The important question that arises here is whether the conflicts should be suppressed in the beginning or not. Most of the people view conflict as something very bad and so according to them it should always to avoided. This approach may work well in certain specific situations. The supervisor who uses this approach continuously runs the risk of reducing the total creativity of his staff. In an atmosphere where differences are avoided, no new idea will come into surface and the old ideas are likely to go unexamined. There is genuine danger of the organization’s slipping unknowingly into a rut of complacency.
Sharpening into Conflict
The persons involved in the conflict can bring to bear on the problem a greater variety of insight. If the differences are seen as enriching, the individuals involved are likely to come up with a better solution because many-problems can be seen clearly only if the individuals who see different aspects come together and pool their information. When it comes to choosing courses of action for a given problem, differences among the individuals in an organization can help to increase the range and variety of alternatives suggested.
Transformation of Conflict
The transformation of conflict into problem solving situation may also help to deal with some of the feelings, which often accompany disagreement, frustration, resentment and hostility. The supervisor using this approach may help to channelise the energy generated by feelings into creative, rather than into destructive activities. For this, he should clarify the nature of conflict and give recognition t6 the feelings of individuals involved. He should also give attention for maintaining relationships between the disputing parties and should create appropriate vehicles for communication among the disputing parties (Ahuja, 2005, p.249).
EMPLOYEE PERFORMANCE RECOGNITION
Recognition of employee performance increases the morale of them and stimulates an urge to excel at the work place, spreading cheer to the families and enhancing the social status of the employee. Sometimes photographs of good performers are displayed and also at felicitation functions publicity in house journals, letters of appreciation-all these increases the morale of the individual and team efforts to boost the quality of work. In some organizations, Non-financial motivation schemes are implemented.
Supervisor must understand the various components of job, for the motivation of employees, are: