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].
Excellent topic selection, Lasni. One that is quite close to my heart. My question to you is, mediation as a process is usually not legally binding. How do you think this impacts the conflict resolution process?
ReplyDeleteExactly Thanuki, as you have mentioned the outcome of mediation is not legally binding. This means that the parties involved are not bound by the decision made by the mediator and can choose not to accept the proposed settlement. It allows parties to have greater control over the outcome and to come to a solution that better fits their individual needs and interests. Additionally, it allows for more creative and flexible solutions that may not be possible through a legally binding process (Folberg et al., 2004).
DeleteInteresting take on it. Just thinking out loud, Lasni. What if one party decides to violate the terms of the agreement and the other party may have limited recourse to enforce it? In that sense, would you say that mediation would still prove to be fruitful as a dispute resolution mechanism at the workplace?
DeleteEvery technique has its pros and cons. In cases where one party decides to violate the terms of the agreement and the other party has limited recourse to enforce it, mediation can still prove to be a fruitful dispute resolution mechanism at the workplace. According to the American Bar Association (ABA) even, mediation can help parties resolve disputes by providing a neutral third party to facilitate communication and reach a mutually acceptable agreement. I have discussed that earlier as well. Mediation can also be less adversarial and more collaborative than other forms of dispute resolution, which can help preserve the relationship between the parties involved (ABA, 2021). Additionally, mediation can be more cost-effective and efficient than litigation, as it can help parties avoid the time and expense of going to court (ABA, 2021). Overall, mediation can be an effective way to resolve disputes in the workplace, even when one party may have limited legal recourse to enforce the terms of the agreement according to my point of view.
DeleteNice article , waiting for your another article
ReplyDeleteThank you for the compliment Nilufa. Looking forward to publish my next article.
DeleteGreat article Lasni,These are nine tips for conflict resolution & mediation in the work place which are Stay calm. ...
ReplyDeleteListen to understand. ...
Be tactful. ...
Focus on the future, not on the past. ...
Ask the right kinds of questions. ...
Pick your battles. ...
Offer multiple solutions. ...
Be creative and confident
Thank you for your interest in my articles. By following the nine tips you have mentioned, you can effectively resolve conflicts in the workplace and maintain a healthy work environment for everyone involved. Most of them are generally accepted principles of conflict resolution and mediation.
DeleteI just wanted to say thank you for writing such a comprehensive and insightful blog on conflict resolution based on equity theory, social exchange theory, and expectancy theory! Your post provided a fascinating analysis of these three theories and how they can be applied for effective conflict resolution at the workplace. I especially like the emphasis on the importance of fairness in resolving conflicts and maintaining positive relationships between employees.
ReplyDeleteThank you for taking the time to read and comment on my blog article Amal. Indeed, fairness is an essential component of conflict resolution, and applying these theories can help ensure a fair and equitable outcome for all parties involved.
DeleteI appreciate how you have highlighted the importance of conflict resolution skills in the workplace and exploring different theories. Your examples and tips were easy to understand, making this a valuable resource for anyone looking to improve their conflict resolution skills.
ReplyDeleteIt might be helpful to include some real-world examples of conflicts that were successfully resolved through mediation in the workplace. This would help readers see the practical application of the strategies you've outlined and make the content more engaging. Hope to see some of those in your future blogs!
Thank you for taking the time to read my article and for sharing your feedback Prasadi. I'm glad to hear that you found the examples and tips helpful. I will definitely keep your feedback in mind for my future blog posts and try to incorporate more real-world examples to make the content more engaging and relatable.
DeleteWhile the article provides a good overview of some important human resource theories and their application in conflict resolution and mediation, it lacks concrete examples or case studies to illustrate how these theories have been successfully applied in real-world workplace scenarios. Additionally, the article could benefit from a discussion of the limitations of these theories, as they may not be applicable or effective in all situations or workplace cultures. It would also be helpful to discuss the potential challenges that HR professionals may encounter when attempting to apply these theories in practice, such as resistance from employees or management.
ReplyDeleteOverall, while the article provides a good starting point for understanding conflict resolution and mediation in the workplace, it would benefit from more practical examples and a more nuanced discussion of the limitations and challenges of applying these theories in practice.
Lasni, if you could provide an example of how social exchange theory shall be applied in a workplace conflict resolution scenario would have been better.
Thank you for your thoughtful feedback on my article George. It is essential to acknowledge the limitations of these theories as they may not be applicable or effective in all situations or workplace cultures. As you mentioned, HR professionals may also encounter challenges when attempting to apply these theories in practice, such as resistance from employees or management. Researchers have called for a more critical perspective when applying HRM theories in practice and emphasised the importance of considering the contextual factors that may impact their effectiveness (Blyton & Turnbull, 2004). Regarding your request for an example of how social exchange theory could be applied in a workplace conflict resolution scenario, let me provide you with an example. In a workplace conflict scenario, the HR professional could use social exchange theory to understand how each party perceives the exchange of rewards and costs. By understanding the individual needs and motivations of each party involved in the conflict, the HR professional could identify potential solutions that could satisfy both parties and achieve a win-win outcome. For example, the HR professional could propose to the parties involved in the conflict that they should work together to identify mutually beneficial outcomes that address each other's needs and concerns. I hope this example helps illustrate how social exchange theory could be applied in a workplace conflict resolution scenario. Thank you again for your feedback.
DeleteI agree with your valuable insights about the Equity Theory. Obviously practicing this is more important on behalf of the success of a company. Equal treatment and ensure equal rights are most important and wide spoken in nowadays. Because if the employees are not treated they will be de motivated and as a result of it their performance could be get lower and because demotivation is viral it could affect whole organisation, department or team in a negative way.
ReplyDeleteThank you for sharing your thoughts on my article Lahiru. I completely agree with you that treating employees equally and ensuring equal rights is crucial for maintaining a motivated and productive workforce. As you mentioned, demotivation can spread throughout an organisation and negatively impact team performance. By promoting fairness and equal treatment, organisations can create a positive work environment that fosters employee engagement and ultimately leads to better organisational outcomes.
DeleteThis is a very informative and useful article for anyone interested in conflict resolution and mediation techniques in the workplace. You've provided a clear explanation of three important human resource theories and how they can be applied in conflict resolution. The use of videos helps to illustrate the concepts and make them more understandable. The inclusion of references also adds credibility to the article. Overall, this is a well-written and well-researched piece that will be valuable to human resource professionals and anyone else dealing with workplace conflict.
ReplyDeleteThank you for taking the time to read my article and for your feedback Sarah. I'm glad to hear that you found the explanations of human resource theories and their applications in conflict resolution to be clear and helpful.
DeleteA very comprehensive article! I too believe that the key to effective conflict resolution and mediation in the workplace is to create an environment that encourages open communication, active listening, and collaboration. By working together to find a solution, employees can resolve conflicts and build stronger relationships with their colleagues.
ReplyDeleteThank you for your comment Chathura. I'm glad to hear that you found the article comprehensive and agree with the importance of open communication, active listening, and collaboration in conflict resolution and mediation. It's crucial to create a workplace culture that encourages these behaviors to ensure that conflicts are resolved effectively and relationships between colleagues are strengthened.
DeleteInteresting article Lasni. My attention goes towards Equity Theory of Motivation. The equity theory of motivation, introduced by J. Stacy Adams, suggests that employees are motivated by the fairness and equity of the rewards they receive in comparison to their inputs (Adams, 1963). The theory proposes that individuals compare their own outcomes (rewards) to their inputs (contributions) with those of their peers in the organization. If an employee perceives that their inputs and outcomes are equitable to their peers, they will be motivated to maintain their level of performance. Conversely, if an employee perceives that their inputs are greater than their outcomes in comparison to their peers, they will become demotivated.
ReplyDeleteWhile the equity theory provides valuable insights into employee motivation, it has also been criticized for its simplicity and limited scope (Deutsch, 1985). Some scholars argue that the theory does not consider the subjective nature of what employees perceive as fair and equitable, which can vary based on individual values and beliefs (Greenberg, 1987). Furthermore, the theory does not account for the fact that some employees may be motivated by factors beyond rewards, such as job satisfaction, personal development, or social status (Deci & Ryan, 1985).
Overall, the equity theory can be a useful framework for organizations to consider when designing their compensation and reward systems. However, it should be used in conjunction with other motivational theories and take into account the diverse needs and values of employees.
Thank you for your comment and your insights on the equity theory of motivation, which was briefly mentioned in my article. I agree that the equity theory is a valuable framework for organisations to consider when designing their compensation and reward systems. By ensuring fairness and equity in the rewards employees receive in comparison to their inputs, organisations can motivate their employees to maintain their level of performance. However, as you mentioned, the equity theory has its limitations and should be used in conjunction with other motivational theories that take into account the diverse needs and values of employees. It is important for organisations to understand that employees may be motivated by factors beyond rewards, such as job satisfaction, personal development, or social status. Overall, a holistic approach to employee motivation that considers various factors, including rewards, job satisfaction, and personal development, is essential for organisations to create a motivated and engaged workforce.
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