Monitor conflict resolution process

Every organization charged with the responsibility of having a conflict resolution mechanism which is highlighted in the policy. Conflicts are bad for the organization progress and must be therefore handled appropriately to ensure corporation and teamwork among conflicting parties.

Conflict resolution measures are review for their effectiveness through;
i. Observing the body language of conflicting persons.
ii. Listening to the verbal communication to get feedback about how the conflicting persons are adjusting.
iii. Quality and quantity of production should be assessed.
iv. Assess absenteeism rate of conflicting persons.
v. Assess the cooperation and team work of conflicting persons.
Sources of conflict

Conflicts arise from a myriad of sources including interpersonal change related, external factors, and organizational factors. Interpersonal conflict occurs in the organization from various sources including:
 Office politics, rumours, and other social alienation practices
 Racial and ethno cultural segregation
 Differences in ideas and conflicting perceptions
 Conflict over resources
 Harassment and bullying
 Too much stress and harassment at work place
 Preventing conflict

Strategies of conflict Resolution
 Avoiding: When disputing parties refuse to confront one another.
 Competing: When the disputing parties directly and indirectly confront one another with the purpose of winning a confrontation.
 Accommodating: One disputing person decides to accept the demands of the other to encourage harmony but could lead to unresolved issues.
 Collaborating: The disputing parties become both cooperative and assertive to find a shared and agreeable solution to the conflict.
 Compromising: Here, the participants are partially cooperative and assertive and everyone is willing and able to give up a bit of their views and suggestions and accommodates those of the other party and vice versa.
The following measures are essential in the prevention of conflict in the organization
 Developing strategies to manage conflict at all levels of the organization.
 Establishing sound policies of conflict resolution in the work place
 Preparing employees for changes instead of bombarding them with changes instruction that are disruptive
 Consulting employees before making any decisions at the work place
 Providing fair rewards to every employee
 Ensuring all managers and supervisors are well trained to be able to deal with management responsibilities that involve interpersonal interactions and communications.
 Keep the channels of communicating open at all-time
 Providing feedback to employees regularly
 Understanding and appreciating the different personalities of employees

Signs of conflict at workplace
 Reduced motivation
 Unpleasant behaviour
 Falling productivity
 High attrition rate
 Increase staff absenteeism
 Increase in the number of grievance