There are other various potential advantages that can be obtained through the correct handling of conflict. These involve the enhancement of the functions and operations in an organization or any relationship, development of feasible options, boost in motivation, elimination of abusive cases, greater initiatives and artistry and reduced expenses obtained through hard work. Apart from the significant benefits, the advantages of power when properly handled can also be enhanced through conflict control. The company or the relationship transforms into becoming more capable in formulating manners on handling conflicts and can apply these procedures with lower obstacles and problems encountered (Kestner, 2002).
On the other hand, if conflict is improperly handled and controlled in the organization or human relationships, the disadvantage of power will be attained also. For example, wayward options and choices established by the dictatorial leader of an organization will posses a lesser quality; companies and firms under the leadership of a passive leader will be able to possess a smaller workforce and opportunities of recruiting the workers who are highly qualified for the task will be slim; and concepts that will lead for the organization’s success will also be lessened because the power within the organization is centralized in one person only.
The end result is that efficient interactions and communications become also hard to establish, and various conflicts will emerge. With this, the capabilities of the workers will be deprived accordingly. More conflicting communications between the leadership and the workers will be developed, leading to lower worker trustworthiness and increased manpower losses (Wilmot, 2005).
How perceptions of conflict affect communication
In the most typical view, empowering the individuals for a better communication in the environment would mean being understanding, extremely likeable and enthusiastic as well as inspiring. In order for this to be achieved, the management needs to possess these essential communicative and interactive characteristics to efficiently control conflicts. Particularly, Potter (1996) stated that organizational people always have to be optimists, easy to deal with and appreciative as well. Aside from these, they must also take the powerful responsibilities of leadership and inspiration to their colleagues.
Through this method, a diversified but excellent working group can be established without undergoing unnecessary conflicts. Also, organizational leaders must have lots of opinions regarding the positive and negative qualities of their workers, which eliminate the gaps that are usually present among working groups.
Cloke (2005) stated that open communication among the individuals concerned can be attained through empowerment, which is also an integral element that will aid in controlling conflicts. In order to establish open interaction between the people coming from various races and ethnicities, communication channels which include educating and control processes should be always accessible. Educative initiatives are typically viewed as a gradual process that provides the answer for attaining equality in a diversified work setting, while the intense immersion to objective-oriented results possesses this exact factor in a limited duration.
This, at least, ensures that various organizations are able to possess the similar information in the work setting. This procedure is transformed towards the foundation of empowered organizations, taking heed to the advantages that other empowered people can contribute to an endeavor. This also puts emphasis to the importance of individual learning for the people to adapt to other cultures.
These seem to prove more effective in removing the gaps and enhancing communication in diverse and conflict oriented organizational settings, in contradiction to the first two perspectives. Even though empowerment and communication is as integral as vigilance against the deadly impacts of conflicts in the organizational communication process brought about by misunderstandings, these actions are rested on the shoulders of the management. Every person must possess the skill to comprehend power and communication, and to confirm that it is an opportunity to broaden new factors for the organization.
Aside from transparent communication and empowerment, the developments in organizational processes and procedures are also perceived to be other mechanisms of controlling conflict. According to Cloke (2005), power within the organization must be the main emphasis of policy actions for controlling conflicts.
Moderating behaviors in conflict In order to defeat these potential conflict problems in any relationship, the assets as well as the correct strategies must be established for the relationship’s growth and success.
1. Teach the people involved in the relationship as a whole. The people involved in the relationship should basically be the one responsible for this suggestion. The people must be oriented regarding the importance of giving respect to their colleagues that possess various beliefs and attitudes. Trainings and seminars on varied outlines and programs must be included in the orientation process as well. Meetings and gatherings must be consistently done within the organization or the people in a relationship through the initiatives of the management in order to teach each person regarding the potential setbacks of mishandling conflicts. Also, these meetings will enable questions concerning behavioral variances to be issued and met (Cahn, 1992).
2. Behavioral Conflict Education. As the people involved in the relationship transforms into becoming varied in their behaviors, inner dilemmas within the relationship can probably take place. In order to prevent this, every person in the relationship must be taught together regarding the behavioral diversity in the relationship. The correct behavior and traits must be implemented by the people in the relationship. Evaluation and the necessary punishment must be issued to people that frequently disobey the policies concerning the appropriate behavioral approach, and this must be relayed properly and comprehensively to the people in the relationship as well (Wilmot, 2005).
3. Consultation to Conflict Experts. Conflict experts and counselors answer conflict issues based on behaviors which can be handled and provided solutions. The conflict experts and counselors must be fair and understanding all the time. The people involved in the relationship in this area must function in cooperation with the management for the handling of huge behavioral conflict issues.
4. Correct Approach of the People in the Relationship. The people involved in the relationship must be well-versed and knowledgeable of the ongoing behavioral issues. They must be taught on how to manage behavioral issues through seminars and meetings. Biased and unfair judgment must not be implemented within the relationship in any manner. Proper punishments to violating sides must also be formulated.
5. Improvement of behavioral management. The people in the relationship must be knowledgeable of varied behavioral issues. In controlling problems and misunderstandings based on conflicting behaviors, the supreme knowledge of the people involved leads to excellent and fair choices and policies.
6. Implementation of various behavioral management programs. People involved in the relationship must implement various behavioral management programs. The inclusion of different perspectives coming from various people in the behavioral management programs must be done. These will not only enhance awareness and understanding among the people involved in the relationship, but more significantly, these programs will motivate cooperation and comprehension among them (Perlow, 2003).
In order to enhance bonding and cooperation amidst behavioral diversity in the relationship, assets gathered from ample finances, effective behavioral management, improved stability, correct attitudes and transparent interactions, must be used.
Apart from these assets, efficient policies must be utilized as well. One of these is to realize these behaviors primarily, and then establish manners to effectively manage behavioral dilemmas. Another is to become knowledgeable concerning these varied conflicts based on behaviors. People in a relationship can prevent behavior related problems by becoming knowledgeable regarding conflicts that they face. This information can be obtained through frequent studies, interacting with other people from various races and ethnicities, educational policies, and learning from previous cases.
Essential elements of cultural knowledge are comprehension of personal behavior and establishing behavioral knowledge by possessing a wide range of information on attitudes and perspectives of other people, rather than viewing them through the scopes of traditional biased categories. Lastly, efficient implementation is through the development of a plan for the relationship to prosper. Often the plan of the relationship symbolizes the beliefs of just a particular person, resulting to behavioral dilemmas. In such scenarios, planning in the relationship becomes imperative in order to enable the mechanism to become more adaptive to behavioral perspectives of each other (Cloke, 2000). Conclusion
Human behavior in the relationship is a typical factor that affects the performance of the relationship. Many research studies specifically put into the spotlight the correlation between human behavior and the success of the relationship to this issue. However, human behavior in the relationship may also be identified through misinterpretations in occupation, sexual orientation, or place of birth. For relationships who wish to function properly, lifelong behavioral learning is an essential element. In the issue of behavioral lifelong learning, the objectives can be achieved if the people in the relationship will do the learning initiatives to other unknown societies.
More often than not, lifelong behavioral learning in the relationship can aid the people involved in managing the problems of internal functions. The responsibility of the people involved in the relationship should be emphasized not only due to its advantageous impacts but also due to the fact that it is a valid approach.
Cahn, D, 1992. Conflict in Intimate Relationships. The Guilford Press
Cloke, K, 2000. Resolving Personal and Organizational Conflict: Stories of Transformation and Forgiveness. Jossey-Bass
Kestner, P, 2002. The Conflict Resolution Training Program, Set includes Leader's Manual and Participant's Workbook. Jossey-Bass
Perlow, L, 2003. When You Say Yes but Mean No: How Silencing Conflict Wrecks Relationships and Companies... and What You Can Do About It. Crown Business; 1st edition
Wilmot, W, 2005. Interpersonal Conflict. McGraw-Hill Humanities/Social Sciences/Languages; 7th edition