Conflict-destructive and constructive outcomes- important for management as well as organization

As a matter of fact, there have a lot of components affecting the outcome of a conflict situation in which communication makes up a large portion. Whether or not the situation become destructive or constructive depends largely on how people communicate during the time when conflict happen. In other words, language manner decide what direction conflict will go.

According to many research, communication behaviors, represented by the way we communicate, can make the conflict better or worse. In case people involving are calm enough to focus on the main problem only, they tend to use appropriate language that does no harm to each other. There are also limitations in the intensity of words they use; therefore conflict escalation has no chance to happen. For instance, in a family argument about the irresponsibility of family member, parents and children appear to be controllable. Children show the respect to their parents even when disagreement exists. On the other side, they sat together and focus on the problem: who is irresponsible and what should that member do to make things better. They use selected words and they think before speaking it out. As a result, the conflict has a very constructive outcome where every member realizes the problem and they try to solve it by trying on their own. Gradually, by appropriate manner and language, we can be sure that conflict will be completely solved.

Conversely, in such situations where people cannot control their mood, conflicts seem to be tenser. Destructive outcome is the negative side of language’s impact on conflict. Instead of using appropriate manner, the misbehavior can fuel the conflict seriously. Under the circumstance, people tend to attack others verbally by trying to find others’ personally matters rather than concentrating on the main problem. In every argument, there has very little percent that people calm down to separately understand the main problem. On the contrary, they often make the conflict tenser by beating around the bush, attacking the opponents or forcing each other to take the responsibilities. For instance, there is conflict in a department of an organization. This monthly productivity decreased considerably. Of course the fault does not belong to only one person. In contrast, each one in the organization has to be responsible. However, the manager tried to blame his staff for counterproductive while his employees thought in mind that the manager’s capacity was not good enough. Gradually, conflict cannot be solved because they did not have suitable behavior communication, which led to the decreasing productivity then. Unsolved conflict leads to destructive consequences. Not only the conflict keeps happening and increasing but it also cause bad impacts on things surrounding.