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Rami S Kantari

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Meirc Training In Managing Conflict: A Necessity In Today's Organizations
By Rami S Kantari   
Rated "G" by the Author.
Last edited: Thursday, November 15, 2007
Posted: Thursday, October 04, 2007

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Granted, conflict can cause lost time, wasted resources and inefficiency in any work team. But when managed well, conflict can result in new ideas, more informed decision-making, and better overall performance.

However, managing conflict effectively requires skill, knowledge and experience.

These days, due to rapid and often unforeseen changes, stress and conflict have become widespread. Organizations therefore must train their employees to effectively manage conflict and resolve issues that block or hinder performance. But first let us ask ourselves: what is conflict?

“A conflict is a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect, something that the first party deeply cares about”. Robbins (2001)

The negative consequences of an unmanaged conflict are many, key among them:

Diverting attention from important issues
Damaging morale
Causing polarization
Reinforcing differences
Producing regrettable behaviors

Thomas Kilmann’s Conflict Mode Instrument is an interesting and widely used managerial tool to help identify people’s conflict handling profile. Kilmann’s profile include 5 ways of handling conflict:


The importance of managing conflict increases considerably when teamwork and synergy are required. Having the social skills in conflict management will no doubt raise the emotional competence of the group, resulting in better understanding, empathy and tolerance.

The science of Neuro Linguistic Programming (N.L.P.) has been shown to be particularly beneficial to anyone involved in the areas of conflict resolution and negotiation. These NLP skills and techniques include:
Creating rapid and respectful human rapport
Rapidly uncovering deep intentions of people
Creating change of behavior in self and in others
Using metaphors to bypass resistance and to influence others

Learning all those tools and skills is not easy and, like all habits, the habit of cooperatively seeking a “win-win” outcome in conflict resolution can only be achieved by acquiring the knowledge, skill and desire to do so:

Knowledge – the “what to do”
Skill – the “how to do”
Desire – the “want to do”

We, at Meirc, are certain that you have the desire to create this habit and we stand ready to provide you with the knowledge and skill to help you change conflict into constructive positive and functional interaction within your work environment, while managing yourself and others effectively. As the saying goes “Live a if you are going to die tomorrow, and learn as if you are going to live forever”.
For Training in dubai in conflict management go to

Web Site: Meirc Training and Consulting

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