In any organization, stakeholders when at the verge of making important decisions at some point disagree. This happens because each of them has different personalities and has been cultured differently (Zartman, 2015). However, they have to make decisions together and agree if the incident of interest is to succeed. It is not always easy for them to make the decisions because each of them has different viable ideas all well intentioned for their organization. Certainly, even those with different opinions from others have the best interest at heart and are after the truth.
In the face of such conflict, the final report and its findings may be not reliable because of the disagreements among the members of the managerial team or the stake holders. Therefore, steps should be taken to ensure that despite the conflict, the final report has the right information, which is presented in the right way (Kerzner, 2013). This would include; “the guilty party” being allowed to give their opinion and the opinion should be properly looked into by others and it could be integrated with their ideas to yield excellent results. Conflict management training also would be effective for decision makers to be equipped with basic concept of conflict and knowledge on how to deal with it (Zartman, 2015). In doing so, each of the stake holders would not feel left out and the findings would be given to them all for approval and corrections before the final report is produced.
Conflict of interest could be defined as situations where there is perceived, potential or actual conflict. Ethically, any conflict of interest that arises should be properly addressed and the associated risks carefully considered. The expectations, risks and the alternatives then explained clearly to avoid further conflict (Frederickson, 2015).
Frederickson, H. G., & Rohr, J. A. (2015). Ethics and public administration. Routledge.
Kerzner, H. (2013). Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.
Zartman, I. W. (2015). Preventing deadly conflict. John Wiley & Sons.