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Journal number 4 ∘ Nino Paresashvili
Conflict Management Impact on Employee Behavior


Nowadays changes in a personal life are the inseparable part of everyone. We observe changes in every environment: in politics as well as economy and technology. Since these changes influence organizations on different levels, changes within the above-mentioned fields will also affect organizations of different type or scale. On the one hand the dynamic process within the organization is always followed by adequate changes, but on the other hand changes are accompanied by conflict. Vast majority of researches prove that conflict affects employees. Therefore, conflict management is crucial for managers and can be quite challenging. There are different types of conflict. Conflict that affects employees’ behavior and the relationships in the workplace will influence the outcomes. Hence, the managers need to handle conflicts in a way that shapes the behavior of employees and adjusts it to the goals of the organization. The reasons of conflict must be analyzed in the first place to achieve the optimal conflict resolution. The following article is dedicated to this particular topic. 

Differences in values, believes, attitudes and goals could be considered as the main sources of conflict. By choosing the right ways of managing the conflict it becomes possible to resolve it not in destructive, but in constructive outcomes, along with giving the opportunity of shaping employees’ behavior that adjusts to the organization’s goals. Such conflicts might contribute to progressive changes and will give more dynamics to the development of social systems.

The contemporary approach to achieving goals is based on the idea that it is necessary for the managers to manage conflicts effectively. Attention must also be paid to the fact that maintaining conflict to a certain degree is essential for the development of the organization. It is of utmost importance to use effective tools for managing conflicts, shaping the behavior and achieving best outcomes. The difficulty of handling conflicts for managers within the organizations is also related to the employee diversity. Managers should choose optimal ways of handling conflict at their discretion by taking into account the content of conflict, situational factors and the anticipated behavior of those, participating in the conflicted.

Our study revealed that the vast majority of employees work in a stressful environment and the conflicting situations is part of their jobs. The main source of conflict for women is the factor of emotionality whereas the leading reason for conflict in case of men is the competition. Besides, our study showed high rates of perceived injustice due to the fact that the discrimination against managers would be acted upon whereas the discrimination against employees having non-managerial positions would go unnoticed. These are very important messages and it gives us the bases for the following recommendations: 

  • The principle of justice must be incorporated into the organization and it must be felt by each member of the organization. Any form of discrimination towards employees on any given hierarchy step should be unacceptable. Managers should not be privileged over an average employee. 
  • It is important to be extra cautious in managing the conflict in case of women due to their excessive emotionality and sensitivity. However, this should be taken into account in case of men as well. The right tools for resolving or managing the conflict must be incorporated. 
  • Considering the second major source of conflict – competition, organizations have to create healthy competitive environment. It could be facilitated by adopting fair evaluative and rewarding systems. 
  • Furthermore, it is essential that the above-mentioned principles are implemented into the organizational culture. As a result, culture will be transmitted to each member that will lead to more predictable behaviors of employees. Therefore, identifying the right tool for conflict management will become easier. 

In conclusion it is essential to mention that the organizational conflict is the integral part among those factors that contribute to the livelihood of the organization. It is also very important to study the effects of conflict on employee behavior with it being crucial for understanding the development and the existence of the organization. Organizational conflicts reveal employees’ personality traits and the persistence, self-control and moral stability. Emotions and attitudes of employees must be taken into account and paid attention to by managers because these factors can influence overall outcomes greatly. Therefore, effectively managing the conflict could be achieved by maintaining employees’ emotional stability, integrating democratic principles of management along with creating harmonious environment and implementing fair and effective systems of motivation. All of these contribute to increased job satisfaction, which ultimately is the source of high outcomes.

Keywords: sources of conflict, conflict management, employee behavior, emotional stability, job satisfaction.