Conflict resolution provides an opportunity to boost employees' performance and effectiveness vital in organizational development. In every organizational conflict, employees have to express themselves on tasks that they disagree on. On the other hand, the manager listens and evaluates each idea based on merits and viability in its implementation. They can also grow into exceptional leaders who make a difficult decision and handle conflict without avoiding issues. In the process, each team member learns a concept from the other person, thus, welcoming open-mindedness. As Adu et al. (2015) outline, it is the right avenue for information gathering and relationship building where the manager can identify fundamental interests, values, and suggestions. For instance, during a conflict, amicable solutions that invite both parties to express themselves give a sense of value on an employee's views without disregarding what they have to say. When managed properly, it improves worker's performance and satisfaction that helps with productivity as the entity outlines the best way to move forward using the best approach that caters to employees and company needs.
The resolution invites varying perspectives that encourage creativity and innovation. For managers and employees involved, conflicts can bring out the best ideas to bring forth a staff concept. When employees can think and take risks, they can foster innovative ideas even when their colleagues disagree. Since the company can back up such ideas with designs and models, it profitably taps into creative energy. According to Schulze et al. (2014), healthily resolving conflicts grows employees' intellectuality and skills as they look forward to different answers and different responses. For instance, as people argue their points out, they want to show that they had valid reasons not to agree with the other colleague because their concepts are worth the fight. As the manager identifying such unique strengths encourages the formation of strategic purposes, methods, and technology that ensures ideas flourishes forward into ideal concepts.
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References
Adu, I. N., Muah, P., Sanda, M. A., & Sarfo, F. (2015). The Role of Conflict Management in Improving Relationships at Work: The Moderating Effect of Communication. Journal of Emerging Trends in Economics and Management Sciences (JETEMS) , 6 (6), 367-376.
Schulze, A. D., Stade, M. J. C., & Netzel, J. (2014). Conflict and conflict management in innovation processes in the life sciences. Creativity and Innovation Management , 23 (1), 57-75.
