GENERAL UNDERSTANDING OF INDUSTRIAL CONFLICT MANAGEMENT

In any healthy relationship between employer and employees, conflict is a normal part of that relationship. However, in order to promote sound labour relations and industrial harmony as the essential elements of national development we have to understand well the concept of industrial conflict and the methods to manage it.

Industrial Conflict: What does it mean?

Generally, the term Industrial Conflict refers to all expressions of dissatisfaction with in the employment relationships, especially those pertaining to the employment contract.

Industrial conflict can develop through various stages, here I will refer them as Stages of Conflict Manifestation.

What are those stages?

1. Latent - is the stage in which conflict does not emerge in open. That means, although the parties to the conflict realize the fact of conflict for various reasons they do not show it openly.
2. Perceived - is the one which people perceived that conflicting conditions exist in the workplace. The perceived conflict may be true or otherwise but there is potential ground for the perceived conflict to turn in to real conflict.
3. Felt - this is a stage where parties to the relationship realize the existence of conflict.
4. Manifestation - is the one which recognize the conflict and expressing it openly. Is where conflict expresses itself in various ways, either through physical aggression or verbal aggression.
5. Conflict after math - is the effect of the past conflict. That means, the way the conflict was resolved impact the conflict situation at the workplace. This implies that. "the end of one conflict is the beginning of the other conflict." The outcomes of the past conflict may possibly cause emergence of new conflict especially if were suppressed.

NOTE: If you understand the conflict situation and how far it has reached, you can sometimes manage that conflict easily before it becomes serious. For that case, it is necessary for managers to understand those stages above.

In order to manage conflict effectively, managers also should be aware of methods of conflict management. To understand those methods, one will be able to manage industrial conflict easily.

What is Conflict Management?

To manage conflict is to hold it in control, to keep it from getting out of hand. It can also means constructing a settlement in which people can live and work despite their differences.

What are the methods of Conflict Management?

Negotiation

Negotiation strategy is a starting point. Both sides approach the table with a wish list, and the items are discussed one by one. Negotiation is very much like a chess game; it takes skill and tact to win at both. A skilled negotiator aims to achieve the best outcome possible for her side. Becoming a skilled negotiator is not an overnight process, but rather developed by practice and formal education. 

Compromise

Both sides approach the table with a set of demands. These demands are discussed at length, one at a time. In the process of discussion, you give in a little; however, you expect the other side to give in a little too. You give in on some points, but not on others; the opposing party does the same. 

 

Collective Bargaining

Collective bargaining incorporates negotiation and compromise. Management gives in on some points, and the labor union gives in on other points. Finally, a contract is written up, specifying in detail all the agreements reached.

 

Arbitration

In arbitration, a neutral third party is contacted by both sides to settle differences. For arbitration to be successful, both sides have to agree to abide by the arbitrator's final decision. Arbitration is the last recourse before going to court. If arbitration is not successful, one party brings a lawsuit against another. The court system decides the final outcome, and all parties have to abide by the law. If one party decides not to, contempt-of-court charges are filed. The offending party is prosecuted accordingly.