Short essay on dissecting the conflict
Conflict refers to the existence of a dispute between parties due to different reasons. The leading cause of conflict is due to a lack of common interest between the parties. Conflict destroys the existing relationship between the involved parties (Nguyen et al., 2019). Resolution of disputes is critical for the restoration of broken links and the strengthening of healthy interaction between people. There are various ways of solving conflicts whose application depends on the cause of the disputes, the parties involved, and the arbitrator involved. From personal experience, I will discuss the most effective mode of conflict resolution. I vividly recall that evening when my best friend and colleague betrayed our friendship. Tom accused me of having engaged in affairs with a young female colleague whom he claimed to be his fiancée. Out of anger, I abused Tom before forwarding the issue to the human resource manager. Anger is the greatest enemy to sufficient conflict resolution. Although the HR manager resolved our conflicts, it took a long time before the revival of our friendship.
Although I abused Tom out of anger, the action spoilt the situation. I became more than an enemy to my former best friend and colleague. Besides, it attracted me a penalty for violating the organization’s rules. We were all sent for unpaid leave before the resumption of the case. Indeed, the conflict destroyed my reputation in the workplace. The human resource team finally succeeded in solving our conflict and gave us a severe warning. However, our friendship was restored. None of us was ready to beg for forgiveness and seek restoration of our relationship. I think that the method I used for conflict resolution was not an effective one. I should have approached my friend and discussed the issue with him. I believe discussion could be more efficient in addressing our grievances for faster resolution and restoration of our friendship. Indeed, the ego is a significant barrier to resolving conflicts. It keeps people off from apologizing for their mistakes for peaceful conflict resolution.
Reference
Nguyen, T. N., Ricci, F., Delic, A., & Bridge, D. (2019). Conflict resolution in group decision making: insights from a simulation study. User Modeling and User-Adapted Interaction, 29(5), 895-941.