Conflict Management In Organizations

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.

Conflict is an offensive obstruction of contrasts from two distinct parties on a perceive contradiction on the desires and concerns of others carrying out their goals. According to Cooper, Conflict develops when something is propelled into the space already occupied by something else that cannot readily accommodate this new presence (2003). The destructive potential experience of conflict exists as a major aspect of organization life which offer access for advancement, change and development. These conflict results are vital to theory conflict management method in achieving a conclusion. Management assumes a willingness to desist or disengage so that the energy produced by the conflict can be appropriately dissipated (Cooper, 2003).

In this assignment, you must write 300 to 450 words on conflict and conflict management. Record your answers in this worksheet.

Dealing with conflict is always a challenging situation, which requires team members to be integrated into a single, organized unit (Bolger, 2003). Conflict among teams is bound to occur no matter how much one tries to avoid it. While resolving all conflicts is not possible, these conflicts can be dealt with using the correct methodology. To address team conflict there are five methods: Accommodate, Compromise, Enforce, Explore, and Postpone (Bolger, 2003).

This paper provides the reader with information on conflict, the levels and the components. The paper will provide information on how conflict can manifest in an organization or team. It will discuss conflict resolution which it the final component of conflict and provide information on identification of the issue. Baack advises that not all conflict is the same and outlines four levels of conflict, which are intrapersonal, interpersonal, intragroup and intergroup. (Baack, 2012) Conflict that is intrapersonal is the conflict that resides on an individual level. The conflict or battle that has an individual torn between choices that a right or wrong. The conflict between two or more individuals has a classification as interpersonal. Blau

Many people do their best to avoid conflict at all costs, but it is an occurrence that everyone must deal with from time to time. Understandable, the avoidance of conflict is glamorous, however learning how to handle the conflicts can make them seem less bothersome. Learning how to manage conflict is a key factor in becoming a manager and the execution of that learning can be very different from manager to manager. Shanker (2013) describes conflict management styles as an equation involving the disposition of the manager, range of situations the manager finds themselves in, specific strategies, and individual intentions. Every manager is different in their conflict management style, but the act of confrontation is present in most conflicts.

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

Even though people think conflicts will not arise in their team, it is vital to have conflict resolution strategies in place in order to avoid conflict and maintain a strong level of team communication. When becoming part of a team, obstacles are common, and they can come from outside of the group, as well as from within. There are many different steps that team members must go through in order to avoid conflicts getting out of hand. Teams must have a common goal that they are working toward in order to overcome these obstacles.

Conflict is natural and unavoidable in human interactions. It may possess both negative and positive characteristics in its ability to hinder task performance by creating hostility, as well as enhancing decision making, creativity, and innovation among team members. Therefore, the ways in which we deal with conflict are

Traditionally, conflict was ignored, avoided or overlooked by management. However, over the past few years, it has come about that some conflict can help the production of the organization if that conflict is cultivated properly. It is important to remember that “managers must be able to handle conflict in a functional manner.” (Satterlee, 2013, p. 173).

Conflict can have significant impact in the workplace and should not be ignored. It is essential for managers, supervisors, and even coworkers to address individuals that are causing office conflicts. The need for managers to have better leadership and management skills to handle their complex responsibilities is well recognized. The following case introduces conflict management in the workplace setting. The foundation of conflict management centers on communication techniques including transparent communication, open discussion, active listening and timing of intervention. This case analyzes the cause of conflicts, reviews techniques of conflict management, and discusses specific management styles such as: avoidance, competition, accommodation, compromise, and collaboration.

When studying organizational management this semester I found the discussion on organizational conflict to be the most compelling. Our analysis not only gave me understanding on how destructive team conflict is present in organizations, but also in any teamwork setting. Conflict is often a recurring problem for organizations, so it is vital for leaders to understand how to regulate it. Whether we were studying organizational change, devolvement, or leadership what was common to all was the presence of conflict and its effect on an organization.

Conflict management plays a key role in any organization. Conflict management helps to identify and resolve the issues even before it happens. As defined in the dictionary, the following bear closer resemblance with what some organizations define as conflict. Conflict is defined as ‘the opposition of persons or forces that gives rise to the dramatic action in a drama or fiction; and incompatibility ' or ‘interference, as of one idea, desire, event, or activity with another '. In modern day management conflict has a broader meaning and plays a vital role in the success of any organization. Organizational conflict involves interpersonal conflicts with colleagues or supervisors, or inter group

Moreover, the results of the study supported their argument that conflict can contribute to effective teamwork. The article conveys that task conflicts and relational conflicts can have a positive or negative effect on the organization depending how the approach is handled. According to Edwin Locke’s “Handbook of Principles of Organizational Behavior,” relationship conflicts are based on “personality clashes and can be detrimental to team morale and the team performance” (Weingart & Jehn, 2009, p. 327). Task conflicts can be beneficial to any organization, only if managed when collaboration between two or more individuals share values and work together towards a common goal. The findings of this study show that facing the conflict at hand improved the worker’s attitudes. The findings also suggested that team members who openly approach conflict will improve their performance. According to the article, “avoiding conflict does not mean conflict disappears; eventually, avoiding types of conflict will result in competition” among members of the team (Tjosyold, Chun, Ding, & Hu, 2003). Competition will disrupt the work environment and may not result in positive outcome for the team or the organization. According to research, competitive interaction will allow members of a team to outdo one another. This could result in negative consequences such as the team members will not utilize each

In my second research article by Heathfield (2016), she provides actions that should be avoided when trying to resolve conflicts. She also provides ways to mediate and resolve conflict. According to Heathfield (2016) these are the things to avoid when resolving conflict: “Do not avoid the conflict”, “Do not meet separately with people in conflict”, and “Do not believe, for even a moment, the only people who are affected by the conflict are the participants.”