MANAGING CHANGE AND CONFLICT

There are a lot of factors that enterprises have to face every day, including change, that a lot of times cause misunderstandings and instability between the employees. It is important that companies learn how to manage the conflict and how to front the challenges that emerge nowadays.

Companies must be prepared for unplanned changes, that a lot of times are forced or imposed because of the market, environment, etc and causes alterations in the normal processes. In terms of the planned changes is easier to the companies because they are able to take the decision if they want to do something or not.

For the other hand, conflict can arise easily in organizations, but it could be well manage by different ways as problems solving, compromising, yielding, among others, it depends of the nature of the problem and the impact that would have inside the organization.

Ubuntu is an important philosophical thought system in South Africa. It has been used by managers as a way to solve conflicts and negotiate differences. Look for and describe other similar system of thoughts in other cultures that might be also useful in managing change or conflicts.

To manage change or conflicts there are different approaches as:

·         Realist paradigm: that is a political approach based on scarcity of resources, flawed nature of human kind and tend to enforce the need for strong actions to generate sense of stability

·         Medical Paradigm: that is a medical approach based on predisposition, neglect or exposure and justified the use of diagnosis, dialogue and cure to solve the problems.

·         Post modern Paradigm: that is a communications approach and tells that conflict is caused by subjective definitions, perceptions, assumptions, interpretations. It is important the reflection and confrontation.

·         Systems Paradigm: that is a biological approach and is says that conflicts are living entities made up of connected elements. It is important the harmonization of interaction.

·         Human Relations Paradigm: that is a social approach and an alternative to realist paradigm; it believes in the mixed nature of human kind and highlights the importance of human interaction and the many variables that influence it.

references: http://careerchoicecoach.com/tag/managing-change-in-the-workplace/