Emotional Conflict Assignment Help

Emotional Conflict Assignment Help

Emotional Conflict Assignment Help are bound to happen in any organization because of the difference in opinion of the different individuals and it is something that an organization has to live with. Even though constructive differences in opinion are something that organization promote to foster innovation; most of them are unproductive in nature and it is the role of the managers to ensure that they deal with the situation in an Emotional Conflict Assignment Helpeffective manner. Emotional intelligence can help the managers in dealing with such situations in a better manner as it is the science of understanding how the people would react under various situations and the knowledge of the same can help them in dealing with the situation and more importantly making use of it to have a constructive feedback for the employees. It is seen that most of the organizational conflicts are being dealt with the rule books that can only give a practical view of looking at things but rarely it gives the opportunity to get down to the real issue and hence we might see most of these issues resurfacing within a short span of time. This would effectively waste a lot of time and energy of all who are involved in the same. Managers who are skilled at handling the employees emotionally would ensure that they don’t pass their judgments and try to look things from an objective point of view. Use of emotional intelligence in resolving conflicts in organizations would also ensure that the employees feel a sense of being within the organization and the productivity of them would increase in addition to the reduction in conflicts over a period of time. This method aims at providing constructive feedback and suggestions to the employees and not blaming anyone for the situation in hand that would help the organization to avoid any major  “emotional accident” during the course of the conflict resolution process.

Emotional IntelligencE

Emotional intelligence is the study of emotions of individuals under different circumstances. In a typical work environment, this would be affected by a set of factors like the policies, the work environment, the job that they are asked to do, the colleagues etc. Emotional intelligence can not only help the employees to understand their own feelings and make them better but also it can help them in harmonizing well with the coworkers and thus collaborate and work towards the common goal that they have set for themselves.  The managers will have to ensure that they understand their employees and their needs and then design programs that would enhance their EQ levels. Also this would help them in resolving the conflicts arising at the work place as here they are looking  solving the deep rooted issues between the employees when they deal with their emotional intelligence rather than trying  to find out a peripheral solution to the problem (Carmeli, 2003). Employee interactions should be made between the dependent employees in the organization and the organizational culture should be designed in such a way that it is open for the thought process and the employees are free to express their thoughts and ideas. In case of any conflicts, the parties involved should be given an opportunity to represent their case and there should be a fair judgment made on this. The managers should make use of this concept to enhance the functional conflicts within the organization that would help them in lateral thinking and brining up better ideas and thoughts to the whole process. This would in turn help the organization in coming up with better ideas to improve the work culture and systems which would benefit the organization (Jordan& Troth, 2004)

Work Place Conflict and Emotional Intelligence

Work place conflicts essentially happens in all the organizations mainly because of the difference in the thought process of different individuals in the organization and at the same time the interdependencies between the department makes it complex. The interaction between these departments and by people from different background results in conflict in opinion and this might be because of the pressure from the environment, work place conflicts or merely because the communication flow within the organization between departments is not seamless in nature. Most of the times rather than solving the actual problem, this might blow out of proportion to become a large issue mainly because the emotional factors involved in the whole issue is very serious and that is not being dealt with. The managers will have to ensure that they look into this aspect seriously and ensure that they take control of the emotional conflicts that are happening within the organization before things go out of hand. It depends a lot on the emotional intelligence of the managers in achieving success in such settings (Bayne, 1990). One of the first things that the manager has to do in such situations is that he has to acknowledge that there is an emotional conflict that is happening within the organization and in turn stay out of the whole issue to be able to solve the same. They should also take a sincere effort in solving the same rather than allowing it to die down as in most cases these conflicts gets suppressed and come back later at a more critical stage because it was not resolved at the time when it occurred. What many studies suggests is that acknowledging that there is an emotional conflict within the organization itself helps in resolving this to the great extent, or else the emotional stakes involved in the whole issue rises and this would mean that there would be negative emotions towards the managers which is not a good sign in any organization(Chun-Sheng et al, 2006).

Managers should try and solve the emotional conflict first and then approach and try to solve the actual problem as we see it. As mentioned above acknowledging the issue it would help to lower the emotional temperature as the employees get a feeling that the managers are ready to discuss and sort out the issue. This will also give a confidence to other employees that they are valued within the organization and they would tend to stay longer. Another major thing that happens is that the employees now would take the onus upon themselves to minimize the workplace conflicts within the organization as they don’t want the same to be presented to the management. Overall the positive of this is that this doesn’t mean that the manager is taking any sides but instead he is just empathizing with the employee which is a natural thing to do for any leader (Wong & Law, 2009).

Making things look positive to the employees can also help in such situations where the manager will have to try and put things in a positive light and may be link it with the positive things that the affected parties might have done. This essentially doesn’t solve the first issue but it helps a long way in having a clear and meaningful discussion between the affected parties in solving the whole issue. Emotional intelligence of the managers comes to play when he is able to understand the strengths and weaknesses of the employees and direct the conversation that can avoid any further conflicts. He will have to empathize and at the same time make the employee realize the mistake that he has committed and take a consensus on the same. They will have to ensure that there is a channel of communication between the affected parties and they should be given a chance to tell their side of the story. Manager being an outsider and taking an impartial view is the key to the conversation here as both parties would feel that they have the put in their points in front on an impartial judge (Weinberger, 2009).

Emotional Conflict Assignment Help

The next step in tacking such workplace conflicts is that the managers will have to suggest ways of solving the issue and should not force him upon the employees in choosing one unless and until the demand warrants. Emotional conflicts are often solved best when the employees are given a more free hand to choose the path that they will have to take rather than just forcing them to take one. Reassurance from the manager will help the employees a great deal and they will feel valued to be part of the organization. One of the key things that can help the organization in solving such situations is to make the employees feel how important they are to the organization and at the same time tell them what they are supposed to do in such situations (Antonakis, 2009).

One of the most important things that the managers will have to implement in such situations is that they will have to ensure that they don’t create a face off situation rather try to take both parties along with you in the whole resolution process. The common mistake that the people commit here is that they look at solving the whole issue by making use of the theoretical concepts or in some cases what looks practical. It often doesn’t solve the problem. Mangers will have to find a way out to ensure that the organizational culture is built on the basis of collaboration rather than putting one against other. In any conflict, one has to ensure that the emotional factors associated with it are dealt with properly before trying to hush up the whole issue (Camuffo & Gerli, 2007). This would help them in solving the problem permanently rather than it later propping up. Thus to summarize the managers will have to go beyond the cognitive understanding of the problem rather they should deep dive into the matter and try to sort out subtle differences that exists between the parties and ensure that they are being directed to the set processes and systems once this is being dealt with. The managers will have to move out of the concept of this mathematical concepts that defines how the business should work and should make use of the emotional intelligence quotient to ensure that they perceive the people on ground and make use of the data that they have got from various sources in ensuring that they use them to the best of its use to interpret and evolve the team better (Lyons & Schneider, 2005). Emotional intelligence technique teaches the managers to deal with the situation in a much more effective manner as this would mean that they would be able to identify how each and every employee would behave under different circumstances and thus allot them work accordingly. It has been seen that in most of the cases the workplace conflicts arise mainly because the employees are being asked to do too much or something that is out of their skill set that can lead to satisfaction and hence conflicts. But if the managers are able to understand the situation and allot the work accordingly, in most of the cases this can avoid conflicts (Carmeli & Josman, 2006).

Managers will have to ensure that the bring positivity into the whole situation so that they can deal with the situation much better. It is often seen that at the time of conflict within the organization, the negative emotions rule and this would mean that both the parties will not be open to any new thoughts and hence difficult to get to the root of the issue. It is the ability of the managers to ensure that even in the event of crisis; they try to spread positive emotion. It is essential that in some cases the managers will have to look at the reconciliation between the parties rather than having a clear cut solution that might rule the whole thing in favor of one of the parties (Ashkanasy & Daus, 2002). Thus sometimes we may say that the managers will have to arrive at an emotional context where in a new community may evolve within the organization that is beneficial for all the parties involved and much more evolved to suit the situation that the organization is in.

Importance of Emotional Intelligence within the organization

While we can always say that we can rope in some of the best negotiators to deal with the emotional issues that the employees face with by hiring a mentor or coach who could take care of the situation, it is imperative that they will have to make sure the skill is developed within the organization at least within those people who are responsible for man management in the organization (Carmeli, 2003). Many experts are of the view that the employees of organizations of considerable size should be trained to control their emotions and be trained to deal with common workplace issues that might occur so that they can avoid top management intervention in most of the situations. This would save a lot of time and energy as the employees would be aware of how to deal with various situations and would take the responsibility upon them to solve many work place conflicts (Lopes et al, 2006). This would also ensure that they would be aware of how each of their colleagues would work under these situations so that they can collaborate and work towards the common goal that the organization has set for them. This would also mean that the management can focus on other important things that are important for the training and development of their employees rather than trying for reconciliation in fights that often happen between employees (Boyatzis, 2012).

One of the most important things in which the emotional intelligence will help the employees would be to deal with the work pressure and the work load that is assigned to them. Sensitivity of the employees plays an important role in deciding how they will react to various situations and how they get out of the situations like conflict. Training them on the emotional part can equip them to deal with these situations in a proactive manner and ensure that there are minimal conflicts within the organization. It is a fact that the managers will not be able to prevent the conflicts within the organization and they will have to deal with it someday or the other. Their primary objective is to ensure that in the event of a conflict the organization doesn’t suffer because of it rather they should try to deal with the issue then and there and if the employees are also trained on their emotional quotient, then it would be easy to deal with the whole situation. Emotional intelligence aids in rational thinking in organizations rather than taking quick fire decisions that can upset both the parties and can also result in them taking a decision it might not solve the problem in the long run(Batcheldor, 2000).

In most of the cases, when there is serious conflict between the parties involved, this can lead to them losing the competitive edge and hence this should be one of the priorities at the organization that they should create a mechanism where in the conflict management is taken care of by itself. Conflicts in an organization will lead to a bad work culture and in turn this will affect the morale and productivity of the employees. The management should ensure that in the event of any conflicts arising in the organization, they should have an open discussion so that the other employees are also aware of how the issue got resolved and this will give them confidence and a sense of feeling that the company takes care of them. Thus conflict when it arises should be dealt with in the beginning stage itself rather than allowing it to spread within the organization like a cancer (Camuffo, et al, 2012). This might sound simple but it really is not. The HR managers will have to ensure that they have a system in place to address this rather than having an ad hocarrangement of sorts whenever the conflict arises. The key to it is that one has to pre empty the situation and makes arrangement to prevent it rather than letting that happen. The HR managers should keep a close watch on the developments of the employees and the key happenings in the organization to ensure that they take note of the situations where in the conflicts may arise and ensure that they take the necessary steps to prevent it. It might not be possible for them to avoid each and every situation and the best way to solve this issue would be to ensure that they hire managers who are good at emotional intelligence so that they can take care of their employees.And good at resolving the issues. They will also help the organization in guiding them to have systems in which conflict resolution can happen easily thus would be valuable assets for the organization. (Cote et al, 2010)


Conflicts are bound to happen in any organization and there is really no way in which an organization can be guarded against the conflicts. It is up to the management to ensure that they deal with the situation efficiently and resolve issues that are happening within the organization before it causes any further damage. The three step theory that we have arrived at is that when such a situation arises within the organization they should first acknowledge it and should be willing to take the necessary corrective step. They should empathize with the affected parties and give them suggestions that can help them in resolving the issue. The most important one is to get to root of the issue and solve it rather than superficially cleaning up and pretending that the issue has been sorted out. Emotionally intelligent managers can help a lot in such situations where they can guide the teams and at the same time inspire them, they would always find effective solutions in dealing with conflicts as they would be aware as to how various people would react under different circumstances. One of the keys to managing conflicts is to be open to the situation and ensure that they are not hard bound by any rules that don’t give them the space to work with. This approach can help them sustain the pressure and other factors that lead to conflicts within the organization.. Emotional intelligence technique teaches the managers to deal with the situation in a much more effective manner as this would mean that they would be able to identify how each and every employee would behave under different circumstances and thus allot them work accordingly. Conflicts are a reality that these organizations must be prepared to deal with and there is no way we could get away from it as long as it has people from varied backgrounds. Instead, the focus should be in building a work culture that can help them minimise it and at the same time help the teams to work together for the greater good of the organization

David Marks

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