Conflict Resolution

The resolution of conflicts in any organisation is very vital in maintaining solidarity and bringing together efforts to try and meet the organisational goals. In any organisation workers come from different backgrounds, which automatically implies conflicting ideas, attitudes, perspectives, norms and values. This ultimately leads to conflicting ways of achieving the goals of the organisation. The more diverse, the more conflict. Therefore conflict resolution plays an important part in encouraging tolerance among employees and employers. Resolving conflict involves naturing a culture of respecting other people’s views in any circumstance, which ultimately leads to a solid working environment.

The Human Resources department in any organisation has a role of maintaining a conducive environment for its employees and it has a greater impact when it has policies that helps maintain this. Conflicts are best solved if the department is effective and this will help keep the work of the organisation to standards.

Conflict is seen in different dimensions, that is, among workers (sexes, races, religion, and gender), between employees and employers and the trade unions. Sexual harassment is one of the many problems that arise in many organisations and especially when it involves the top management and subordinates. Employees infected by HIV/AIDS have also been stigmatised and most have ended up loosing their jobs. When such problems are not addressed and dealt with in an organisation they are bound to cause distraction in the work and aim of the organisation.

In conclusion, I recommend that for all organizations to achieve their goals there is need for a strong and effective Human Resources or board that aims to resolve all kinds of conflicts that may arise in the organization. Engaging employees and employers in workshops of conflict resolution is a very important step in nurturing a community of tolerance in the organization.