conflict management

Given human nature as it is, there are inevitable confrontations in the work place. They are to be managed, not solved. If a constant level of disputes is acceptable in any organization, we need to manage claims and disputes within civilized limits, in order to keep production going unhindered by squabbles.

Having a system in place guarantees all employees that their career plans and goals will not be completely at the mercy of destructive personnel conflicts.

Conflict management is the frame under which HR and personnel departments handle routine grievances and destructive behavior, relying on common practices and legal determinations.

It can include some conflict resolution processes (like mediation) to solve the dispute with both sides' agreement.

Organizations can begin their operations without any dispute resolution process established; then they can move to have a rights-based grievance process; then building on their own experiences can include some interest-based processes, and finally they can graduate to a company-wide conflict management system.

Usually at this late stage, if and when organizations are large and complex enough, they can include an ombudsman.

by Nora Femenia, Ph.D. Are you a writer, passionate about this or any other topic? Join Blogcritics!

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