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Conflict resolution may be defined as a
process in which the individual or the
groups disagrees or are hostile to each other and in which process, individuals or
group functions in opposite directions and frustrates
the other. Conflicts occur when two parties come
into direct disagreement regarding ideas or areas
of interest. A conflict is a dispute, difference
or struggle between two parties that is indicated
by open expression of hostility and or intentional interference in the goal achievement of
the opposing party.
Mutual understanding, self-knowledge and employees participation plays a vital role in
the process of resolution. Therefore, conflicts
should be handled effectively and efficiently, so that
these do not damage the work culture, group cohesiveness and the morale of the employees
for the healthy growth of an organization. Prompt
and immediate conflict resolution is an important
and challenging task for an organization and it
should be carefully handled for the micro and
macro development of the organization.
Behavioral scientists are interested in
studying systematically the behavior of individuals
and groups in organizations and finding ways and means
of enhancing organizational effectiveness as well as the satisfaction of organization
members. Behavioral scientists are psychologists who
have advocated a people-oriented and humanistic approach to minimize conflicts in an organization.
Sometimes conflicts may arise between the management and workers on many issues.
Some workers feel that closed supervision is
undesirable and advocate that supervisors should not
visit their workspot often. But others feel that
close supervision is a must for efficient functioning
of the organization. A worker or a group of
workers has opposite views because of their
personalized and individual interests, attitudes
and perceptions. |
