Assignment 4 pdf

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School

Capella University *

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Course

3700

Subject

Communications

Date

Feb 20, 2024

Type

pdf

Pages

6

Uploaded by DoctorRaccoon4002

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Conflict Negotiation and Resolution Sabrina Petrichevich Capella University COM 3700 January 2024
Conflict Negotiation and Resolution Conflict within an organization is common, unavoidable, and can often lead to positive or negative outcomes. Conflict can occur from many different types of factors. Understanding what causes conflict, how conflict affects an organization, conflict resolution strategies, and conflict negotiation strategies can help an organization quickly settle conflicts and prevent them from reoccurring. For this particular assignment, I will be referring back to a mock organizational conflict. Within this mock conflict situation, there is an organization whose leadership has been conflicting with each other for about a year in public ways on many different topics. Some of the topics were about the types of events the organization sponsored, but more recently members of the team have been accusing the director of making decisions by bias due to race, culture, social status and religion. There are seven members of the leadership team that are all different genders and races. Factors Responsible for Conflict in Organization There are multiple different factors that can contribute to conflicts in an organization. Understanding these factors and formulating strategies to resolve conflicts are essential to keeping an organization running smoothly. Some common factors that contribute to conflict are communication issues, behaviors, lack of accountability, misunderstandings, and lack of respect. Other differences that people have that could be contributing to conflict are religion, race, culture and gender. Communication is a very common contributor to conflict. Communication is often misunderstood which leads to rising tensions between individuals. Body language, workplace gossip, tone, facial expressions and lack of knowledge can escalate conflicts as well. In our particular mock conflict, it seems that members of the leadership team are upset that the director is supporting certain organizations. It’s possible that the director is supporting an organization
that doesn’t coincide with the beliefs of other members of leadership. A potential example of that is that perhaps the director is supporting a local church, while other members of the team are not religious and do not agree that that should be brought into the workplace. How Conflict Affects Organization When team members are constantly in conflicts with each other the functionality of the company is affected. Organizations suffer a lot from conflicts and results in problems like low performance, poor compliance on organizational policies, disciplinary issues, and some occasions severe threats (Hussain, 2018). Unresolved conflict can cause issues such as a mistrust for coworkers or authority within the organization and an unwillingness to cooperate. Leaving conflicts unresolved can cause frustration, increased tension, and an overall decrease in satisfaction from employees. Employees who are dissatisfied with their work environment are more likely to leave, which would increase a company's turnover rates. A company with poor retention could struggle with productivity due to a constant need for retraining new staff. Another effect of unresolved conflict is a lack of commitment and lack of desire to succeed at work. This leads to lower levels of productivity. Conflict Resolution Styles Conflict resolution is critical in order to maintain a successful organization. There are many different styles that can be used to resolve conflicts, and determining which style to use depends on what the conflict is about and who it is between. According to the Thomas-Kidman Conflict Mode Instrument, there are five styles of conflict management. These styles are accommodating, avoiding, compromising, collaborating, and competing. Accommodating style can be described as simply “giving in” during a conflict. This style can be used when you would rather keep the peace than continue to argue. The avoiding style is exactly what it sounds like-
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