Conflict Management as Tool for Industrial Reconciliation

Conflict in organizations is increasing as the result of workforce diversity and the problems associated with the distribution of economic and social gains. Individual differences in perception, value, emotion, are among the factors that give rise to conflict. To achieve industrial reconciliation, organizations try to manage conflict through the techniques of negotiation, relationship, as well as co-operation. Conflict management mainly involves handling difficult people and tense situations with diplomacy and empathy. The ability to spot potential conflict and then bringing disagreements into the open for discussion, and helping to de-escalate disagreements provide the basis for a win-win conflict resolution. The study was conducted through the empirical research design involving 93 participants knowledgeable in the areas of interest. Data were generated through primary and secondary sources and the result of the analysis showed strong positive relationship between industrial reconciliation and conflict management. Because of limitations in terms of time and lack of current relevant literature in the areas of interest, further study should explore the relationship between organizational structure and conflict as a way of finding solution to frequent cases of conflict in organizations. Based on the result of the study, it was recommended that negotiation should always be tactful so as to ensure a win-win conflict resolution.