The Relational Leadership Model argues that leadership is defined by the relationships we have with those around us. If conflict is highly prevalent in our relationships, it will certainly have an effect on our capability to influence others. The book recommends certain behaviors to build cross-cultural relationships on pg. 383. I believe these behaviors can be applied to any situation, including people of one's own culture. An effective leader can promote these behaviors to build the relationships he/she has, and therefore promoting constructive conflict resolution.
Sunday, April 4, 2010
Conflict resolution is key to success in any organization. It is up to each individual employee and manager to effectively resolve problems that arise between co-workers. Special methods must be employed to promote constructive rather than destructive conflict. When conflict gets in the way of effective decision making, it is destructive to the organization's goals, and when conflict is constructive, providing for new insights, critiques, and ideas, it helps the organization to achieve it's goals. When too much destructive conflict ensues, it is up to the manager to promote constructive conflict by employing a dialectic or devil's advocate method, in which a person or a group of individuals is designated the task of criticism and questioning of the decision making process. This method provides for alternative ideas and ultimately, more creative solutions to conflicts. All sides of every issue are explored when using these methods to promote constructive conflict.