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The researcher will discuss her recommendations based on the results of the qualitative data collected and analyzed from the implemented study. Additionally, based on the results of the action research study, the researcher will provide implications and a discussion in regards to educational policy, organizational leadership, and future use of conflict management strategies to manage conflict between faculty and administrators on the campus of Morehead State University.
Conflicts are nearly always embedded: although the primary location may be at one level, issues at other levels will be reflected. Nevertheless, what strategies can we consider because the needs and issues are different and therefore, strategies will vary. It is important to recognize that there may be several intervention possibilities, so it is necessary to evaluate the pros and cons of each one to determine what is likely to be the most workable and durable intervention (Cheldelin & Lucas, 2004).
The researcher chose a conflict management strategies workshop as the ‘workable and durable’ intervention in this case. Based on the results of the data collected and analyzed, the findings indicated a conflict management strategies workshop proved useful and helped participants to think about their approach to conflict differently. Based on the results of the study, there is value in the continuation of a conflict management strategies workshop to equip faculty and administrators with the tools necessary to manage conflict informally.
Therefore, it is recommended the institution consider offering a conflict management strategies workshop, as an approach to assisting faculty and administrators with methods to managing conflict. The format of a conflict management strategies workshop does not have to correspond to the researcher’s approach however, it is implied one is needed.
Conflict managed effectively can result in a comprehensive solution to the difficulty, improve and strengthen relationship with colleagues, and contribute to the professional development of those who learn from the experience (Cheldelin & Lucas, 2004).
The results of the action research study demonstrated the need for situations of conflict to be addressed by the institution with a universal approach to managing conflict by faculty and administrators and should be reflected in organizational leadership practices and educational policies.
For example, as possible conflict prevention, it generally helps for members of a department to make a list of anticipated conflicts and how they should be resolved. Such a statement can be included as a policy statement for the departmental handbook. Then when the particular problem surfaces, there is an objective documented that everyone has developed, and to which all have agreed, that can be used to solve the problem (Cheldelin & Lucas, 2004).
Therefore, it is recommended that the university address conflict and conflict management by providing clear policies and procedures to manage conflict informally in operational and personnel policies.
Based on the results of the action research study, evidence was clear in providing a consensus that some form of a conflict resolution at this institution is needed outside of the formal provisions offered by the Office of Human Resources. Therefore, it is recommended if a conflict management strategies workshop is not the approach utilized by the university, that some form of conflict management is put into place to address situations of conflict with informal approaches in conjunction with formal ones.
Furthermore, it is recommended that the university invest in conflict management training or hire a conflict resolution company that can offer professional development seminars and training in conflict management, or invest in an internal or external Ombudsman to serve the university as a designated person to assist in the management and resolution of conflict between faculty and administrators.
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