CONFLICT MANAGEMENT IN ORGANIZATIONS: PSYCHOLOGICAL STRATEGIES AND SOCIOLOGICAL DYNAMICS

Abstract

Conflict is an aspect of organizational life and it occurs when people and groups disagree on the goal, values and perception. In this paper, the psychological strategies and sociological dynamic will be analyzed to deal with organizational conflicts. To collect primary data, the researcher utilized a list of 250 employees and managers, who may represent various industries; the data collection design entailed a descriptive and analytical approach and did not involve any sampling mechanisms, grounded in purposive sampling of the population; secondary data will consist of academic journals and company reports, among others. The results indicate that emotional intelligence, active listening and cognitive reappraisal could be useful in enhancing individual-level resolution of the conflict but the organizational culture, leadership styles and power relationships characterize the conflict environment in a broader fashion. The study arrives at the conclusion that psychological competencies and positive social structures lead to good conflict management and therefore, collaboration, employee satisfaction and harmonies in an organization. Some of the suggestions include development of emotional intelligence and communicational abilities, promotion of transformational leadership and organization culture.