In The Effect of Leadership on Conflict Management , Erzen & Armağan (2015) argue that leadership has a significant impact on conflict management within any given organization. In this regard, the author s , backed with findings from a m eta - analytic research, assert that leadership is always at the center of every conflict initiative in any given organization. However, they also recognize that leadership can play both a positive and a negative role . For instance, leadership can solve a conflict through consensus or by clos ing all avenues that might cause conflicts . Conversely, leadership can also be the source of conflict in the organization. Against this backdrop, the authors conclu de that leadership ought to take a bipartisan approach and defend the interests of the given organization during the process of conflict prevention and resolution. This position is further supported by Saeed et al. (2014).
The author s are mainly concerned about three key issues. The first point is that leadership can either create or solve conflicts. I n this case, t he adopted leadership style comes under sharp criticism . This is particularly if leaders continuous ly create a disjointed team as opposed to unifying the subordinates. Secondly, the author s point out that leadership does not have to sit back and wait for conflicts to occur before intervening. Rather, they argue that c onflict mitigation is an important aspect of conflict management and resolution. Unfortunately, most leaders either ignore the need for mitigation or do not understand its role in conflict resolution process . Lastly, the authors reckon that any attempt b y the leadership to take sides in a conflict fuels the feud even furthe r.
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Informed by the arguments above, my take is that in the process of p eople management , conflicts are inevitable . This is not only the case in law enforcement but also in other fields. However, the effect s of conflicts on a particular organization depend on the steps taken by the management to mitigate or re solve them. Often, conflicts occur due to inconsistencies and failures of the existing leadership . This is particularly with respect to develop ing , adopt ing and implement ing strategies that are aimed at emphasiz ing the need for cohesi on and team spirit. Nevertheless, taking sides in the event of a conflict , the management can only offer a partial or temporary solution. Therefore , in law enforcement, fostering a consensus i s very critical in conflict resolution .
References
Erzen, E., & Armağan, Y. (2015). The Effect of Leadership on Conflict Management. In Leadership and Organizational Outcomes (pp. 225-237). Springer International Publishing.
Saeed, T., Almas, S., Anis-ul-Haq, M., & Niazi, G. S. K. ( 2014). Leadership styles: relationship with conflict management styles. International Journal of Conflict Management , 25 (3), 214-225.
