Conflict in the workplace is often
thought of as negative and possibly destructive to peaceful operations and the
status quo. However, conflict can increase creativity and innovation if
the parties involved in the conflict are not bullied or asked to compromise their
beliefs and values. Richard Mayer (1931) commented that to think of
disagreements in the workplace as conflict management may not be the proper
approach. Instead, relationship management better describes the process that is
involved when individuals in the workplace disagree. The term relationship
management indicates that both parties have a responsibility to "do no
harm" during the problem-solving process or negotiation. As managers and
leaders do we understand the competencies involved in relationship management
and can we teach our employees how to relate and communicate in the workplace in healthier ways during change,
stress, and conflict?
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