What is conflict, really, how can it impact an organization
and how can we resolve it more satisfactorily in the work place? David Dana in
The Dana Measure of Financial Cost of Organizational Conflict (2001), suggests
that “chronic unresolved conflict acts as a decisive factor in at least 50% of
departures and that conflicts account for up to 90% of involuntary departures,
with the possible exception of staff reductions due to downsizing and
restructuring."
Conflict is defined by Answers.com as "a state of
disharmony between incompatible or antithetical persons, ideas, or interests; a
clash.” Thus, conflict is a natural part of life and the work environment.
Resolving and preventing workplace conflict from getting out of hand is a
sizeable challenge that businesses and other organizations face and need to
address on a regular basis. A number of ways exist in which we might address
conflict at work, including ways that each of us might approach conflict in our
own workplace.
Obliging (also known as accommodating) occurs when
surrendering one's own conflict needs and wants (position) for the satisfaction
of the other. This works when the relationship with the other party is more
important than one’s conflict goal.
Avoiding is, essentially, the process of ignoring or
glossing over the conflict topic or even denying that the conflict actually
exists and, in some cases, leaving the scene of the conflict. While some folks
like to use this as an immediate or temporary strategy, the conflict cannot be
resolved by avoiding.
Integrating (also known as collaborating) occurs when people
work together to find a situation that can satisfy mutual interests. With this
strategy, individuals have a high concern for their own and for the other’s
interests.
