Conflict Management
... finds a way to look busy while actually doing nothing. These types of situations can easily create hostility among individuals in the workplace. Conflict can be addressed in many ways, but the important goal is to achieve or set the stage for true conflict resolution (Schermerhorn, Hunt, Osborn 378). The company I work for has a direct approach dealing with conflict where the goal is to achieve a win-win solution. This approach allows all parties involved to work together to find a solution while maintaining a good relationship. Direct conflict management proceeds with different combinations of assertiveness and cooperativeness by conflicting parties (Schermerhorn, Hunt, Osborn 390). I remember a time at work when my department had to deal with a hostile co-worker. He was very short-tempered and often resorted to insults or slamming files on his desk. At first, as a department we tried to settle it ourselves by asking him to calm down and letting him know how inappropriate his behavior was. After successful bliss, our concerns went to the manager. The manager gave each of us an opportunity to address our issues with the matter. During the course of these discussions we found that we were somewhat at fault as well. So we all compromised, he agreed to watch his mood swings and promised not to act out erratically and we agreed not to ‘push his buttons’ if he seemed hostile. Although it did take some time, his behavior has improved and we all get along just fine. Conflict situations offer an opportunity to choose a style for responding to the conflict. The organization I work for strives for a win-win solution because it is better when everyone is satisfied. The win-win conflict resolution is achieved through collaboration and problem-solving (Schermerhorn, Hunt, Osborn 390). All issues between conflicting parties are raised and openly discussed. This way, nothing is avoided or suppressed and eliminates reasons for ongoing or reoccurring conflict. B...