Successfully managing conflict
Dana (2001) claims that over 50 per cent of voluntary resignations from organisations can be directly attributed to unresolved conflict. Managers need to understand that conflict does not resolve itself; rather, it tends to gather intensity and energy. Gupta, Boyd and Kuzmits (2011, p. 395) have found that 'employees spend as much as 42 percent of their time engaging in or attempting to resolve conflict and 20 percent of managers' time is taken up by conflict-related issues'. Managing conflict is one of the prime responsibilities of managing staff and teams. It is critical, then, that managers are able to detect initial symptoms of conflict and adopt the most effective behaviours to resolve it (Vivar, 2006). In this chapter, different types and origins of conflict are discussed, as well as approaches to managing and resolving conflict.
Leading and Managing Health Services: An Australasian Perspective
Health and Community Services