior. The recognitions are a form of positive feedback that an organization recognizes the contribution of employees. An organization can realize employees through official events to award prices, cash prices, certificates, and increased free days (Aleksic-Glišovic et al., 2019). Flexible working schedules are also being used as a motivation approach. The flexible schedules help workers to create a balance between their jobs and private lives.

Primary Roles

Besides motivating employees, the management of any organization has four primary roles. First, planning involves defining an organization's goals and determining the necessary strategies and actions required to achieve them (Raduški, 2017). The management anticipates the future and initiates a strategy on how to get there. Planning is a fundamental prerequisite for other management roles or functions.

Secondly, organizing is another function that involves assembling and coordinating financial, human, technological, economic, and physical resources required to achieve an organization's goals (Raduški, 2017). The activities involved here include the allocation of resources and specifying the role of employees.

Third, leading is a function that involves efforts by managers to initiate high productivity and performance among workers (Raduški, 2017). The management uses their knowledge and power to create enthusiasm and inspiration to achieve the organization's goals. They also create a suitable environment for the employees to improve their performance.

Lastly, controlling is the management function, which involves progress monitoring and taking the necessary steps or changes to ensure organizational goals are achieved (Raduški, 2017). It helps the management detect actual and potential deviation from plans on time and take practical corrective actions. Controlling provides managers with information that helps to keep an organization on track. It involves actions like performance monitoring and identifying any problems related to the performance of the organizations.

These primary functions of management are achievable by the use of particular management skills. Technical and conceptual skills can help managers to fulfill these roles without neglecting any of them. Technical skills will help managers to utilize technology or several techniques. The managers can properly understand the best technologies to adopt for their organizations (Mostafa et al., 2015). The conceptual skills help managers to reason and formulate ideas that can improve the operations of an organization. They can analyze organizational problems and create practical solutions to them. Interpersonal skills also help the management achieve its primary function by interacting and working closely with employees (Mostafa et al., 2015). They allow them to utilize human potential properly.

Conclusion

Training of employees is an effective strategy that improves communication, manages conflict, and develops a strong organization and ethics. Workers can be taught about ethics and organizational culture while at their workplace (Priya & Sudhamathi, 2019). It helps workers to develop skills that can help them to maintain an influential corporate culture. The organizations can also adhere to the code of ethics that guides the business activities of its country of operation (Priya & Sudhamathi, 2019). Motivation and co-operation can also help in managing conflicts and improving communication. Collaboration or co-operation helps in uniting employees as they work towards achieving organizational goals. Unity improves communication and reduces conflicts within the organization.

References

Aleksic-Glišovic, M., Jerotijevic, G., & Jerotijevic, Z. (2019). Modern approaches to employee motivation. Ekonomika, 65(2), 121-133. doi:10.5937/ekonomika1902121A

Almeida, J. (2017). Leadership in conflict management. The case of tourism versus territory conflict. Finisterra, 52(104). Doi:
https://doi.org/10.18055/Finis6967

Adu-Oppong, A. A., & Agyin-Birikorang, E. (2014). Communication in the workplace: Guidelines for improving effectiveness. Global Journal of Commerce & Management Perspective, 208-213. https://www.longdom.org/articles/communication-in-the-workplace-guidelines-for-improving-effectiveness.pdf

Mostafa, A., Habib, H., Farzad, Q., & Nahid, J. (2015). Prioritizing managerial skills based on Katz’s theory in physical education offices of universities in Iran. World Applied Sciences Journal, 20(3). doi=10.1.1.389.8563

Priya, M. R., & Sudhamathi, S. (2019). Strategies for sustaining the organizational culture and its dimensions. Advance and Innovative Research, 6(2), 219.
http://iaraedu.com/pdf/ijair-volume-6-issue-2-xxxv-april%E2%80%93june-2019.pdf

Raduški, D. (2017). Basic management functions in culture and arts organisations. Management: Journal of Sustainable Business and Management Solutions in Emerging Economies, 21(81), 59-66. https://doi.org/10.7595/management.fon.2016.0024.