The constructive conflict
Disagreements and differences in perceptions, desires and needs exist in every organisation. Where there are people who wants to function and perform together, conflicts may occur. In conflicts, there are always different point of views toward the issue which must be taken seriously.
At the same time, in a work-related context, it has to be accepted that it is the overall object and related tasks that must be solved. The core task must therefore always be a part of the conflict resolution.
Sometimes, the internal differences are intensified, which can lead to a conflict that is inexpedient and damaging for further collaboration in the organisation. When a conflict rises to a level where it cannot be solved independently by the involved parties, we are able to contribute to the conflict resolution as an impartial third party.
We always work bipartitely in conflict resolution:
At first, the subject of conflict and what the individuals perceive as important must have its place and after that it has to be sorted out to an adequate degree. Otherwise, it is in the way in terms of further progress for both the individual and the organisation.
Second, we always ensure that the organisation’s objective and direction is the focal point of conflict resolution. Further, the resolution must have a long term and viable solution that ensures the organisations ability to be successful with its subsidiary goals and core tasks.