Organizational Conflict Management: An Attribute to Diversity at Workplace

With rapid industrialization having its characteristic to be encompassing only select centres (cities/regions) of the country and marginalizing the wide spread population, it is quite evident to have migration at an enormous scale; attributing to several unprecedented and complex issues, not only for state but also for organizations.

Organizations are made up of formal and informal rules that coordinate actions of different people. But how can organizations make sure that people, who have diverse backgrounds, particular interests, and different understandings, comply with these rules?

Raising these questions means addressing the fine line between the exercise of power and ethics. Conflict may arise in such environment due to issues such as personality clashes, goal incompatibility, and differences in judgment, uncooperative behavior and cultural misunderstandings. If conflict is not addressed and instead is allowed to escalate, people may feel frustrated, upset, and even act aggressively.

However, issues can be managed effectively to achieve learning through greater understanding of the problems, issues and opinions being debated or contested. Dealing with such issues effectively requires various communication and listening skills, paired with assertiveness and inter-cultural competencies such as mutual respect, empathy and sensitivity toward others. This paper intends to describe some common instigators of issues arising at workplace due to diversity of human resources and recommends strategies to help find respectful and culturally inclusive ways of managing and resolving tension.