Week 4

I used to be a conflict avoider. I believe one should "pick their battles", but as I learn more about myself, discover, and practice tools to help deal with conflict, I find conflict is where understanding, change, and growth happen.

(Nelson & Quick, 2008) define conflict as any situation in which incompatible goals, attitudes, emotions, or behaviors lead to disagreement or opposition between two or more parties. They maintain "managers spend 21% of their time dealing with conflict, and conflict management skills are a major predictor of managerial success." (p. 12-5)

Twenty-one percent of one's time is significant. Additionally, and in my opinion, globalization will keep this trend alive and well. Consider the following statement: "An organization whose workforce consists of multiple ethnicities and cultures holds potential for many types of conflict because of the sheer volume of individual differences among workers." (Nelson & Quick 2008, p. 12-13)

Therefore, given the inevitability of conflict, what are the attitudes, behaviors and actions to successfully resolve conflict?

(Nelson and Quick, 2008) suggest the key to managing conflict in a multicultural workforce is understanding cultural differences and appreciating their value. Additional tactics for creating a conflict-positive organization include: (1) valuing diversity and confronting differences; (2) seeking mutual benefit and uniting behind cooperative goals; (3) empowering employees to become confident and skillful; and (4) reward successes and learn from mistakes. 

Honestly, I am not always comfortable in the moments of conflict, but I am learning to appreciate the additional understanding and positive changes that results from resolving, rather than avoiding conflict.

References:

Nelson & Quick. (2008). Organizational Design and Structure In Understanding Organizational Behavior (Third Edition)