Conflicts are simply unavoidable in almost any organization. Where ever a group of individuals work in concert, disputes are bound to crop up. Handling and resolving such conflicts is one of the key responsibilities of the leaders and managers of the organization.

Here is a workable and effective technique of handling such organizational conflicts.

Dig up the roots

One must first be aware of the root of the problem, if one intends to solve any problem. The dispute may be on the subject of work techniques, distribution of revenue, distribution of work load; clash amongst the departments, management or unions. Once the root cause is identified, possible solutions can be shaped accordingly.

Get the story from both the sides

The management is supposed to keep away from preferential attitudes, at all costs, when resolving organizational conflict. A patient hearing should be given to both the parties involved in the conflict. Often times, a thorough discussion, between the conflicting parties helps both the parties to gain a new perspective and thus resolve the conflict amicably.

Counsel – don’t direct

In conflicts which have come about due to personal reasons, the management ought to encourage the involved individuals to work out a solution on their own, instead of giving them directions on how to resolve the problem. In such cases all that’s needed is an outlet to expel their ill feelings.

That’s why; listening patiently to both the parties and counseling them is vital for tackling such conflicts. In fact in most types of organizational conflicts – the management should act as a counselor instead of a judge, and help the conflicting parties to come to a mutual consent. Such mutually agreed upon decisions are more likely to be adhered to by the conflicting parties.

Although this conflict resolving technique is by far the best, still you might wan to use one of the regular conflict management strategies that have been in place for years. Here are some of the other strategies that are used to mange organizational conflict.

•    Barricading – This strategy includes forestalling or separating the conflicting parties so that their interaction is restricted. Consequently, the heat and tension of the dispute will lose grounds gradually.

•    Soothing - This conflict management strategy aims at achieving peace for the time being by deliberating on the common points connecting the two conflicting groups.

•    Pressurizing – In this one side wins solely based on its supremacy or authority and the subordinates or the weaker party are usually forced to give way.

•    Open confrontation – Here the conflicting group unswervingly confront each other, frank discussions are held and decisions are made as are deemed fit for the best interests of the organization.