Conflict Resolution by Managers
Introduction
Conflicts
have been, are, and will be a natural part of our lives. An individual
constantly responds to stimuli from the surrounding environment. If they
are in conflict with their interests, there is a tension and hence a
conflict situation. In accordance with this consideration, conflicts are
the reality of our life but some methods of their resolution or
non-resolution, such as mutual insults, rudeness and violence, are not
necessities of our lives.
Just
as in the general view of conflict resolution in people's lives, also
in the context of interpersonal conflicts, it is possible to specify
their positive impact on human relationships and the social world of
people as such. Rue and Byars see this positive effect in a number of
areas, highlighting the "dynamizing" aspect of conflict action and its
resolution. Social conflicts mobilize communication, emotions, and
behavior.
A
productive conflict helps to clarify the issues at stake and plays an
important role in the development of interpersonal relationships, social
groups, organizations, and communities that are likely to be stagnant
if they are trying to persistently prevent these conflicts. However, the
correct solution of the conflict also plays an important role in
developing the personality of a particular person. That is why it is
more important to pay attention to how the conflict should be managed
than to prevent it. A major challenge in conflict management is,
according to the aforementioned authors, to prevent and avoid the
escalation of the conflict, or to exploit its potential for productive
discussion. Eggert and Falzon also pointed out the possible positive
impact of the conflict, which is linked to a constructive conflict
resolution.