Conflict resolution and mediation are essential skills for any workplace. Conflicts can arise due to a variety of reasons such as differences in opinions, communication breakdowns, and personal biases. Such conflicts can lead to negative consequences such as decreased morale, reduced productivity, and increased turnover rates. Therefore, it is crucial for human resource professionals to understand the theories and techniques of conflict resolution and mediation. In this article, I will explore the human resource theories and their application in conflict resolution and mediation.
I am going to focus on three main theories:The Equity Theory
The equity theory suggests that individuals compare their input-to-outcome ratios with others to determine whether they are being treated fairly (Adams, 1965). When employees feel that they are being treated unfairly, it can lead to conflicts. To apply the equity theory in conflict resolution, HR professionals must ensure that all employees receive equal treatment and have access to the same resources. This can be achieved through policies such as fair pay, clear job descriptions, and transparent promotion processes.
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(Rajiah & Bhargava, 2021) |
The following video by EPM (2017) best explains this:
(Source: https://www.youtube.com/watch?v=_VWD-rg7_oU&t=28s )
The Social Exchange Theory
Another relevant human resource theory is the social exchange theory. This theory suggests that individuals engage in social interactions to maximize their rewards and minimize their costs (Cook, 2013). In the workplace, social exchange can be seen in the relationships between employees and their supervisors or colleagues. When conflicts arise, it is essential to consider the social exchange relationships between the parties involved. HR professionals can use social exchange theory to identify the underlying interests of the parties involved and find mutually beneficial solutions to the conflict.
(Owen, 2012)
The following video by Dooley (2018) will help you to understand the this better:
(Source: https://www.youtube.com/watch?v=2yjb3I1e47U )
Expectancy Theory
The expectancy theory suggests that individuals are motivated by the belief that their efforts will lead to desirable outcomes (Lokman et al, 2022). When conflicts arise, it is essential to identify the underlying motivations of the parties involved. HR professionals can use the expectancy theory to identify the goals and desired outcomes of each party and find a solution that satisfies those goals.
(Minute Tools, 2018)
The following video by EPM (2019) elaborates more on this:
(Source: https://www.youtube.com/watch?v=GIXUg6N-eOs )
Mediation is an effective tool for resolving conflicts in the workplace. Mediation involves a neutral third party who facilitates a conversation between the parties involved in the conflict. The mediator does not impose a decision but rather helps the parties find a mutually acceptable solution. HR professionals can use mediation to resolve conflicts before they escalate and become unmanageable. Mediation allows parties to express their concerns and helps them understand the interests and motivations of the other party.
In conclusion, conflict resolution and mediation are essential skills for human resource professionals. Theories such as the equity theory, social exchange theory, and expectancy theory can be applied in conflict resolution to identify underlying motivations and find mutually beneficial solutions. Mediation is an effective tool for resolving conflicts and preventing negative consequences such as decreased morale and productivity. By understanding these theories and techniques, human resource professionals can create a positive work environment and promote a healthy workplace culture.
References:
Adams, J. (1965) Inequity in social exchange. Advances in
experimental social psychology, 2 pp 267-299. [Online] DOI: https://doi.org/10.1016/S0065-2601(08)60108-2 .
Cook, K. et al. (2013) Social Exchange Theory. Handbooks of
Sociology and Social Research, pp 61-88 [Online] DOI:
10.1007/978-94-007-6772-0_3 .
Dooley, J. (2018) The Social Exchange Theory. [Online video] Available at: https://www.youtube.com/watch?v=2yjb3I1e47 [Accessed on 27.03.2023].
EPM (2017) The equity theory of motivation [Online video] Available at: https://www.youtube.com/watch?v=_VWD-rg7_oU&t=28s [Accessed on 23.03.2023].
EPM (2019) Expectancy Theory of Motivation [Online video] Available at: https://www.youtube.com/watch?v=GIXUg6N-eOs [Accessed on 28.03.2023].
Lokman, A. et al (2022) Investigating Motivation for Learning Via Vroom’s Theory. International Journal of Academic Research in Business and Social Sciences, 12(1) pp 504-530. [Online] Available at: https://www.researchgate.net/publication/357826859_Investigating_Motivation_for_Learning_Via_Vroom%27s_Theory [Accessed on 28.03.2023].
Minute Tools Content Team (2018) Expectancy Theory. Minute Tools [Online] Available at: https://expertprogrammanagement.com/2018/10/expectancy-theory/ [Accessed on 28.03.2023].
Owen, S. (2012) Social Exchange Theory and Your Relationships. [blog entry] 31 July. UK. Available at: https://www.relationshipscoach.co.uk/blog/social-exchange-theory-and-your-relationships/ [Accessed on 27.03.2023].
