Running Head: NEGOTIATING CONFLICT FOR LEADERS 1

Negotiating Conflict for Leaders

Name

Institution
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Definition of Conflict

Conflict refers to the state of interaction between humans where there is perceived

divergence or disharmony of needs, interests or goals. It is a kind of competitive behaviors

between individuals or groups. It can happen when in a situation where two or more individuals

compete over actual or perceived limited resources or incompatible goals. For that matter,

conflict is an antagonistic, opposing, or competitive action or state of incompatibles.

Causes of conflict

Before making an attempt in conflict resolution, it is very important to establish the exact

causes. Understanding the sole cause of a given conflict eases the process of resolution. There

are quite several reasons as to why conflicts happen at work places and some of the common

ones include the following;

Conflicts can arise as a result of having conflicting resources at the workplace. Workers

rely on resources accessibility like office supplies, technology, and meeting rooms, so as to have

effective performance. However, not everyone is always able to access the required resources

every time they need them. In case the reason as to why one is not able to have the resource

needed is because there is another individual utilizing them, then there are higher chances that it

will result into a conflict. Everyone will be struggling to have the resource at that same time yet

it is impossible (Ronquillo, 2021).

Another cause of conflicts in the organization includes different styles. There is no way

all individuals can have the same style of working. You will realize that an organization is made

up of workers with different organizational methods, time keeping and communication styles.

Such differences erupt into conflicts because one will not be comfortable working with another

person who does things in quite a different way which may not be convincing to the other, yet

they are on the same team. Conflicting styles prove to be problematic for teams because there

will be cases of individuals compromising on how a task should be accomplished.

Conflicting roles is another common cause of conflicts in an organization. In some cases,

workers are asked to carry out duties that are not supposed to be done by them. Such raises a

conflict in two ways, the first being that the individual who has been asked to perform a task will

feel dissatisfied that he or she is being made to perform a task that is not theirs and the one who

is responsible will also not be happy seeing another worker doing their task. It will appear like an

intrusion. With such thoughts, chances of a conflict arising will be so high.

Conflict in the case study

The conflict in the case study provided is about the two owners of Moon Tire Company

who are having a conflict about how to save the company and ensure profit gain. The conflict is

so tough to an extent that it affects the productivity as well as the progress of the company. The

two owners are all wishing the best for the company and their arguments are all in line with

saving its progression and productivity. While one of the owners finds it necessary to lay off

some of the workers to reduce to the costs being incurred in salary payments, the other does not

consider it as viable. The choice of the employees to lay down is wrong as justified by Sam. Sam

also wants the company to keep on striving though he also wants his relatives to keep in the race.

He even highlights the long line of achievements they have made towards the growth of the
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company. However, George needs to be respected as one of the owners of the company, yet

Sam`s relatives are not willing to do so (Furlong, 2020).

Appropriate Model and why it is suitable for diagnosing this conflict

The Circle of Conflict Model

The Circle of Conflict Model as a map or model of conflict, categorizes the underlying

drivers or causes of the situation of conflict that is being faced by the practitioner, providing a

framework for diagnosis and understanding the facts that are responsible for the birth or steering

of the conflict. After providing the diagnosis method for the cause of the conflict, then the circle

provides some directional strategies about the tracks that the practitioner may follow so as to

reach a resolution. The Circle Conflict Model offers the participants necessary guidance on the

ways in which they can deal with every form of conflict driver. It is able to offer clear direction

that helps to divert focus from the circle`s top half and channeling it to the three bottom drivers

and ensure that focus is put on interest as the most significant. While working with structure

categories and data, it offers specific strategies needed by participants so as to concentrate and

put much emphasis on having problems solved jointly.

The Circle of Conflict model is able to make a diagnosis of value between the two

parties. This value slice is comprised of all the beliefs and values that the two parties hold and

contribute to the conflict. From the case study, we are able to cite several issues relating to value

at work. George has a feeling that the company is being managed by the influence of emotions

instead of commercial interests, since Sam is not willing to lay off his relatives. Sam has a

feeling that George lacks trust for his two relatives and wants them expelled. Sam has a feeling

that the reason as to why George has no trust for Ali and Adam is because he has earlier
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experienced financial issues in a company he jointly owned with his brother. George remarked

that Bob used to cheat from the accounts of the company.

Process used in conflict Resolution

Conflict resolution is a complex process and it requires a series of steps which should be

taken systematically and carefully so as to reach a resolution. The steps in the process include

having the parties involved in the conflict recognize that a problem exists. Once the participants

are able to realize that there is a conflict between them, then it is a very important step in the

process. It helps in proceeding to the next step which is mutual agreement with an aim of

addressing the conflict and establish necessary resolutions. This step may not be easy given the

fact that every individual will want to stand by their ideas. It is important to control personal

emotions while on this step. The parties proceed to understand the concerns and perspective of

their opposing party. This is a step important for fostering harmony. After that, they proceed to

identify changes in behavior, attitude, as well as approaches so as to work with both sides to

reduce the negative feelings being harbored. The next step will involve recognition or

establishment of triggers of conflicts. At this stage, it may require an intervention of a third

party. Given that in our scenario the two parties in conflict are the top most bosses, it will be

difficult to involve a third party who is an employee in the same company. Such a third party

may not feel peace to make reasoned judgments. The third party in this case will have the

responsibility of mediation.

Outcomes from the process

There will then be a willingness of either one or both of the parties in compromising.

This will help to come up with an agreement plan on how to handle and address their differences.
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It will also necessitate monitoring the outcome of any agreements in fostering change, then

lastly, implementing the changes will take lead and the employees who resist the efforts will be

disciplined or terminated. This process will help in diffusing more conflicts which seem to be

serious, it will as well stimulate the necessity for searching new resolutions as well as facts, it

will increase the cohesion and also performance of the organization and finally, it will

demonstrate and clearly define the measure of power possessed by the leaders and their limits. It

will also recognize the ability of the workers and their contribution to the growth of the

company.

Results of Conflict Analysis

Conflict in relationship

Such conflicts take place in a situation where experience or past history with another

participant creates or influences the negative situation that is available currently. In this

company, both Sam and George have half of the stake share of the company. George is holding

the title of the president though he is not the one with the powers of management. Sam is the vice

president of the company and he possesses the powers of management in running the company.

Sam has a feeling that George would like to taste a feel of having authority in making decisions.

George feels that his powers are a little lower than those of his partner. He really needs the

powers of decision making so that he can as well decide for the company in case of a crisis. Ali

and Adam have a feeling that since George lacks powers, he cannot give them orders nor expel

them from their job.

Data conflict
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Conflict about data happens when information which the participants are working with is

not accurate or complete or when there is a differential gap in information whereby one

participant possesses important information which is not possessed by the other. On the same

issue, interpretation of data can be done differently by the parties yet it has the same content.

This creates some data misunderstanding and issues. George holds to the belief that

administrative expenses of the company are high and this is the reason for all the financial

problems within the company. Sam still holds to his belief that his relatives have played a pivotal

role to have the company stand. Ali and Adam believe that since George had a problem with his

own brother, he does not trust these ones as well.

Structure

The structure encompasses various situations, on with the main focus on problems having

the structure or nature of the systems of operation. The common structural problems include

authority problems, organizational structure, and limited resources. Following the case study,

George owns half of the stocks of the company and he holds the title of the president though he

lacks the decision power. George also has a feeling that the organization is being run by the

family of Sam. As we have read, some also owns half of the stocks of the company, he is the

general manager and vice president of the company, and he has the power to make decisions.

The positions of Ali and Adam are derived from the positions they hold as managers for

maintenance department and sales department, and most importantly, being related to Sam.

The Circle Conflict model has the capacity of providing guidance to the participants so that they

can best deal with any form of cause of conflict. The model offers an explicit direction enabling

the parties to stop putting much concentration on the circle`s top half and channel the
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concentration to the three key bottom drivers and place much emphasis to interest more than any

other thing.

Lessons regarding Importance of leadership in Conflict Resolution

Conflict resolution is a skill that each leader should be able to use when required so as to

help create a working environment which is productive. Conflict management needs to be a skill

needed by leaders and they must give it maximum priority so that they can learn and master it

well. I f a leader is unable to manage conflicts, there is a possibility that the company will have

negative outcomes and the leader`s credibility will be undetermined. The responsibility of the

leader in conflict management is finding a suitable resolution in the quickest possible time. This

may also require the leader to have the potential of sensing the potential conflict as early as

possible before it can occur (Karadakal et al, 2015).

The leader has a duty of creating guidelines in the company so as to eradicate potential

conflicts. As a leader, when you notice any kind of behavior which may trigger conflict, it is

important to timely put rules in place so as to foster a conducive working environment. Ensure

that the conduct among employees considers the respect for each other and team members are

able to account for their errors. When the leader defines what proper behaviors are to the team

members, and holds them accountable, then the chances of conflict are minimized.
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References

Furlong, G.T. (2020). The Conflict Resolution Toolbox: Models and Maps for Analyzing,

Diagnosing, and Resolving Conflict, 2nd Edition. ISBN: 978-1-119-71758-4 September

2020

Karadakal, N.V. Goud, N & Thomas, P. (2015). Impact of leadership role perspective on conflict

resolution styles - a study on small and medium sized entrepreneurs of Karnataka State in

India. Journal of Global Entrepreneurship Research volume 5, Article number: 4 (2015)

Ronquillo, Y. Ellis, V & Toney-Butler, J.T. (2021). Conflict Management.

https://www.ncbi.nlm.nih.gov/books/NBK470432/