Conflict resolution in the workplace
Conflict is a fact in any relationship including the work area. Still, it is important to emphasize that some conflicts should not be seen as good or bad, they are just differences. Many times when there are disagreements between players these issues are left on the table without giving much emphasis. Unfortunately some of these conflicts have reached a level that ends in a physical altercation. When things get out of proportion, the sports psychologist is called in to intervene as a third party to mediate the situation. This process can take weeks. This paper attempts to raise awareness to owners of The Sluggers baseball team, their ...view middle of the document...
On the other hand organizational factor conflicts are those arising from the nature of the work entity and the way work is structured: limitation of resources, unfair treatment, role ambiguity and role incompatibility, contradiction of goals, organizational changes, information deficiency, and environmental stress, (Beheshtifar & Zare, 2013). Now, I stress the fact that these conflicts can happen between teammates, managers to players and vice versa, or between managers and coaches. Unsolved, or unsatisfactorily resolved conflicts perceived by one or all parties in the situation can lead to worse consequences, (Jehn, Rupert, & Nauta, 2006).
Conflicts do not always come to light immediately because parties will intent to use mechanisms to deal or solve them. These mechanisms are not always the most appropriate. A manager o coach that becomes aware of something going wrong with their team should pay attention and try to solve it before it escalates to another level, (Fisher & Santana-Gonzalez, (2013). Addressing a conflict as soon as possible does not mean to be made lightly or quickly. Individuals serving as mediators must be impartial, show true interest between the parties, and above all be prepared in the area of conflict resolution. A mediator should never favor any party, (Montgomery, 1995). Studies related to the perception of asymmetry (inequity or favoritism) in the process of settlement of conflict demonstrate that this can lead to absenteeism, lack of motivation and job dissatisfaction after the resolution, (Jehn et al., 2006).
The solution of a conflict should be an organized process. For this it is recommended using five steps of action: defining causes, understanding points of view, clarifying preferences, examining alternatives, and gaining commitments. On step one, defining causes, the main goal w is to identify what is causing the issue. It is important to ask all parties in the situation because they could be various matters. Ask open questions such as: what are the circumstances, what are the details, what in going on. On step two, understanding points of view, are the hidden thoughts behind the circumstances; these are the most difficult to find. Use questions such as: In your opinion, what is the main issue her. What is your personal view? Step three, clarifying preferences, here the mediator seek solutions among the parties. This would be like a brainstorm of possible solutions to the conflict.
Step four, examining alternatives, study all options...