Effective conflict management techniques will help to solve possible problems and disagreements. It might be expected that a healthy organizational climate would be reflected by complete harmony in working relationships, and loyalty and common commitment to the goals and objectives of the organization. Problems of role incompatibility and role ambiguity arise from inadequate or inappropriate role definition and can be a significant source of conflict. In general, the ‘ win-win’ approach is a generic term embracing a wide range of intervention strategies into the conflict resolution. The overriding driver is a ‘ win-win’ solution, a win for both parties and for the conflict (Davidmann, 2006). Infusion and implementation strategies determine overall cusses of the new corporate culture.
All team members should bee involved in developing implementation plans but the nature of policies and plans set out by superiors will vary with each manager's authority. While senior executives plan the direction of the organization, managers at various levels prepare implementation strategies for their own section which are part of the overall aims of conflict-resolution. The team needs to be willing to put in the appropriate effort to ensure that the solution is correct and thereby reduce the amount of rework after implementation (Davidmann, 2006; Organizational Culture n. d.). Diversity management will help to reduce personal differences and possible conflicts.
A manager should be well aware of cultural diversity issues and have substantial knowledge in diversity management and its practical application. In the globalized world, managers require human-centered approach in order to meet demands of global staff, “ a global mindset, global leadership skills, an ability to lead cross-cultural teams, energy, and talent to participate in global networking, and skills as a global change agent.
The main skills are good cross-cultural communication and fast adaptation to changing conditions (Baker, n.d. ).
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