Organizational Behavior- Conflict Management

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

In today’s organizations conflict and power are important elements to the success of any company but can also create negative long term impacts if not addressed. Organizations require enough power within the leaders to get through conflict and enough conflict within individuals to create new innovations. Not all conflict is bad but when there is conflict individuals with power must assist in aligning conflict resolution to assist in understanding for everyone involved in the conflict. The need for successful conflict resolution is vital for employees so that they are capable of moving on and understanding why the conflict was overcome.

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.

There are two different types of conflicts that could happen in a work place which would be functional and dysfunctional. A functional conflicts is a healthy, constructive disagreement between a groups or individual. A dysfunctional conflict is an unhealthy disagreement that occurs among an individual or groups of employees. A functional conflict will leave employees on a positive note it would only bring awareness to both sides of the issue, improvement of working conditions due to accomplishing solution together, solving issues together to improve overall morale, and making innovation and improvements with an organization. A functional conflict is something everyone is known as a win-win conflict. A dysfunctional conflict stem from emotions and behavioral origins, will have a negative impact for both parties that are having the conflict and the company. Dysfunctional conflicts are commonly known as win-lose conflict (Lombardo, 2003). It is not good for you to try and avoid a work conflict, it only making problems bigger. Work conflicts often happens from communications errors such as poor information, no information and misinformation. Another reason why a work conflict could happen because of emotions. Work place conflicts could emerge in any number of forms but there are some general variety types of conflicts that are repeated on the basis such as conflicts with the boss, conflicts with peers, and

Whenever there are people, there always will be conflict. Opinions vary, misunderstandings and miscommunications occur, and people have different values and priorities. All of these things create conflict in our life and at work. The problem is not conflict itself, but rather how we deal with it. As long as it is resolved effectively, conflict can lead to personal and professional growth. There is no universal accepted definition of conflict. Conflict can be viewed as functional or dysfunctional depending on how each person perceives it, manages it and resolves it. (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.

According to the Merriam-Webster Dictionary, conflict is “a struggle for power, property, a strong disagreement between people, groups, etc. that results in often angry argument or a difference that prevents agreement” or a “disagreement between ideas, feelings, etc.” Although we normally think of conflict as negative, it is a normal byproduct of social interaction and is not in itself damaging. Conflict can occur very easily in an organization, both horizontally and vertically. Prause and Majtuba (2015) identified four components which create conflict. First, there must be a difference of opinion or position of the parties involved. A “misunderstanding or discrepancy in opinions or needs should take place” (Daria Prause, 2015). Secondly, the parties of the conflict should be identified. Although some parties are not aware of their

The conflict that is flexible and encourages creativity, innovation or open-mindedness can create a healthy work environment. The adaptive conflict has the opportunity to challenge group thinking. It can push a dynamic group to create a different paradigm of a business. The further new thinking one has, the more innovation the team can be. A system that has the ability to manage and encourage honorable conflict by discovering and opening new doors can be career

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

Conflict can and will arise in all business settings. Conflict may not always be a negative aspect, if the conflict can be mediated and constructive, new ideas and projects and can result conversations that start out as conflicts. I personally experience a low amount of conflict, usually because I do my best to avoid it if at all possible. When exposed to conflict, I handle it with an integrating style (McGraw-Hill Connect, 2017). By handling conflict with this style, I have a high concern for others as well as a high concern for myself (Dijkstra, Barelds, Ronner, & Nauta, 2017). I am able work with others towards a solution that will benefit everyone and will include positive aspects of everyone’s

In conclusion, managing conflict sometimes is very difficult, but with great leadership skills it can be a little easier. Although you may gain close friendships with your coworkers, there are times you have to put your foot down. When conflict arises in the workforce, you have to set a meeting with the worker or workers involved in the conflict, talk about the situation, and provide them with feedback. Conflict in the workplace can cause a lot of problems between the workers or customers. So, therefore, there are some things you can do to provide effective

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 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

For many of us, every day is a struggle to avoid conflict. Yet avoidance is practically impossible since the core characteristics, ideas and beliefs of each individual often conflict with our own. Differences of opinion, competitive zeal, and misinterpretations, among other factors, can all generate ill feelings between co-workers within an organization. While we can’t avoid conflict, we can learn how to sidestep negative confrontations by becoming familiar with the types of conflicts that most commonly arise in the work place and by learning how to resolve them.

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.