Introduction
Companies require varied mindsets and perspectives in the workplace today to be innovative and succeed. Conflict will likely arise when people with different viewpoints and ideas operate collaboratively. Organizations might benefit from some disagreement since it can create a diversified and effective working environment. However, unresolved conflict can result in various organizational issues, such as workplace discomfort, which reduces productivity and increases turnover. According to Swanson (2016), leaders have the power to affect productive conflict outcomes by influencing the resolution cultures that exist within their organizations. Leaders should know how they handle conflicts, foster a collaborative workplace culture, and take conflict resolution courses.
Discussion
Workers are frequently expected to cooperate. Although it is impossible to anticipate that every employee will get along, it is reasonable to anticipate that they will be polite and cooperative. The company leadership is responsible for establishing a conflict-friendly culture. A leader’s avoidant, dominant or collaborative conflict behavior help create a conflict culture that affects how their subordinates handle conflicts (Swanson, 2016). Leaders who use avoidant or domineering conflict resolution techniques have lower innovation and customer service levels. On the other hand, leaders who practice a collaborative conflict style foster an environment where staff members collaborate better and experience less burnout. Therefore, leaders should employ effective conflict styles to manage dispute since negative quarrel is costly.
Costly conflicts are those that are mishandled or are not resolved. Swanson (2016) estimates that employee stress costs the United States’ economy $300 billion annually, including lost income through absenteeism, decreased productivity, and medical expenses. Furthermore, conflict can lead to workplace gossip, diverting attention from productive work and fostering a hostile work atmosphere. Organizations can gain a lot by ensuring their leaders have the relevant training to comprehend their conflict management style.
Conclusion
Training leaders is essential for corporate culture by boosting staff motivation, raising participation and output, lower employee burnout, and improving the company’s ability to handle conflict.
Reference
Swanson, R. (2016). Stop, collaborate and listen: The cost of conflict in the workplace. From Science to Practice, 2(1), 15-17.