The essay was aimed to explore the theoretical understanding of conflict nature in working environment, as well as conflict management concept by means of its usage for effective management strategy in achieving the results. Literature review showed that it is indeed possible to find the right balance between application of conflict management technics and keeping the healthy atmosphere within a team at optimal level. Specifically, the mediation process, its benefits, limitations and hidden obstacles expressed in conflict asymmetry, is discussed as one of the ways to cope with conflicts and stay balanced.
Table of Contents
1. Introduction
2. Literature review
2.1. Defining the terms
2.2. Implementing conflict management
2.3. Empirical findings
2.4. Conflict management costs
2.5. Mediation
2.6. Benefits and limits of mediation
2.7. Conflict asymmetry
3. Discussion
Objectives and Research Themes
This essay aims to explore the theoretical nature of conflict within the working environment and examines how conflict management can be utilized as a strategic tool to improve organizational performance and maintain a healthy team atmosphere.
- The theoretical definition and categorization of workplace conflict (C-conflict vs. A-conflict).
- Implementation of conflict management strategies and their situational effectiveness.
- The role and limitations of mediation as a process for resolving professional disputes.
- Analysis of conflict asymmetry and its impact on mediator neutrality and intervention outcomes.
Excerpt from the Book
2.7. Conflict asymmetry
Mediation is most effective when the parties have symmetrical power relations (Moore, 2004). However, most of the times conflicting parties do not perceive the situation in the same way. That means that developed mediation technics could not work as they are supposed to, therefore, the planned outcomes of mediation process are affected and the correction should be considered. Otherwise, there is a certain risk not only for mediation process being not effective but also harmful.
“Conflict asymmetry is the difference in perceptions of conflict among the parties; that is, one person experiences high levels of conflict whereas the other person perceives that there is little or no conflict” (Jehn, Rupert, Nauta & Van den Bossche, 2010). The studies conducted in this field defined that depending on individual perception, conflicting parties could be characterized as “complainants” and “respondents”. “Complainants”, who usually initiates the proceeding, tend to perceive the conflict on high level, keeping the proactive struggle and aiming to win in the conflict situation. “Respondents”, on the other hand, are more passive; they try to slow down or even avoid the process, which at the end provide them controlling position (Lind et al., 1978; Peirce et al., 1993; Tyler, 1986 as cited in Jehn, Rupert, Nauta & Van den Bossche, 2010).
With the regards to conflict management, it is more asymmetry in relationship conflict than in task conflict detected. Herewith, the asymmetry in such situations could be determined by the perceived feeling of injustice, which is measured by comparison process. It leads to possible unsuccessful results or failure of mediation. It also raises a dilemma for mediators. On the one hand, mediators should stay neutral, equally communicate with conflicting parties, and pay the same amount of attention and help. On the other hand, “mediator has to spend more time and energy to the most frustrated party, to let him or her vent emotions, thereby trying to make the conflict more symmetrical” (Jehn, Rupert, Nauta & Van den Bossche, 2010).
Summary of Chapters
1. Introduction: Outlines the ubiquity of conflict in professional settings and sets the essay's goal to explore effective management strategies that turn potential tension into creative opportunities.
2. Literature review: Provides a comprehensive overview of conflict definitions, the distinction between task and relationship conflicts, and existing models for handling interpersonal disputes.
2.1. Defining the terms: Explores various academic definitions of organizational conflict, establishing it as a complex "grey zone" rather than a purely negative phenomenon.
2.2. Implementing conflict management: Discusses various strategies, such as the Thomas model, for managing conflict intensity and optimizing team performance through situational leadership.
2.3. Empirical findings: Reviews existing research on conflict measurement tools and the relationship between conflict management styles and organizational outcomes like trust and turnover.
2.4. Conflict management costs: Analyzes the financial and human resource impacts of poorly managed conflicts and the potential savings achieved through systematic intervention.
2.5. Mediation: Examines the role of neutral third parties in navigating complex conflicts and the specific procedural functions mediators perform to facilitate resolution.
2.6. Benefits and limits of mediation: Evaluates the advantages of mediation—such as cost-effectiveness and relationship preservation—against its inherent limitations like power imbalances and psychological barriers.
2.7. Conflict asymmetry: Investigates the disparity in how parties perceive a conflict, detailing the challenges this asymmetry poses for mediator neutrality and process effectiveness.
3. Discussion: Synthesizes the theoretical findings to emphasize the necessity of high emotional intelligence and professional expertise when managing complex, asymmetrical conflicts in modern organizations.
Keywords
Conflict, Conflict management, Mediation, Asymmetry, Organizational behavior, Leadership, Communication, Team diversity, Trust, Cognitive conflict, Affective conflict, Professional development, Organizational health, Problem-solving, Workplace environment.
Frequently Asked Questions
What is the core focus of this essay?
The essay explores the nature of conflict in professional environments and investigates whether conflict can be leveraged as a tool to improve organizational performance and team outcomes.
What are the primary themes discussed?
Key themes include the theoretical definition of conflict, strategies for implementation in management, the role of mediation, and the impact of perception gaps, known as conflict asymmetry.
What is the central research question?
The work seeks to understand the nature of workplace conflict and determine the best ways to successfully manage such situations to achieve positive business results.
Which scientific methods are primarily utilized?
The author employs a comprehensive literature review, synthesizing findings from organizational psychology, management theory, and empirical studies on conflict-handling styles.
What does the main body cover?
The main body covers the typology of conflicts, various management strategies, the economic costs associated with conflict, the mediation process, and the specific challenges of asymmetrical conflict perception.
Which keywords best characterize this work?
The paper is centered on terms like conflict management, mediation, organizational health, and the duality of cognitive versus affective conflict.
How does "conflict asymmetry" complicate mediation?
Conflict asymmetry refers to situations where one party perceives a high level of conflict while the other feels little to none. This forces mediators to spend unequal amounts of time and energy to balance the perspectives, often threatening their perceived neutrality.
Why is the "irrational human factor" mentioned?
The author notes that while there are theoretical manuals for conflict management, real-world human relationships are unpredictable and driven by emotions, stereotypes, and heuristics that cannot be fully governed by procedural rules.
What is the significance of the "Five Whys" in mediation?
The "Five Whys" technique is introduced as a foundational tool used by mediators to gather objective information about the roots of a conflict before designing a resolution plan.
- Quote paper
- Ekaterina Valeeva (Author), 2016, Conflict Management. Finding a Balance, Munich, GRIN Verlag, https://www.grin.com/document/463248
