The following article is part of the self-preparation for the modern BVOP® Human Resources Management Professional Certification program.
While conflicts may result in improved outcomes, they may be a reason for drops in motivation, waste of time and resources, people leaving the organization, or negative organizational image.
- Conflict management activities may include:
- Identifying the parties
- Identifying the issues that cause the conflict
- Sharing concerns
- Cooperation
- Conceding
- Agreements
- Accepting
- Post-conflict support
The Business Value-Oriented People Management (BVOPPM) office needs to manage the conflicts, reduce their negative aspects and create a positive outcome to some degree.
Conflict management activities may include:
- Identifying the parties
- Identifying the issues that cause the conflict
- Sharing concerns
- Cooperation
- Conceding
- Agreements
- Accepting
- Post-conflict support
Identifying the parties
Identifying the parties may include:
Which specific individuals are involved in the conflict
Conflicts may involve more than two individuals. All of them need to be identified and informed about the conflict, and a session with the BVOPPM office representatives needs to be scheduled.
The roles of the individuals in the organization
Identifying the roles, positions, responsibilities, skills and other attributes that may provide information about the parties involved in the conflict
The context of the individuals
The context (reasons for conflict, concerns, etc) of the parties may provide an initial understanding of the conflict.
Identifying the issues that cause the conflict
Identifying problems may require interviewing the parties directly and investigating problems, emotions, tasks, or events. The root cause of the conflict must be understood.
Sharing concerns
Sharing concerns needs the participation of everyone involved in the conflict. Concerns and feelings are clearly stated. BVOPPM office representatives listen and collect the shared information.
Cooperation
The BVOPPM office representatives need to define the steps necessary to ensure the cooperation of each party and make a statement of the way it may assist in the collaboration between parties.
Each party shares their needs, demonstrates possible outcomes, or requests specific support from the other party. All parties cooperate on finding possible solutions.
Conceding
Each party needs to understand the possible solutions, their advantages, and disadvantages, the way the conflict affects the other parties, the organization, and the common business goals. Comprehending the conflict, mistakes, and the emotions felt for the particular issue is required before the parties agree on a specific solution.
Agreements
Everyone involved in the conflict has to officially agree on the solutions.
Accepting
A more in depth approval of others' solutions, skills, competence, and emotions is a slow process that may require time. The parties and the BVOPPM office representatives may schedule further sessions where the general acceptance is discussed.
Post-conflict support
If needed, the BVOPPM office monitors the topics and individuals connected to the conflict after it has been resolved and interferes with advice and support.
The following issues related to chapter "Conflict management" are included in the certification exam. The sequence of questions is presented in the table.
The data is current as of December 11, 2024, 1:44 am
| ID | Issue | Time | Category |
|---|---|---|---|
| 0 | Which specific individuals are involved in the conflict | 60 sec | HRM |
| 1 | Conflict management activities may include: | 60 sec | HRM |
| 2 | Sharing concerns | 60 sec | HRM |
| 3 | Conceding | 60 sec | HRM |
| 4 | Accepting | 60 sec | HRM |
| 5 | The roles of the individuals in the organization | 60 sec | HRM |
| 6 | Identifying the issues that cause the conflict | 60 sec | HRM |
| 7 | Post-conflict support | 60 sec | HRM |
| 8 | Identifying the parties | 60 sec | HRM |
| 9 | Cooperation | 60 sec | HRM |
| 10 | Agreements | 60 sec | HRM |
| 11 | The context of the individuals | 60 sec | HRM |
Comments from the BVOP™ community on “Conflict management”
Summary
Conflicts can lead to negative consequences such as loss of motivation, wasted time and resources, employee turnover, and a poor organizational image. The BVOPPM office must effectively manage conflicts to minimize these negative effects and achieve positive outcomes.
Conflict management activities involve identifying the parties and issues causing the conflict, sharing concerns, cooperation, conceding, agreements, accepting, and post-conflict support. Identifying the parties includes specifying the individuals involved, their roles, and their context. Identifying issues requires interviewing parties and investigating root causes. Concerns are shared by everyone involved with BVOPPM office representatives listening and collecting information.
Parties must cooperate and share their needs to find solutions to conflicts. They must understand the advantages and disadvantages of possible solutions and agree on a specific one.
Approval of others and post-conflict support are slow processes that may require further sessions and monitoring by the BVOPPM office.
- Previous article Emotions management
If conflict management is done regularly and adequately by human resources, the productivity of the teams will be much higher. It's so simple. I do not know why this practice is not applied regularly to serious companies. Something very serious must happen to pay attention to the problem. It's unfortunate how lazy the employees of HR departments are always. Even more insulting is that no one ever controls them, no inspection, no feedback. As an employee, there is no one to complain about. I strongly support these practices. Let more people pay attention to these topics.
@Paul R., The easiest answer I can give you is that these activities require time and resources - that is, staff and money. However, since an organization has some development and profit, its board may easily decide not to include conflict management as part of the HR department's activities. Some senior management members who need to approve a budget for such an operation are fully aware of the benefits of this activity. However, if they do not see the need themselves, the decisions end with the refusal to open such a position. It is not always closely related to money. There are also just some people who do not think that their company needs such functions.
Conflict management is indeed an important aspect of human resources management that can have a significant impact on the productivity and well-being of teams. However, it is important to note that conflict management is not always a simple or straightforward process. In many cases, conflict management requires a deep understanding of the underlying issues and dynamics that are contributing to the conflict, as well as strong communication and mediation skills to help parties work through their differences and come to a resolution. Furthermore, it is not accurate to say that all HR professionals are lazy or unresponsive to employee concerns. Many HR professionals are highly skilled and dedicated to their work, and work hard to address conflicts and other workplace issues in a timely and effective manner. That being said, it is important for companies to prioritize conflict management and provide HR professionals with the resources and support they need to effectively manage conflicts in the workplace. This can include providing training and development opportunities for HR professionals, as well as implementing policies and procedures that support a culture of open communication and conflict resolution. Ultimately, by investing in conflict management and promoting a positive and collaborative work environment, companies can help to reduce the negative impacts of workplace conflicts and promote greater productivity, engagement, and well-being among their employees.