Conflict Management At Work

Conflicts in the workplace may have an enormous impact on organizations. The biggest issue is that they can be difficult to solve if a manager lacks experience and understanding of the core concepts of reconciliation. Emaar Properties has to deal with a situation that involves disagreements among members of the management team. Interpersonal conflicts among employees of this company can be extremely problematic and may damage the organization in the long run if managers do not address them.
The central goal of this paper is to discuss ways in which Emaar Properties may solve the situation that has occurred. Additionally, the exploration of various concepts related to conflict management will support the prevention of conflicts in the future.
Intra-group conflict is a disagreement between members of a particular group. Animosity and hostility can be extremely problematic and affect productivity in the workplace. The identification of problems that have led to the development of conflicts is crucial and may help to eliminate the problem. On the other hand, inter-group conflicts involve various groups of employees. Such situations are much more complicated than intra-group disagreements because their scope is bigger most of the time. Moreover, it may be impossible to identify all issues that have caused hostile behavior because many individuals are involved. Overall, this harms organizations in most cases. However, conflicts may benefit an enterprise in some situations because they facilitate discussions and promote change.
Emaar Properties has to deal with an intra-group conflict. The situation is challenging because it affects the organization as a whole. The problem is that the performance of managers is inefficient when they are focused on conflicts and cannot make rational decisions because of disagreements. It may lead to such issues as stress and depression. Moreover, some employees may leave the organization if conflicts affect their ability to work.
As a manager of Emaar Properties, I will review some of the reconciliation strategies and discuss their application to the current situation. A collaborative style focuses on teamwork and requires efforts of involved individuals. It is reasonable to establish relationships with members of the management team and encourage workers to discuss all problems that may lead to disagreements. According to the online book report, this strategy is appropriate in this situation because it will help employees to reach consensus and make decisions that will satisfy all managers. Moreover, it will be possible to avoid conflicts in the future. A competing style can also be extremely successful. A manager has to focus on assertiveness to protect his or her interests and accomplish goals. The weakness of this approach is that it may damage relationships and alter communication patterns. Additionally, some individuals may suffer because of such decisions. Furthermore, this strategy is not suitable in this situation because it is too risky.
Another style worth mentioning is avoidance. The central idea is that a conflict may resolve itself without any interference. However, this approach is unreasonable in this situation because it may require a lot of time and lead to tremendous losses. The issue is that an organization cannot properly function without a cohesive management team. Therefore, it is not recommended to ignore this type of conflicts.
It is clear that the collaborative style is the most reasonable choice in this situation. It facilitates interaction and discussions, and employees are more likely to accept their differences when a manager highlights issues associated with intra-group conflicts in the workplace. It may be reasonable to utilize other approaches or combine them if reconciliation is not successful. Overall, it is necessary to focus on the discussion and analysis of the received feedback.