HPB

Conflict Management

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Navigating conflict that has a cross-cultural element  is a process of working to optimize the positive aspects of conflict whilst limiting the negative aspects. In working with you to manage conflict our objectives are twofold:

  • 1. To enhance learning of how conflict is created, the dynamics of conflict and techniques to resolve conflict
  • 2. To ensure positive group outcomes, which can include the reduction of conflict and aggressiveness, a better cohesion and effectiveness in an organizational context.

Organisational conflict can include conflict between colleagues or within teams as well as conflict with hierarchy. We will work with you to identify which approach is the most appropriate one to smooth diffiuclties and resolve conflict. This can be through working individually with people concerned or with the team as a whole, in a support and advice role. Alternatively, if the conflict is deep and blocked, mediation as an approach can be suitable for disputes between co-workers, particularly when it includes interpersonal conflict and multicultural disputes.

In the mediation process, each party is listened to separately before working together in joint sessions. Coaching can also be used at the beginning of the process in order to develop awareness of the different needs and perspectives of the individuals involved and identifying the communiation styles that may be contributing in an unintentional manner to the conflict.

When organizational conflict involves managers and subordinates, alternative mediation models can also be employed to improve communication.

Conflict management between two parties from different cultures needs to be based on an awareness and recognition of cultural differences as misunderstandings are more likely to arise when there is a lack of awareness of culturally determined differences in communication practices and thought processing.