Fast and Furious franchise is among the biggest movie-making group in the 21 st century. However, the franchise future is in jeopardy as the conflict has ensued between three leading male actors in the recent past. The battle between Dwayne Johnson, whose role in the franchise is that of a government agent as Agent Hobs and Vin Diesel who acts like Dominic Toretto. Dwayne Johnson also has a conflict with Tyrese Gibson. The conflict has been fuelled by the differences in serving philosophies between the three actors. Fast and Furious eight, which was the last movie that the group produced is said that in most instances, the three members did not act the scenes together but at different times. It is also said that Dwayne Johnson might not appear in the Fast and Furious nine movie because of these differences ( Eames, & Fletcher, 2018) .
Conflict Resolution Approaches
The existence of a conflict in the workplace led to the development of conflict resolving methods. There are five general approaches applicable in determining conflict in organizations, including conflict avoiding, accommodating, collaborating, compromising, or competing ( Singer, 2018) . Conflict avoidance is not the most comfortable way, but it is an effective way of stopping an impending conflict from maturing. Avoiding conflict involves one party that acknowledges the existence of differences with another employee but agrees to walk away or withdraw. It is an assumption that there was no conflict at all.
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According to Singer (2018), accommodating involves the subordination of one's interest in the interest of others. It is a way of accepting the differences that are present and seeing the view of another person. Accommodating is highly encouraged at work because people will always have their differences that are embedded in the personality of an individual. Providing the differences helps in the creation of teams and collaboration in places of work.
Competing is the act of standing one's ground. Holding one's ground involves defending one's idea and position ( Singer, 2018) . It is an approach that requires courage because it is inconsiderate. The two competing parties have to do anything to prove that their position or idea is right. It is a way of justifying a belief. It is a short term approach of conflict resolution but can prove detrimental to a workplace in the long run.
Compromising involves having two conflicting parties to find a partial solution that is acceptable to both parties ( Singer, 2018) . The differences are tabled, and the small differences are made away with while the significant disputes are negotiated. It is an approach that is used when both conflict parties are unwilling to back down and do not want to collaborate to eliminate their differences. Finding a universal solution that does not favor any party but partially satisfied each party is what is known as compromising.
Singer (2018), says that collaboration is working out the differences as a team to find a lasting solution. The conflicting parties come together to listen to the opposing team and finding areas of agreement and goals and ensuring that all sides understand each other. The approach requires creative thinking to resolve the issue without any side conceding.
Negative and Positive Consequences of Conflict
While conflicts occur in the organization, there is a tendency to have a variety of consequences that can be classified as positive or negative. Negative effects of conflict may include absenteeism, reduced teamwork or collaboration, and diminishing productivity ( Abiodun, 2014) . When there is a conflict between the employees, it affects the employees psychologically and can result in job dissatisfaction or poor performance.
Employees do not have the psych to attend work while there is a quarrel or another form of conflict. Such disputes result in absenteeism, which affects work. Conflict does not support teamwork because of the differences existing. Personality differences have been identified as one of the critical reasons for conflict in place work. These differences decrease the chances of workplace collaboration. In the long run, it can lead to reduced productivity. Conflict decreases the productivity of the employees. In the long term, conflict can result in the failure of a department or an organization from attaining its goals ( Abiodun, 2014).
Conflict can result in positive consequences. Conflict can result in social changes, improved communication, inspire creativity, reconciliation, sharing of ideas, and respecting opinions ( Abiodun, 2014) . Conflict can result in accelerated changes in organizations. For example, extreme conflict in a firm can result in an overhaul. Conflict can help improve the communication of the members of an organization when they come together to resolve or air their differences. Conflict can inspire creativity in that conflicting parties may work together to address the challenge. Conflict can foster the reconciliation of parties that have had differences in a long time. Workplace conflict can also result in the sharing of ideas and respecting the opinions of others.
Fast and Furious Franchise team should have used the collaborative approach to resolve the conflict. Movie making involves bringing different groups together. For the conflicting actors, it was essential to come together and tackle the problem for the long-term. The franchise has been in production since 2001, which is an indication of how the actors have done work together — considering that there is a possibility to produce another movie in the future collaboration between the conflicting parties would have resulted in better outcomes. The possible outcome of collaborating for the incompatible cast members would be the success of another movie in the future. Collaborating would also increase the chances of these actors working on a different product other than the fast and furious franchise.
Each of the above-mentioned ways of resolving conflict has strengths and weaknesses. The strengths of conflict avoidance are that it saves time and supports the ideas of working together. The inadequacies of conflict avoidance are that it may hide and harbor and existing conflict. The accommodating approach helps in that it helps people relate well and fosters teamwork among the team. Accommodating the interests of others is an indication that one is willing to work with others by embracing the differences in the workplace. The weakness of accommodation is that it hinders ideas sharing and respecting the opinions of others ( Wallensteen, 2018) .
The strengths of the competing approach are that the ideas of each party are listened to, creates healthy competition, and enables creativity in employees. Competing, however, kills the ability of the conflicting parties to work as a team towards the same goals since each party is determined to win. Competing can also lead to the long-term existence of a conflict. The strengths of compromising are that a team can achieve the organizational goals with the existing conflict. Compromising also brings different teams together, which can help in improving work relationships. However, compromising is a short term solution, as none of the team leaves the negotiations happy. It is an indication that conflict will occur in the future ( Wallensteen, 2018) .
Collaboration approach strengths include that it is long term solution, improves communication, and encourages teamwork. However, collaboration exercises can be time-consuming because the two parties are required to work together despite the differences ( Wallensteen, 2018) .
References
Abiodun, A. R. (2014). Organizational conflicts: Causes, effects, and remedies. International Journal of Academic Research in Economics and Management Sciences , 3 (6), 118.
Eames, T. & Fletcher, R. (2018). Fast and Furious feuds explained: A timeline of the cast's beefs. Retrieved from https://www.digitalspy.com/movies/a804382/fast-and-furious-feud-a-timeline-of-dwayne-johnson-and-vin-diesels-beef/
Singer, L. (2018). Settling disputes: Conflict resolution in business, families, and the legal system . Routledge.
Wallensteen, P. (2018). Understanding conflict resolution . SAGE Publications Limited
