Answer. The society plays an important role in conflict management. There are many examples that most of the conflicts are solved by society. But, the media also helps to manage the conflict. Media helps to clear the misunderstandings between them.

The society plays an important role in conflict management. Wrong information, less or wrong understanding creates or increases conflict. In such case, fair conversation between both the parties must be done. This helps to solve the misunderstanding between both the parties.

It helps in unifying a society or a group when some external aggression occurs. Conflict prevents the ossification of the social system by exerting pressure for innovation and creativity. Conflict plays a corresponding role in group organisation. Groups reach the maximum of unity and solidarity in overt conflict.

How should you resolve conflict?

1. Understand the conflict.
2. Communicate with the opposition.
3. Brainstorm possible resolutions.
4. Choose the best resolution.
5. Use a third party mediator.
6. Explore alternatives.
7. Cope with stressful situations and pressure tactics.

3 causes of conflict

• Poor communication. Every workplace relies on communication to get tasks done quickly and successfully.
• Misunderstandings, particularly regarding policies and practices. Businesses often have many policies and regulations.
• Personal differences.

The thing to remember is, conflict isn’t always bad. Conflict can be very healthy. It increases awareness of problems that exist and provides a reason for finding a better way forward. When conflict is valued it encourages an environment where change is seen as positive – a way of making things better.

Positive Effects of Conflict in an Organization

• Social Change,
• Decision Making,
• Reconciliation,
• Group Unity,
• Group Cooperation,
• Inspire Creativity,
• Share and Respect Opinions,
• Improve Future Communication, and.

Effectively resolving workplace conflicts has many benefits for your organisation:

• Increased performance, productivity and motivation.
• More effective leadership.
• Increased trust.
• Creation of effective working relationships.
• Employee retention.
• Reduced stress, absenteeism, presenteeism.

Advantages And Disadvantages of Conflict

• Improved Problem Solving. Openly addressing conflict and discussing opposing views can offer many benefits in regard to problem-solving.
• Improved Relationships.
• Decreased Productivity.
• Low Morale.
• Apathy and Abandonment.

The most obvious disadvantage of conflict is the toll on emotions. Employees with high morale are likely to work harder, stay with the company and be more productive. When employees feel they are being bullied, taken advantage of or facing favoritism, they may begin looking for another job or performing poorly.

Violence during armed conflicts causes destruction and limits market transactions. Public and private assets are destroyed, people are maimed or killed, and markets shrink as a result of higher transaction costs. In addition, people change their behavior to survive amid violence.

The 10 Benefits of Conflict

• Opens our eyes to new ideas.
• Opportunity to verbalize needs.
• Teaches flexibility.
• Teaches us to listen.
• Teaches us patterns of behavior.
• Leads to solutions.
• Practice communication skills.
• Helps us to set limits.

Conflict, while often avoided, is not necessarily bad. In fact, conflict can be good for organizations because it encourages open-mindedness and helps avoid the tendency toward group think that many organizations fall prey to.

Conflict is inevitable — in every workplace. Rather than shying away from it, conflict is a major part of reaching for better solutions, better ideas, and innovations. It’s being able to deal with problems that galvanize teams and makes them more adept at overcoming the challenges that occur naturally in business.

Tips for Managing Conflict

1. Accept conflict. Remember that conflict is natural and happens in every ongoing relationship.
2. Be a calming agent.
3. Listen actively.
4. Analyze the conflict.
5. Model neutral language.
6. Separate the person from the problem.
7. Work together.
8. Agree to disagree.

Kenneth Thomas and Ralph Kilmann developed five conflict resolution strategies that people use to handle conflict, including avoiding, defeating, compromising, accommodating, and collaborating. This is based on the assumption that people choose how cooperative and how assertive to be in a conflict.

Examples of Conflict Resolution Skills

• Assertiveness by a supervisor who convenes a meeting between two employees who have engaged in a public dispute.
• Interviewing and active listening skills utilized by a human resources representative to define the nature of a conflict between a supervisor and subordinate.

One of the most common outcomes of conflict is that it upsets parties in the short run (Bergman & Volkema, 1989). However, conflict can have both positive and negative outcomes. On the positive side, conflict can result in greater creativity or better decisions.

There are five main causes of conflict: information conflicts, values conflicts, interest conflicts, relationship conflicts, and structural conflicts. Information conflicts arise when people have different or insufficient information, or disagree over what data is relevant.

Sources of Conflict in an Organization

• Goal incompatibility and differentiation.
• Interdependence.
• Uncertainty and resource scarcity.
• Reward systems.

The ability to successfully resolve conflict depends on your ability to:

• Manage stress quickly while remaining alert and calm.
• Control your emotions and behavior.
• Pay attention to the feelings being expressed as well as the spoken words of others.
• Be aware of and respect differences.

Let’s take a look at the Six-Step Method for Resolving Conflict.

• Define the problem.
• Come together and communicate.
• Establish relationships.
• Develop an action plan.
• Gain commitment.
• Provide feedback.

Strategies for Handling & Resolving Conflicts with Clients

1. Determine if the problem is worth discussing.
2. Use the right body language.
3. Focus on the facts not on personal opinions.
4. Allow everyone to speak.
5. Be mindful about language.
6. Refocus the client on the impact.
7. Approach the problem with empathy.

Most people would rather live a life free of conflict than spend their days full of conflict resolution scenarios. But anyone in customer service can tell you conflict is an inevitable part of working with people. When done well, conflict resolution can rescue business relationships and build trust with customers.

Here are some common causes of workplace conflict and some tips on how to avoid them

• Resistance to Change.
• Unclear Job Expectations.
• Toxic Work Environment.
• Differences in Personality.
• Poor Work Habits.

The sources of conflict include changes in relationships, power struggles, life changes, and poor communication.

The opposing force created, the conflict within the story generally comes in four basic types: Conflict with the self, Conflict with others, Conflict with the environment and Conflict with the supernatural.

In particular, three types of conflict are common in organizations: task conflict, relationship conflict, and value conflict. Although open communication, collaboration, and respect will go a long way toward conflict management, the three types of conflict can also benefit from targeted conflict-resolution tactics.

All conflict falls into two categories: internal and external. Internal conflict is when a character struggles with their own opposing desires or beliefs. It happens within them, and it drives their development as a character. External conflict sets a character against something or someone beyond their control.