Interpersonal Skills and Conflict management

Conflict is a state of class that happens when we share our views and experience with other peoples in a group or in organization. We experience conflicts on a daily basis at both from the large organizations to a tiny corporation. There can be various possible reasons that arises conflict. Few most common reasons are understanding same thing differently, cultural differences between peoples in a group, different thinking styles and philosophical outlooks. When two individuals or groups views and perceives a certain matter in different ways according to their above mentioned nature can initiate conflicts among themselves. Sometimes peoples fear and force can also lead conflict.

When in conflict people have five basic conflict handling positions:
1. Avoiding
2. Accommodating
3. Competing
4. Compromising
5. Collaborating

Conflict is inevitable, but it can be reduced and turned into something positive. It negatively impacts productivity, morale and ultimately the results. A modest level of conflict can be useful in generating better ideas and methods, inspiring concern and ingenuity, and stimulating the emergence of long-suppressed problems. Interpersonal communication skills is the foundation for making the hostile work environment and it allows the supervisor or manager an opportunity to build a good relationship with the overall workgroup. In an organization peoples are required to work with a group. Because of cultural differences among the team member a tremendous amount of interaction is required. Interpersonal skills can help to create the right workplace climate reducing disruptive behavior. Also supervisors and leaders should respect their employees to accomplish a goal. Interpersonal communication has many dimensions. Interaction with other people allows individuals the opportunity to develop and enhance their own ideas and share valuable information with the others. Through the proper perception of the interaction employee can find solutions to improve their organizational effectiveness. Interpersonal skills develop good employee relations with the workforce through visual and verbal imagery making employee more satisfied and fulfilled.

No one likes to deal with conflict, but the truth of the matter is that we must. Problems that aren't dealt with tend to fester and spread into other areas and relationships. Conflict Management Skills can help in resolving employee relations issues quickly and more effectively, and can create greater satisfaction with the workgroup. Surveys show that managers now spend about 20 percent of their time on conflict resolution. And, as employees are asked to communicate with a greater variety of people, they need their own conflict management skills. Most of us are less skilled at handling conflict than we should be. Although studies show that a negotiating behavior is usually the best response to a conflict situation.

Disordered management style and issues exacerbate the conflict because the communication gets distorted and people become frustrated in a workgroup. Managers should always address up difficult situation and speak up. Effective listening skills convey information properly. Listening what the person says, and responding to the conversation on a positive way reduces workplace conflict. Conflict of any type creates some type of emotions such as anger, frustration, and sorrow. Managing these emotions through respect and careful manner can establish a good relationship with the workplace. With all these techniques improve your conflict-management skills that will go a long way in fostering positive employee relations with a workforce.

Groupthink: Enhance the group discussion process to minimize conflict

Groupthink is mode of thinking that is exhibited by group members. In a large organization many peoples need to work together for the same goal. Groupthink occurs when group members makes faulty decision because of the lack of clear ideas and the cultural differences of group members and ideology.

Causes of groupthink:
Groupthink is likely to happen in a highly cohesive group where members are working on similar background. In a cohesive group cultural difference among group members, poor communication skills may lead conflict in the decision-making task. Groups naturally look for consensus and will often come up with a false consensus, even when individual members disagree.


Symptoms of groupthink:
According to Dr. Irving Janis Groupthink concept there are eight symptoms that are indicative of groupthink:
Illusions of invulnerability - creating excessive optimism that encourage taking extreme risk.
Rationalization – no reconsideration of group's assumptions.
Beliefs in morality - members ignore the consequences of their actions.
Stereotyping – avoid suggestion from those who are against to the group that may lead conflict in future.
Direct pressure - members are strictly asked not to make arguments against the groups view.
Self-censorship - ideas that deviate from the apparent group consensus are not expressed.
Illusions of unanimity - among group members, silence are viewed as agreement.
Mindguards — self-appointed members shield the group from problematic information.
When these symptoms exist in a group during group decision process, there is chances of happening groupthink.

Tips to prevent groupthink:
Followings are the probable ways to prevent groupthink
Leaders should assign a role to each member encourage everyone to be a critical evaluator
Do not have the leader state a preference upfront
Set up independent groups for the same work platform.
Discuss the group’s ideas with others outside the group
Invite others into the group to bring fresh ideas
Appoint a Devil’s advocate

Apply these entire factors to avoid groupthink and encourage group members to discuss possible solution to group decision.