In today's workforce communication and conflict resolution are paramount to a successful organization. As with any leadership trait, these skills must be developed and regularly practiced by leaders. There are many skills involved in both the communication process as well as with conflict resolution. According to Schermerhorn, the communication process is a simple process of sending and receiving messages with attached meaning (2005). The process is further defined by having three elements, those being a source, a receiver and in some instances feedback. Conflict resolution according to the text, is a situation in which the underlying reasons for a given destructive conflict are eliminated (Schermerhorn, et al, 2005). We will take a look at two that we feel are the best in each category: providing feedback in the communication process and collaboration as a conflict resolution. The communication process involves a sender and a receiver of information. This information can sometimes be misinterpreted and the wrong meaning communicated and received by the receiver. In order to prevent this from happening, feedback provided to the sender from the receiver can help to clarify the information presented. Feedback is defined as "The process through which the receiver communicates with the sender by returning another message. The exchange of information through feedback can be very helpful in improving the communication process, and the popular advice to always keep the feedback channels open' is good to remember (Schermerhorn, et al, 2005)". Sometimes, knowing feedback works is to experience a situation where feedback was not provided and the sender assumed that the message was understood by the receiver. In many situations the only way to prove something will or will not work is to experience failure. Let us look at an example of failure in communications and feedback.
As an example, there is a company fielding a new database at an overseas location. Many of the...
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