Essay on Organizational Conflict

Have you ever been a part of a conflict? Perhaps the conflict existed in your home because you want your children to do chores, but your spouse disagrees, or perhaps you have had a conflict in the workplace where a co-worker, no matter what you said was always in disagreement with you. Whether at home or work, it is best to resolve conflict as both instances, the conflict could create an uneasy situation at home or in the workplace and could result in people being hurt, work not be accomplished or even a physical altercation. Therefore, it is recommended that instead of allowing conflict to remain, that instead the conflict is resolved For that reason I will describe a conflict within an organization or team which I am familiar with, identify and describe the source(s) and level of the conflict and supporting evidence, describe the steps taken to resolve the conflict, describe a minimum of three conflict outcomes that could reasonably occur as a result of the resolution and the support for my reasoning for each possible outcome. First I will begin with a basic description of conflict.

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

Conflict is part of our human disposition; consequently, it is customary within organizations. “Left unanalyzed and unchecked, it can be a destructive force that consumes time, money and human resources. Learning the various ways that people resolve conflict and expanding their conflict resolution styles can lead to better results” (Sadri, 2012). Within organizations employees have personal beliefs, styles and attitudes, and backgrounds that at times can cause disagreements, inconsistencies and ultimately, conflict. It is the intent of this paper to examine the archetype of conflict as an

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.

2) ‘There is more than one mode available to attempt to manage conflict. Explain with reference to the Thomas/Kilmann (1974) model for responding to conflict sitiuations.’

For our project, Marilyn Martinez, Elexis Padilla and I presented on Chapter 8, titled “Conflict and Cohesion in Groups.” Each group member presented on two sections of each chapter – 8.1 to 8.2 for Elexis (“Conflict in Groups” and “Constructive and Destructive Conflict”), 8.3 to 8.4 for myself (“Conflict Styles” and “Conflict Management Strategies”), and 8.5 to 8.6 for Marilyn (“Conflict and Member Diversity” and "Group Cohesion") The chapter objectives of my sections were to identify the appropriateness of conflict styles and informing the audience or methods which can effectively resolve conflict. Each objective connected to the overall objective of effectively managing either constructive or destructive conflict within groups while also promoting group cohesion.

A leader has a role that can impact others to be more operative in functioning to attain a common goal and maintain effective working relationships amongst group members (Johnson & Johnson 2012). This makes leaders in groups considerably important in shaping individuals (Johnson & Johnson 2012). However, conflict arises in groups and becomes difficult to manage when a leader and the followers lack the skills to manage conflict as a team (Johnson & Johnson 2012). Leadership and conflict resolution skills must exists between leaders and followers in order to manage conflict (Johnson & Johnson 2012). Also, it is possible for followers to teach leaders how to lead and resolve problems since followers can play an active role in building relationships amongst group members (Howell & Shamir cited in Johnson & Johnson 2012). Since followers and leaders both have significant roles in accomplishing the group goals, they both have a role to manage conflict effectively as a group (Johnson & Johnson 2012). This essay will discuss how leaders have an important role in managing conflict and likewise with followers having important roles in managing conflict. Conflicts, the various types of conflicts that happen in groups and the reasons behind the conflicts will be mentioned followed by approaches that can be taken to help manage struggles within groups. The methods can be used by leaders and followers in order to manage

Conflict between team members will happen in the workplace because the fact that there will have an environment where decisions are made and personality clashes will occur. This doesn’t mean you have an unproductive workforce, it means you will have to be able to catch the problem early and know what to do with each individual case. People are going to disagree because they have different view points, different backgrounds and a different thought process, maybe even a different agenda for that project. People disagree for a number of reasons (De Bono, 1985). College graduates will be put into positions of uncertainty due to the lack of work history. This will in turn cause conflict, not knowing

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

Do you agree with the approaches suggested by authors for the three types of conflicts – interpersonal-based, task-based and process-based?

Whether conflicts affect individuals, families, groups, or organizations, people are inclined to avoid rather than confront them. In Scott Pecks work he suggests, that “by far the greatest source of mental illness is delivered from our unwillingness to deal with conflicts as they arise. We put them off until the stress surrounding such unfinished business begins to influence our ability to cope and the very quality of our lives.” (Peck S. , 1978, p. 17) The same is true in groups and teams. It is the avoided task, the unfinished business, or the hostile relations that constantly detract from the group`s ability to function as well as it might.

This research work will be centering on effective conflict management, its impact on employee’s performance, productivity as well as resolution, linking to the management and employees of the organizations. Conflict can be regarded as disagreement regarding interests or ideas (Esquivel and Kleiner, 1997). Managing the conflict appears when the objectives, goals or interests of the individuals or groups are frustrated or about to frustrate. Conflict is an inevitable part of life since the goals of different stakeholders such as managers and staff are often incompatible (Jones et al 2000, Bagshaw, 1998).

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

The traditional view of conflict is that conflict is intrinsically negative, produces negative consequences, and has a detrimental effect on organizations. Like the other two viewpoints, the tradition al view realizes that conflict is essentially inevitable. However, this viewpoint strives to minimize if not outright avoid conflict because it deems it to produce noxious consequences. This outright avoidance of conflict is not necessarily adhered to in the human relations view of conflict. This viewpoint posits the notion that conflict is and of itself natural, or organic in nature. Whereas the traditional viewpoint of conflict is that it is always bad, the human relations viewpoint sees conflict as a natural