FORGIVENESS AND RECONCILIATION

Forgiveness and Reconciliation

Forgiveness and Reconciliation

Conflict

Conflict is not a simple difference of opinion, or feelings, it is a total or partial incompatibility between one or more individuals on objectives, intentions and interests. Conflicts between workers and employers are typical disputes because they include face to face factors of the production process, labor and capital in response to this situation. Examples: disputes arising from unfair dismissal, the breach of the collective agreement, and so on. The conflict is both an expression of need and the sign of an obstacle to the satisfaction of it. Only by finding a new balance between these two components that allow the conflict to play it is the most pivotal role: lead us to a fulfilling change (Ury, 2009).

Ideology, character, social and cultural values are factors likely to create tensions. If the differences of views are normal, they should not turn the confrontation systematically. Adopt an avoidance strategy, while remaining courteous, may be the solution for people who do not have to work together. Legal disputes arise from the application or interpretation of labor standards, legal or contractual obligations.

When conflict occurs, many of us seek to minimize the conflict by avoiding the person we had conflict with, or by avoiding the situation that led to the conflict. Others — those who are by nature competitive — fight back with anger and hostility, thereby escalating the conflict. Both responses are costly to the employer. The conflict-avoidant employees, by pulling out of the conflict, are depriving their employers of their skills and ideas. The competitive employees, who tend to escalate the conflict, are expending time and energy on the conflict rather than on their work (Hellriegel, 2011).

Therapist and mediator, Bill Eddy, believes we live in a culture of blame and disrespect. Another reason for our conflict ridden workplace is that due to our weakened economy, people are having to work longer hours and with greater responsibility, the stress of which can lead to conflict. Finally, the increasing use of teams in the workplace, though a positive development, also creates the possibility of increased unresolved conflict.

Conflict management

Options for coping with conflict in the workplace are several. First, employers should consider offering conflict resolution training to their employees. Learning more about the causes of conflict, the nature of conflict, and techniques for approaching those we are in conflict with, can make a significant difference. Second, conflict coaching — a relatively new option — is a one-on-one process that helps individuals develop strategies and new approaches to dealing with a particular conflict, or with conflict in general.

Tolerance for disagreement is an individual difference defined as the “…threshold individuals have for dealing with interpersonal conflict” and has been used by researchers to help understand why perceptions of conflict can differ. People who are tolerant of disagreements enjoy the process of conflict and debate and are comfortable at odds with others. If women are socialized as girls to accommodate and compromise, then it follows that they will likely tolerate disagreements less as ...