Conflict – Causes and Management

There are two implication of this perspective, first is that conflict is the result of employees dissatisfaction and difference with management

Whether you work for a manufacturing facility or the health care system, conflict is unavoidable. As a manager, you must learn to deal with conflict in the workplace. In this paper I will describe the different styles of conflict management. I will also discuss my preferred conflict management style with examples of its use. Lastly, I will describe a situation at work and how a conflict management strategy could have improved that situation.

What is conflict? Even something as basic as a universal definition for the word conflict seems to vary from source to source. A literature review focusing on conflict defined it as “the interaction of interdependent people who perceive incompatibility and the possibility of interference from others as a result of this incompatibility” (Brinkert 2010). Often times the disagreement results not from a concrete difference, but rather a difference in perception (Ellis & Abbott 2012). One of the most important factors effecting conflict management is the resolution style used. The most often used tool for classifying how conflict is managed is the Thomas-Kilmann Conflict Mode Instrument (Iglesias & Vallejo 2012).

As the expression of employees' dissatisfaction and differences with employers, conflict is regarded as bad and irrational for the organization and should be kept down through some forcible ways. Conflict can arise from employees' misunderstanding of the direction of the organisation or the poor communication between the staff and the management, enabling employees to substitute alternative agendas instead of the organisation's agenda (Bray, Deery, Walsh and Waring, 2005). Moreover, conflicts can arise from the poor management that caused by the management's failure to identify and meet employees' basic needs.

Some of the conflicts that are occurring frequently in this organization are lack of proper communication and coordination. Conflict can occur in many areas such as there could be a conflict within an organization, personal conflict involving the personal identity, moral context, Intrapersonal conflict, goal conflict, value conflict, relational conflict and community conflict. When considering conflict within an organization there are many factors that attribute to such conflicts. There can be many reasons for a conflict to arise in an organization. For example if an organization hires a new resource at a higher position and

The purpose of this paper is to identify a conflict situation provide an analysis of each of the following related to a conflict situation: parties involved, events/issues, power, regulation and conflict and style of conflict management. This analysis should include defining variables and answers to assessment questions as appropriate.

Conflict management is different with every company. Situations differ between companies, individual departments, or individual employees. Companies should always keep in mind the styles of conflict when determining how to manage conflict. The styles only play a partial role in conflict management. Other considerations are to determine the type of culture an organization has and how previous conflict has been managed and learn from those actions. Conflict cultures are the ways that individuals are familiar with doing things. Companies would benefit by managing conflict with a small group or department first and work up. A small group or department are familiar with the way one does things and the attitudes and behaviors are normal and familiar to everyone, making conflict management easier (Gelfand, Leslie, Keller & De Dreu,

Conflict or disagreement over the range of issues has become inherent aspect of modern organisational life. People from different cultural and education background work in an organisation. People working in an organisation may possess different goal and interest. People working in organisation may tend to different over a range of issues including organisational politics, organisational procedure, personal preference or political preference. It is also argued that conflict is essential characteristics of organisational life. Role of manager is paramount with regard to negotiating the conflict that arises in organisational life (http://www.sagepub.com/). Often lack of

The five antecedents of conflict are the “overlapping or unclear job boundaries, inadequate communication, unreasonable or unclear policies standards or rules, unreasonable deadlines or extreme time pressure, and competition for limited resources” (Kinicki A. Kreitner R.2008 p. 277).

As organizations continuously diversify, workplace challenges and problems intensify simultaneously. The organizational leaders and managers typically face different levels of conflict - employee, team or organization-wide issues and these include: goal, cognitive, affective and procedural conflicts.

The lack of communication and poor relationship between the different departments inside the company occurred as result of the changes in the division’s market and the management team. The natural differences between functional groups, the absence of mechanisms for bringing them together, and the historical competitive atmosphere of the division are the reasons why these poor relationships were developed.

Conflict is inescapable, having the ability to recognize, understand, and resolve conflicts are important in both personal and professional lives. Myatt (2012) states that conflict in the workplace is unavoidable; if left unresolved, workplace conflict may result in loss of productivity and the creation of barriers that can inhibit creativity, cooperation, and collaboration. It is vital to embrace conflict and address problems through effective conflict-resolution tactics because if not handled appropriately, conflict will escalate. “If not handled properly, conflict may significantly affect employee morale, increase turnover, and even result in litigation, ultimately affecting the overall well-being of

Conflict management aims at reducing all the negative aspects of conflict by identifying the reason of conflict and using tools to solve the conflict between two parties. It is important for managers to use their skills to manage conflict in the workplace.

It is hard and impossible to eliminate conflicts when processing a team project. In the discussion problem 2, it tells us to solve a problem of developing experts from different places to into a real and complete team. People from different backgrounds and diverse places always have different values, perceptions, expectations, needs and resources. Also, different people must have various personalities. Therefore, a good manager should know and tolerant everything happened in the project and keep seeking probable methods to deal with every detailed conflicts.

The causes of the problems were mainly lack of a common objective between the managers and also lack of a proper system in place to face problems such as corruption and bribery. The recommendations suggested might be the answer