How can we get something positive from conflicts (which are inherently unavoidable) - learn to be open, reflective and listen - a very useful idea?
https://www.kornferry.com/institute/conflict-management-opportunity-emotional-intelligence?lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_recent_activity_details_shares%3BnApl0ud3SUy5veFsR%2FQXyw%3D%3D&licu=urn%3Ali%3Acontrol%3Ad_flagship3_profile_view_base_recent_activity_details_shares-original_share_object
In academic life usually there is a subtle conflict, people may have different views and coming from different schools of thoughts and have different personalities; however, we do not see such conflict as an obstacle so long as it does not aim at deviating the organisation from its goals or affect the day to day work and overall productivity. Such differences could be on the contrary a mechanism for effectiveness, ensuring better quality and enabling the organisation to grow. On the other hand communities and organisations in which employees are too much into personal relationships might face poor progression and slow productivity. People might spend more time sharing their stories. In such communities errors might be covered up because of relationships and investigations might be totally avoided. In such cultures work, problems will progressively accumulate with no desire to solve them or the ability to take proper decisions. However, if conflict has become beyond control and people are unable to differentiate between accountability, inter-relationships or their conflict has affected the quality of work, there should be a mechanism to direct the conflict into a positive domain, particularly if the people involved have good qualities and there are bridges to build and enable them to show leadership for example on tasks that do not necessitate from them to work together, if there were personal conflicts. I think we have in the organisational systems a range of strategies that could turn such differences into positive outcomes and can be used as a tool for engagement.
I would recommend reading HBR Guide to Dealing With Conflict. The book From Harvard Business School and gives real examples. The most important here is self-awareness, watching your emotions, show leadership and focus on the eyes of the organisation and the big picture..
https://www.amazon.com/HBR-Guide-Dealing-Conflict/dp/1633692159
In academic life usually there is a subtle conflict, people may have different views and coming from different schools of thoughts and have different personalities; however, we do not see such conflict as an obstacle so long as it does not aim at deviating the organisation from its goals or affect the day to day work and overall productivity. Such differences could be on the contrary a mechanism for effectiveness, ensuring better quality and enabling the organisation to grow. On the other hand communities and organisations in which employees are too much into personal relationships might face poor progression and slow productivity. People might spend more time sharing their stories. In such communities errors might be covered up because of relationships and investigations might be totally avoided. In such cultures work, problems will progressively accumulate with no desire to solve them or the ability to take proper decisions. However, if conflict has become beyond control and people are unable to differentiate between accountability, inter-relationships or their conflict has affected the quality of work, there should be a mechanism to direct the conflict into a positive domain, particularly if the people involved have good qualities and there are bridges to build and enable them to show leadership for example on tasks that do not necessitate from them to work together, if there were personal conflicts. I think we have in the organisational systems a range of strategies that could turn such differences into positive outcomes and can be used as a tool for engagement.
I would recommend reading HBR Guide to Dealing With Conflict. The book From Harvard Business School and gives real examples. The most important here is self-awareness, watching your emotions, show leadership and focus on the eyes of the organisation and the big picture..
https://www.amazon.com/HBR-Guide-Dealing-Conflict/dp/1633692159
Very valuable contribution. The management systems of companies, professional exchange platforms etc. normally use institutionalized supervision and mediation to settle such conflicts.
Dear Chandana Watagodakumbura , yes I believe conflict is an opportunity for creative change and development.
"Conflict is the begining of conssiousness" ~Mary Esher Harding.
" He who has learned to disagree without being disagreeable has discovered the most valuable secret of a diplomat". ~Robert Estabrook.
When conflicts occur with people we work or live closely with, a unique opportunity for personal growth presents itself. These conflicts can be very difficult, frustrating and hurtful, but the situation doesn't have to end there. Most people understand that they have blind spots or flaws that are apparent to others. At some point in our maturing process we begin to understand that we have a responsibility to address these issues. We may need to change the habit, thought pattern or attitude that makes it difficult for others. Sometimes just acknowledging that you are aware of those shortcomings will help the other party, but words without action will erode trust. Instead we have the opportunity to use that information to motivate us toward change and following through on implementing it.
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