Much is revealed on the basis how a manager resolves conflicts within the organization
As a result of the economic-social developments the leadership styles are also transforming. Knowing that creative solutions and long-term business results may be achieved only in a harmonic work atmosphere, competent and modern managers motivate and inspire their coworkers rather than build on fears. A democratic leader may be recognized by his/her conflict resolution methods. He/she knows that being in conflict is hard and inefficient, therefore strives on their recognition and constructive resolution in an early phase.
Mediation is a dispute resolution method which is supporting the goals of modern managers and thus brings business advantages for employers.
In many areas of life it may be experienced that cooperation is still shortage in Hungary. However, many people have already realized in the business that cooperation has actual business advantage. Presumably, due to that as well as social – labour market processes the preferred leadership styles are perceptibly transforming nowadays. This is the fact, even though due to historical-cultural grounds there is a strong belief in Hungary that a manager must be authoritarian while cooperative, democratic attitude is considered as sign of weakness. For new generations entering currently into the labour market the leadership by power is even more unacceptable. They are seeking supporting and cooperative atmosphere at the workplace as well. Fortunately, even more brave managers are showing up who dares to treat their subordinates as adults and even to show their own mistakes and weaknesses.
The change in the leadership styles is naturally transforming the conflict resolution strategy of managers. While punishing-rewarding leaders were tending to resolve the conflicts in the organization by using their power, it is observable that new generation leaders prefer rather cooperative – compromising conflict resolution strategies. For a modern manager it is essential to recognize and resolve conflicts evolving among their subordinates in an early phase, or to ask for professional assistance to that.
The manager’s attitude may be exactly identified by the types of employment-law-related tools he/she uses, how many disciplinary actions he/she takes, how many employment relationships he/she terminates in a year as well how many lawsuits are in progress which relate to the department managed by him/her. It may be observed that authoritarian leaders tend to use the classical legal tools mentioned above, while democratic leaders build on dialogue, even though there are obviously situations which may be merely resolved by both types with using methods unusual for them. No doubt that there are conflicts which require the use of legal tools, and one lawsuit does not mean that the manager would have made anything wrong.
However, it is crucial to see why it matters how managers approach conflicts. If an employee experiences that despite of their hierarchical relationship conducting respectful dialogue and finding constructive solutions with his/her manager is possible even in case of conflict of their interests, this strengthens the trust and cooperation enormously, and lifts their relationship to a new, higher level. The more colleagues experience the power of such situations, the much harmonic the work atmosphere will be. And long-term results can only be achieved in a balanced and supporting working environment.
That is why it is very important that in case managers resolve conflicts by dialogue instead of using tools of power is a sign of advanced managerial skills rather than sign of weakness. Such attitude will have a positive effect on all HR process in a long term which will be observed even in the business results. Since there is no better reference letter than the fact that employees like working at a company, they feel good and do not want to leave and where is an honor to be hired to. At such companies recruitment is not an impossible challenge, colleagues do not burn out because of permanent change of employees and the burden of education of the newcomers. With all this a lot of time, energy and money can be saved which resources may be used to constructive processes.
It is a promising sign that even more companies support their managers with conflict resolution trainings beyond the improvement of other managerial skills as well as with application of mediation and other alternative dispute resolution methods in individual cases. Because they experience that it worth’s and novelties must be followed.
Written by Hanyu Henrietta on November 13, 2021
