Investigating The Conflicts Within Organizations And Will Be Concentrate On Its Specific Source Of Conflicts

Conflicts are realities of life and can be defined as a “situation of competition in which the parties involved are quite aware of the incompatibility of future condition whereby each party wishes to occupy a position that is incompatible with the wishes of the other” (Olu & Adesubomi, 2013, p. 2). They have no boundaries. They occur whether we like it or not, especially when there is disagreement and misunderstanding which stands as major key characteristics of human relationships. The relationship could be domestic, national, or international (Spiroska, 2014). Furthermore, conflicts happen when people are incompatible. In the organizational setting, conflict could arise due to failure of the employer, not honoring certain agreed bargaining. Henry (2009) indicated that if the workers’ right and prerogative is not appropriated rightly, it could cause conflict; such workers’

Conflict is “an expressed struggle between at least two interdependent parties who perceive incompatible goals, scarce resources, and interference from others in achieving their goals” (Hocker, 1991). There are two basic types of conflicts: substantive and emotional. According to Schermerhorn et.al., substantive conflict is a fundamental disagreement over ends or goals to be pursued and the means for their

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

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.

Conflict is inevitable in most any workplace settings and conflicts can grow between the co-workers, supervisors and subordinates and/or between employees, external/internal stakeholders, such as customers, suppliers or other agencies. Conflict management is the key to management competency and all owners small or large should practice effective skills to maintain a positive workplace environment. Regardless of the group makeup, there must be group unity, communication and cohesion for all to achieve the goals of the business or organization along with their own personal goals.

Conflicts are realities of life and can be defined as a “situation of competition in which the parties involved are quite aware of the incompatibility of future condition whereby each party wishes to occupy a position that is incompatible with the wishes of the other” (Olu & Adesubomi, 2013, p. 2). They have no boundaries. They occur whether we like it or not, especially when there is disagreement and misunderstanding which stands as major key characteristics of human relationships. The relationship could be domestic, national, or international (Spiroska, 2014). Furthermore, conflicts happen when people are incompatible. In the organizational setting, conflict could arise due to failure of the employer, not honoring certain agreed bargaining. Henry (2009) indicated that if the workers’ right and prerogative is not appropriated rightly, it could cause conflict; such workers’

Conflict is opposition or antagonism toward other individuals or things (Hegar, Human Relations at Work, pg 480). For example, if your co-worker was given an award for outstanding work performance but you feel that you were more deserving of the award. Now there is a conflict between you two. Even if you do feel like you are more deserving, you should still try and keep that to yourself and get your work done. Holding that type of animosity just creates more conflict. Two types of conflict that are important in human relations are conflict at the individual level and conflict at the organizational level. When needs of individuals are at odds conflict can develop. The reasons for this are frustration and interpersonal conflict. Some of our biggest frustrations come from the workplace. It may be because we feel that our work in unfulfilling, co-workers that we don’t get along with demanding structures within the organization that seem to micromanage us. In most instances we feel that our options for real fulfillment at work are limited which creates conflict inside us. Intrapersonal conflict occurs when a person or group of people frustrates or interferes with another person’s efforts at achieving a goal (Hegar, Human Relations

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

Traditionally, conflict in organisations has been. viewed very negatively. It has been considered dysfunctional primarily because of the adverse effects it could have on organisational productivity. Conflict could cause losses in productivity because groups wouldn't cooperate in getting jobs finished and wouldn't share important information. Too much conflict could also distract managers from their work and reduce their concentration on the job. The classical writers believed that conflict is inherently bad and so it must be curbed. They believed that conflict indicates a malfunctioning within the organisation and it represents management's failure to bind the workers and the organisation together For instance, Fayol advised that whenever there is a clash between the interest of the organisation and that of an individual, the interest of the organisation must prevail. ' Thus, traditional

The essential meaning of organizational conflict is the difference by people or gatherings inside an organization, which can fixate on factors going from asset distribution and divisions of duty to the general bearing of the association. A typical case of organizational conflict happens when specialists advocate for higher pay and the entrepreneur or administration needs pay levels to continue as before. This begins at the procuring stage by noticing people's correspondence styles and considering how diverse objectives, interests and foundations may influence relational connections (Marra, 2012). Work environments may have particular and formal principles for conflict management, however even regular

Olakunle (2008) identified six classifications of conflict which could be described as interpersonal, intrapersonal, intergroup, intra-group, inter-organisational and inter-organisational conflict. Conflicts rather occurs as a series of conflict events. Besides being an unwelcomed distraction, conflict begins as a minor disagreement or misunderstanding that can rapidly escalate into questioning and challenging about it which in turn, damages relationships, reduces morale and productivity. Ultimately, it is possible conflicts can lead to absenteeism, sabotage and strikes.

Conflict is a "state of disharmony brought about by differences of impulses, desires, or tendencies" (Rayeski & Bryant, 1994). Although many people and organizations view conflict as an activity that is usually negative and should be avoided, conflict is a natural result of people working

In this world every working organization is having its own conflicts and the way of managing that conflicts are also differ from others. Conflicts can become cause of stress for organization and for individual. There are different types of conflicts and several ways of resolving the conflicts. In this report, the conflicts of one working organization can be shown and the recommendations according to the “Blake and Mouton’s model of handling conflicts” to solve the conflicts of the organization.

Conflict is an occurrence in virtually any organization, regardless of how large or small it may be. It is exceedingly difficult to get people to agree with one another about everything all the time, especially when they are competing for the same resources (Tsang, 2012, p. 84). This difficult is naturally exacerbated when there are stratifications between people, which frequently occurs in organizations. Organizations may have different categories of employers such as those in sale, marketing, finance, human resources, etc. The three main views of conflict which also play a significant part in the resolving of conflict are the traditional, the human relations, and interactionist views. There are points of similarities and differences between all of these views.

Organizational conflict arises when an individual or group perceives a threat to his/their interest. Most organizational conflicts in Nigeria emerge due to inability of the system to fulfill the collective agreement with the employees. This leads to employees quitting from the job. Another source of conflict exists between employees; arguments and competition on promotion, position and performance being the causes. Employees resigning from their job leads to low productivity and bad organizational reputation in most situations. However, as a result of high cases of poor conflict management styles, its growing complexity and management in organizational settings in Nigeria; it has become necessary to examine best conflict management styles and also the attitudes of executives and employees to finding lasting measures for resolution.