Conflict Management, 1st Edition by Stephan Proksch (auth.)

By Stephan Proksch (auth.)

This publication attracts on quite a lot of sensible examples to explain how conflicts inside organizations are generally controlled and the complementary clash administration tools that may be hired. Stephan Proksch truly explains those leading edge tools and their capability purposes. The vital concentration is on mediation as a good kind of clash answer. dialogue and wondering strategies as clash administration instruments are defined in easy and concise terms.

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Extra resources for Conflict Management, 1st Edition

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Spacious offices and expensive cars suggest power and can in this way gain meaning. Conflicts are regulated by deployment of the various forms of power. But for the most part they are not resolved, as the cause of the conflict often remains ignored. The costs of unresolved conflicts (from missed opportunities, frustration, staff turnover. ) are however frequently accepted in return for the benefit of speedy decision-making and the maintenance of structural stability. 1 Positive and Negative Aspects of Power Use of power in organisations is however not only to be viewed negatively, but rather as a plain necessity.

If she gets involved in mediation, the outcome is uncertain. What happens if she doesn’t like the result or if it has incalculable consequences? Better to turn to the traditional processes! This can be deceptive. Especially in tense situations, decisions often have unforseeable effects. When an integrative conflict management method is used however, then new, innovative solutions become possible, that are supported by the participants because they have developed them themselves. At the same time, 42 3 Complementary Forms of Conflict Management employees’ trust and loyalty grows because they were included in the search for a solution.

Dealing with conflicts is frequently a key issue in coaching. If conflicts are suppressed, glossed over or denied, they often escalate and lead to crisis situations. Coaching can make a valuable contribution to conflict prevention as well as to dealing with conflicts. What differentiates coaching from mediation? In mediation, there are always at least two parties to the conflict and two different positions. While a mediator works on bringing the two parties together, a coach focuses on the interests of his client and assists him in understanding and dealing with conflicts.

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