Effects of Conflict

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Effects of Conflict on Employee and Organizational Performance By
MeLissa Wilson
Organizational Behavior, Instructor Sherri Petro

Effects of Conflict on Employee and Organizational Performance Outline
1.1 Introduction
1.2 Causes of conflict
1. Personality clashes
2. Lack of leadership
3. Work environment factors
1.3 Types of conflict
1. Interpersonal Conflict
2. Task conflict
3. Procedure Conflict
a. Vertical Conflict
1.4 Reason of Conflict
1. Interpersonal relationships
2. Structural changes within the organization
1 Controlling and Managing Conflict
1. 6 step process
2.2 Methods to Resolve Conflict
1. Compromising
2. Mediation

3.1 Effects of Conflict

1. Effects on Organization
2. Effects on Employee

4. Conclusion

Effects of Conflict on Employee and Organizational Performance MeLissa Wilson
Organizational Behavior Course
Abstract: Conflict exists in all types of working environments. If you are working with people or interact with people on a daily basis, at some point you will be involved in or have to deal with some form of conflict. Every employee hopes for a healthy, conflict free working environment. Conflict within the working environment has a direct impact on an employee’s job satisfaction and performance and on that of the organization’s performance. This paper is an attempt to understand and know the effect, causes, types and strategies on managing employee’s job satisfaction and job performance when having to be involved in, or have had to deal with any type of conflict. 1.1INTRODUCTION

Today, the majority of business organizations are doing business in a turbulent environment where there is a constant search to find a way to improve their competitiveness and performance (Dodd, 2003). With reference to organizations, conflict is the disagreement between employees, departments, managers or groups of people within the business. Disagreements may occur due to differences in points of view, ideology or unhealthy competition that may yield to either a positive or to a negative consequence. No matter what type of conflict or level of conflict occurs, there a number of functional and dysfunctional consequences that can arise from that conflict (Esquivel and kleiner, 1997). In addition, organizational conflict is regarded as the discord that happens when the goals, interests or values of different individuals or groups are incompatible with those individuals or groups block or frustrate each other in attempt to reach their objectives. Conflict is an inevitable part of the organizational life since the goals of various stakeholders such as managers and staff have various and different points of view and are incompatible (Jones et al., 2000). Conflict is a fact of life in any organization as long as people compete for jobs, resources, power, recognition and security (Adomi and Anie, 2005).

As the term and sound of “conflict” generally has a connotation of something negative for most individuals, it can have an effect of both a positive and a negative. Researchers have stated that most organizations need more conflict, not less (Rico, 1964). It has also been stated that the absence of conflict may be an indication of autocracy, uniformity, stagnation and mental fixity; the presence of conflict may be indicative of democracy, diversity, growth, and self-actualization (Pondy, 1992). Furthermore, conflict is considered psychologically and socially healthy. It is psychologically healthy because it provides an outlet for frustrations and gives a feeling of participation for those involved in the conflict (Tjosvold, 1998). In most organizations today, employees are organized into manageable groups in order to reach a common goal, thus making the probability of conflict to be high. There is no one source of conflict that occurs in organizations at all levels of management (Barker et al.,...
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