Introduction
Through-out my career, I had to deal with conflict management in the workplace and in ADM 353 Leadership Development we researched the various styles to manage conflicts, one of the areas of study was on competing, collaborating, compromising, avoiding and accommodating as it relates to this subject. In my current employment, there has been some tension between a few people; therefore, on the subject of “Work Place Conflict Management,” I intend to present some conflict management strategies that can help resolve some challenging situations in the workplace. Conflict happens in all workplaces and is very diverse in nature. The adverse consequences can range from an unproductive work environment, decreased customer gratification,…show more content… Emotional intelligence allows leaders to implement skill sets learned as it pertains to self-awareness, self-regulation, blaming others, motivation, and empathy. Implementing conflict management with emotional intelligence in the workplace can be a great tool for managing people, there is no one style that is considered the best. Implementation of any of the five styles (competing, collaborating, compromising, avoiding and accommodating) will depend on the severity of the issue; in addition, more than one style can be applied. In the case of Mr. Doe the avoidance style seems to be used if any, he was moved to three different sections over many years without directly addressing his personal and on the job difficulties. His being moved to different sections only prolong the situation without addressing his needs and focus on unlined problems. In my research one factor with moving an individual around is conflict management style accommodating; this can be a temporary fix, usually, the problems repeat itself in a vicious cycle of workplace…show more content… This management decision goes back to the organization's established communications channels; for example, an industry that has already established a positive rapport will not have as much damage control as it relates to conflict and both sides are already communicating to formulate a resolution. Leaders must remain in control and focus on established patterns to avoid common pitfalls associated with personalized events. The focus on the ethical process in conflict management should always be considered from the needs of the individual and your organization. The core competencies of your organization's ethical practices should be well understood and be part of recurring training at all levels of from top to
