Conflict Resolution

Individual and groups are the two most important building block of any organization. The key elements of any group are interaction, time and feeling of mutual dependence for a goal accomplishment. The groups are either formed as an initiative of the individual of the groups or by authority of an organization for a fixed task and duration. Over the years organizations have recognized the importance of working in teams and the results it can produce. Although the benefits in working with a team are innumerable but then too can fail and are unable to deliver the desired results or get the task accomplished.

Conflict can be defined as disagreement or contradiction between two or more values, perspectives or opinions between two or more individuals. At an organizational level, conflicts are more probable as working with other individuals in a team leads to more and frequent interaction. Many reasons can be listed for conflict at workplace for e.g. Poor communication within the team, insufficient amount of available resources, personal dynamics at individual levels of compatibility or leadership problems.

However, it would be incorrect to assume that all conflicts are detrimental to a team. At times, disagreements within the team lead to exploring new ideas and means which leads to better performance or output by the team. It also prevents the stagnation and decay of the social system by stimulating innovation and creativity.

Conflict resolution as defined by Wikipedia is “the process of attempting to resolve a dispute or a conflict. Successful conflict resolution occurs by listening to and providing opportunities to meet the needs of all parties and to adequately address interests so that each party is satisfied with the outcome.” Conflict situation, if dealt with tact it can lead to improved performance, creative ideas, better cohesion within the team and decisions. On the reverse mishandling