ILM Level 3 8600-312 Understanding Conflict Management in the Workplace Assignment Help UK

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Assignment task 1: Understand conflict management in the workplace

AC1.1 Identify causes of conflict at work

Conflicts at work can have numerous causes, including the following:
Personality or Work Style Differences: When members of a team differ on techniques or attitudes, it is common for quarrels and friction to ensue.

Communication breakdowns: Miscommunication or a lack of clear communication will always result in misunderstandings, irritation, and conflict.

Competing for Resources or Opportunities: Limited resources, recognition, promotions, and work assignments may result in a battle among staff members.

Conflicting Goals or Priorities: Employees or departments may have opposing objectives. This might lead to misunderstandings and poor levels of teamwork.

AC1.2 Describe the stages in the development of conflict

Conflicts typically occur in a cycle of stages, such as:

Stage 1: Latent Conflict: There are underlying issues that have not yet led to an open conflict. This stage often involves unspoken tensions.

Stage 2: Perceived Conflict: People become conscious of the tension, but that can remain below the surface without confrontation.

Stage 3: Felt Conflict: Frustration or anger is now felt. People may feel personally involved. This stage can become the onset of active conflict.

Stage 4: Manifest Conflict: Open argument occurs with manifest conflict in behaviour and interaction. Productivity and teamwork suffer during this stage.

Stage 5: Conflict Resolution or Suppression: The conflict is either resolved or suppressed. If resolved, the relationships can improve; if suppressed, the conflict may recur.

AC1.3 Explain the effects of conflict on individual and team performance at work

Decreased Productivity: Conflict may negatively impact individual and team performance by distracting individuals from completing tasks.

Increased Stress and Low Morale: Conflict raises stress, which lowers morale and work satisfaction and may lead to greater turnover.

Reduced Team Cohesion: Conflict may tear teams apart, undermine collaboration, and ruin team cohesion, making it impossible to collaborate toward common goals.

Impact on Customer Satisfaction: An unresolved dispute causes workers to conduct in such a way that their behaviour, either directly or indirectly, may harm the connection with consumers, resulting in low customer satisfaction.

AC 1.4: Explain Any Recognised Technique a Manager Could Use to Minimise and Resolve Conflict in the Workplace

There are several better-known practices that managers can use to manage conflict effectively, including the following:

Mediation: In this concept, a neutral third party—the mediator—encourages conflicting parties to hold discussions so they may reach a mutual agreement.

Active Listening and Communication: The managers can establish openness through active listening, clearing up miscommunications, and encouraging employees to voice their concerns constructively.

Collaborative Problem-Solving: This method entices the parties to work with each other to come up with solutions that mutually benefit them while meeting each party’s needs.

Negotiation: This is whereby the managers use negotiation skills to elicit a mutually acceptable agreement between the conflicting parties such that all benefit from it and their voices are heard.

AC 1.5: Describe How a Manager Could Promote a Positive Atmosphere to Minimise the Adverse Effects of Conflict

Maintaining a positive attitude at work to prevent and reduce conflict.

Promote Open Communication: Promote an atmosphere at work where staff members may freely express their thoughts and worries without worrying about retaliation. The manager may also encourage this by allowing the subordinates to express themselves, which will lead to candid conversations free from animosity.

Acknowledging Diversity: Respect among team members is fostered by diversity; therefore, embrace the differences and strive for inclusion. This will lessen the likelihood of miscommunications as opposed to confrontations.

Role expectations and limits: Clearly defining role expectations and limits will help employees understand their obligations and reduce the extent of conflicts with work-related activities.

Team-Building Activities: They focus on fostering relationships and trust, and they promote frequent team-building so that managers may foster a friendly and cooperative team environment.