Conflict refers to the occurrence of a disagreement between two different parties, normally, individuals, a group of individuals, or organizations. Conflict is common and is witnessed in almost all workplaces, houses, and public places as often as daily. Disagreements and quarrels from conflicts tend to slow down activities. Therefore, there is a need always to install the conflict resolution styles and manage conflicts. Collaborating, Competing, Compromising, Accommodating, and avoiding are the most outstanding management styles known to be used in conflict resolution. These various styles are used in organizational setups, family conflicts, and conflicts which arise in public places. Conflict managers are tasked with selecting the most appropriate management style with the conflict in question. Making this decision depends. The case of John and Mike requires a shrewd conflict management decision. An appropriate leadership style offers tasks to both the two parties in a bid to help them through their conflict.
The conflict management style that I would use to solve the conflict between John and Mike is Compromising. This particular style will seek to offer moderate satisfaction for both parties (Holt & DeVore, 2005). I would have loved to offer a win-win for both Mike and John. Nevertheless, this case is presented by the complexities of illegalities. John’s tendency to be late for work is a habit that he ought to understand that has to stop. John is aware that he is practicing illegality and would only survive through it when the issue does not reach the management. Therefore, convincing him to compromise the lateness tendency would not be so much hard to ask. The eventual result of this negotiation that I propose would be a win-loss for Mike and John. Mike is set to win from this negotiation in the sense that tasks will be delegated fairly to both of them without one complaining of being overworked.
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Collaborating would be the most appropriate style usable in allocating tasks to both Mike and John. After a serious quarrel between the two individuals, it is important to select a leadership style that would ensure that the two parties get to receive tasks without feeling overworked. Collaborating is a conflict management style that is responsible for awarding a win-win result from two conflicting parties, and having them come happily out of negotiations (Baddar, Salem & Villagracia 2016). In the case of John and Mike, there are chances that one may feel offended after the quarrel and view the tasks delivered to them to be unfair. I would, therefore, have them both down and together, create a difficulty index for the various tasks. With a difficulty index or its equivalence, issuing the tasks equally to Mike and John will be an easy task. In as much collaborating would consume a lot of time and energy, I would use it because John and Mike had reached an extreme level of conflict.
Time management is very key in ensuring that both Mike and John complete their tasks in time. According to Adair (2009), effective time management is good for enabling individuals to execute organizational tasks in shorter durations and get results. There are various strategies that ought to be used at the organization by the two employees to help them finish their tasks in good time and without errors. Setting clear expectations and timelines is the number one strategy for time management. Expectations help in the evaluation of success, while timelines are good for knowing what to do at every given time. Planning is yet another strategy that the duo should do. Planning tends to outline the specific activities that every step identifies. Additionally, Policy building with reference to time will help Mike and John to have their plan guided by time management policies. Setting priorities is also one very important strategy of time management. This strategy will ensure that the two workers work on their priorities first ahead of anything.
Scheduling mileposts is also important in a case like this. The scheduling would start by putting down the details of the task in a written document. Subsequently, the following step is determining and recording the order of executing tasks within the organization. Order of tasks is important in the sense that it enables me as a manager to have the employees work on a uniform process and have uniform results. Another important step in such a case is the step of identifying employees and allocating tasks. Just like I have done with Mike and John, allocating tasks is very important. Apart from that, it is important for me as a manager to keep an eye on the progress of the tasks as they are under the work of the two employees. Reviewing the tasks as executed by the duo is key in checking on their progress from time to time. Specifically, I will check on the various steps and mini-tasks within the project to see if they are all completed as required.
In summary, conflict resolution and strategic management are two important aspects that every manager should treat with utmost keenness. Conflicts may arise among employees at any one time without notice. To ensure continuity of the organization’s projects as well as the well-being of the organization, it is therefore important that a manager hold specific knowledge on conflict resolution. Time management is equally important in a business organization. Specifically, there is a need to employ time management to ensure that employees get hold of project tasks, completes them with the required things.
References
Adair, J. (2009). Effective time management: How to save time and spend it wisely . Pan Macmillan.
Baddar, F., Salem, O. A., & Villagracia, H. N. (2016). Conflict resolution strategies of nurses in a selected government tertiary hospital in the Kingdom of Saudi Arabia. Journal of Nursing Education and Practice , 6 (5), 91-9.
Holt, J. L., & DeVore, C. J. (2005). Culture, gender, organizational role, and styles of conflict resolution: A meta-analysis. International Journal of Intercultural Relations , 29 (2), 165-196.
