Conflict and Handling Conflict

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Professor

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 Conflict and Handling Conflict

In our professional endeavors, we are immersed in many conflicts within challenging

workplace environments. I remember a specific collaborative project where the clashes of

various approaches on the strategies and methodologies resulted in disputes that had to be

addressed. Divergent opinions regarding the best direction resulted in a logjam that hindered the

project's success. This conflict was both helpful and detrimental and it fostered communication

and teamwork by increasing understanding among the parties. Regrettably, residual tensions and

implicit dissent suggested unresolved grievances in professional relationships. Though seemingly

content with the terms of the agreement, the participants were still unsatisfied with them, and the

atmosphere was, at best, ambiguous.

After the conflict resolution, the parties felt conflicted, and there was an agreement that

every viewpoint had been recognized. However, dissatisfaction hinted that not all issues had

been dealt with. This indicated the need for a more thoughtful and tuned-in conflict resolution

process, which does away with the fact that not every opinion is taken seriously simultaneously.

As can be inferred from the literature on conflict resolution and professional interaction, a better

approach to dealing with different views would yield better outcomes. Active listening, open

communication, and structured mediation would have ensured a stable base from which the

conflict causes could be resolved (Omene, 2021). If the culture appreciates useful criticism and

different points of view in disagreement, it will not take a stand beyond repair.

Appropriate workplaces require civil conversation, an ongoing willingness to listen, and a

desire to forge positive relationships. The opposite, however, negativity, includes disruptive

behavior, verbal assault, or anything affecting teamwork. Professional civility or incivility leads

to poor relationships in the working setting, besides the argument that team morale and
productivity are affected (Ghaffar, 2020). From a broad perspective, interpersonal relationships,

such as those between professionals, are significant for the patient’s care.

According to peer-reviewed journals, conflict resolution influences workplace and patient

care. Many researchers notice unresolved conflicts increase stress levels, work dissatisfaction,

and patient safety. On the other hand, efficient conflict resolution assumes increased cooperation,

a sense of occupational satisfaction, and benefits observed in patients. Ultimately, professional

inconsistencies are inevitable and demand creative and proactive problem amalgamation. The

multidimensional balancing of good and bad results revealed in this situation highlights the

inherent significance of a full spectrum of conflict settlement measures.

 References

Ghaffar, B., Butt, S. A., & Irshad, W. (2020). The effect of workplace incivility on workplace

deviance under mediating impact of emotional exhaustion, cynicism and professional

inefficacy. Paradigms, (S1), 134-143. 20.2.pdf (ucp.edu.pk)

Omene, G. R. (2021). Conflict management strategies as a prerequisite for effective

organizational performance: An exploratory analysis. International Journal of Business

& Law Research 9 (4), 187-199. IJBLR-D-17-2021.pdf (seahipaj.org)