Conflict Management

conflict management

Progressive organisations are becoming better at conflict management between their talent needs of today and the future, and not “saving” top talent for roles yet to become available.This might mean HR needs to take the step of removing employees who are blocking the career progress of others.

Talent management has come a long way from the nine-box model but organisations could be much more proactive in ensuring their best people are assigned to their most important jobs or clients and filling their most important roles now, as opposed to planning for it in the future.

Conflict Management through collaboration works by integrating ideas set out by multiple people. The object is to find a creative solution acceptable to everyone. Collaboration, though useful, calls for a significant time commitment not appropriate to all conflicts. For example, a business owner should work collaboratively with the manager to establish policies, but collaborative decision-making regarding office supplies wastes time better spent on other activities.

Conflict Management through the avoidance strategy seeks to put off conflict indefinitely. By delaying or ignoring the conflict, the avoider hopes the problem resolves itself without a confrontation. Those who actively avoid conflict frequently have low esteem or hold a position of low power. In some circumstances, avoiding can serve as a profitable conflict management strategy, such as after the dismissal of a popular but unproductive employee. The hiring of a more productive replacement for the position soothes much of the conflict.

Conflict Management through the compromising strategy typically calls for both sides of a conflict to give up elements of their position in order to establish an acceptable, if not agreeable, solution. This strategy prevails most often in conflicts where the parties hold approximately equivalent power. Business owners frequently employ compromise during contract negotiations with other businesses when each party stands to lose something valuable, such as a customer or necessary service

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