Conflicts in Organizations

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Table of Contents

Question3

Introduction4

Conflicts, who does it affects?5

Why do Conflict arise in organizations6

Managing Conflicts 8

Conclusion12

Bibliography13

Why does conflict arise in organizations, and how can it be managed?

Introduction
One thing any organization tries to maintain is a conflict free environment. Impossible as it seems though, many organizations over the decades have gone to extreme lengths to ensure that employers and employees work in a conflict free environment. Unlike the everyday outside world, in the business environment it is easier to encounter conflicts simply because of the value of what is at stake.

Many conflicts can be the result of being threatened and as humans we try to defend ourselves and that is why managers need to source the cause before providing unjust solutions.

Conflict within the organization is a vital factor that can eventually cause it’s downfall but in order to deal with conflict, management has to distinguish between the two types of conflicts: Destructive and the Constructive. With that in mind it is also imperative to look at the sources or the scenarios that result in conflicts.

It can be positive when it encourages creativity, new looks at o1d conditions, the clarification of points of view, and the development of human capabilities to handle interpersonal differences. Then there is the more familiar effect of negative conflicts when it creates resistance to change, establishes turmoil in organization or interpersonal relations, fosters distrust, builds a feeling of defeat, or widens the chasm of misunderstanding.

To truly manage conflicts appropriately one has to consider the nature of conflicts. The whys and the hows must be critically analyzed to properly enforce solutions without being the victims of unethical or immoral behavior. Solutions must be bias to the extent that it does not impair the company’s work or organizational structure and at the same time must not pressure employees. Management ability to successfully implement conflict resolutions can greatly contribute to the growth of the organization.

Conflicts, who does it affect?
Everyone at some point or another has been involved in a conflict. You may have casually brushed it off and moved on but conflict within the organization has a greater and usually more drastic effect which cannot be ‘brushed off’. Conflicts can compromise efficiency and production. It encourages delinquency and forms unnecessary pressure groups that are destructive to the organizational structure of any firm.

When conflicts arise in organizations it not only affects the company but the workers as well. Human Resource departments and managers internationally have a difficult time in resolving conflicts within the organization. Not being able to effectively identify conflict in the workplace and resolve it before it impacts on the greater working environment leaves the organization vulnerable to conflict's incapacitating and potentially disastrous affect.

We need to manage conflict in order to obtain profitable return from it. Managing conflict requires that we consider not only the required guidance and control to keep conflict at an acceptable, yet not too high-level but also the activity to encourage proper conflict when the level is too low. Who would want to lead an organization without the energy and force accompanying the conflict of creativity and initiative?

In the end conflict although is perceived as bad it is at most time not so. It harnesses the prospectus to introduce new more practical solutions and to prevent mistreatment. Essentially it is a concept that has the power to affect everyone internally and...
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