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ROLE OF LEADER IN CONFLICT MANAGEMENT
Table of Contents
Introduction    3
Arguments    3
Leader is an individual who effectively manages conflict    3
A leader possesses the Necessary Characteristics to resolve Conflicts    5
Management of Conflict is not the only Responsibility of the Leader    6
Leaders do not understand the proper needs of their sub ordinates which leads to conflicts    6
Conclusion    7
References    8
Introduction
Any organisation consists of a diverse labour force with varied views and opinions. These circumstances are highly prone to give rise to conflicts in the work place. Leaders in a social organisation play a crucial role in order to manage the workforce, resolve the conflicts and lead them in the proper direction to achieve the goals and objectives relating to provide services for the poor section of the society.. This essay would elucidate the role of a leader in order to mitigate conflicts in an NGO in order to shoot up the productive levels of the employees. Conflict is the clash of different views and opinions of varied individuals. It can be based on varied grounds such as race, social class, cultural background, ethnicity, politics, work ethics, and so on. Conflict is an inevitable condition in a social organisation where diverse employees and volunteers work under one roof. It can take place with a single individual, group of people or with one self. Primarily conflict can be classified into four categories which include interpersonal, intrapersonal, intra-group and intergroup (Rahim, 2017). This essay would incorporate arguments relating to whether it is the role of a leader to effectively resolve conflicts in a social organisation.
Arguments
Leader is an individual who effectively manages conflict
Conflicts are an inevitable part of a social organisation that works for the wellbeing of the deprived sections of the society and if they are not resolved effectively can drastically reduce the efficiency and productive levels of the work force as well as volunteers, thus degrading the overall performance of the organisation. If the conflicts persist for a longer periods of time, then a social organisation would collapse in the end. Therefore, it is important for the leaders of the social service setting to manage the conflict so that a positive and healthy work atmosphere is created for the employees. With the help of effective conflict management strategies, the leaders would be able to establish strong relations amongst the work force as well as accelerate employee satisfaction levels. It is the role of the leader in order to implement strategies to avoid conflict in the very first place (Mulki et al., 2015). Work force and volunteers are considered the heart of any social activities carried out by a social organisation and if conflicts arise much of the time and energy of the team members would be consumed in fighting amongst them. In order to provide quality services to the communities, the leaders should ensure that the employees and volunteers are concentrating on the activities assigned to them, rather than being engaged in conflicts. The leaders should address the problems and grievances faced by the employees quickly in order to avoid the rise of any conflict. The leaders of the social organisations should be investing time in conducting one to one discussions with the team members in order to have an in depth knowledge about the reason behind the grievances of the employees and volunteers.
The Thomas-Kilmann Conflict Mode Instrument can be incorporated by the leaders in order to effective manage conflicts in a group. As per the model, there are 5 different modes that can be used to resolve conflicts which include avoiding, accommodating, competing, compromising and collaborating. As per the mode of ‘avoiding’, the leader withdraws from the conflict situation thinking that the conflict would resolve by itself. The consequences can be positive or can lead to a greater issue as the conflict is left unresolved (Maruping et al., 2015). This kind of mode can be displayed by the leader when the emotions of the employees are triggered and a productive decision needs to take place. Also when the conflict...