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Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
When communication is thorough, accurate, and timely, the organization tends to be vibrant and effective. [3] Communication is central to the entire management process for four primary reasons: Communication is a linking process of management. Communication is the primary means by which people obtain and exchange information.
Conflict is a common form of communication during this stage; oftentimes, it acts as a way to test how much the other can tolerate something that may threaten the relationship. Knapp believes that differentiating can be the result of bonding too quickly; meaning, sufficient breadth and depth (see: Social penetration theory ) was not established ...
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
Communication is often seen as crucial to maintaining a healthy relationship, and the way one resolves conflict is important to maintaining healthy relationships. [ 7 ] Thomas and Kilmann proposed five modes of conflict management, developed from 1960 to 1975, which can be used to handle particular conflicts. [ 2 ]
With the fast evolution of technology, companies have to stay up to date with communication tools that facilitate the workplace communication. Some of these include email, blogs, instant messaging and even social media sites such as Twitter and Facebook. It is important to keep in mind that sending an email, a fax or a letter does not ...
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Interpersonal conflict in the workplace can also lead to counterproductive work behaviors. [86] Interpersonal conflict with the supervisor can lead to counterproductive work behaviors such as defiance, undermining, and colluding with coworkers to engage in deviant behavior. [87] Interpersonal conflict with peers can lead to counterproductive ...