Organisational Behaviour

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BINDURA UNIVERSITY OF SCIENCE EDUCATION

NAME: FIDELIS NYAMAZANA
REG NUMBER:B0923867
PROGRAMME:BBS HUMAN RESOURCES
COURSE:ORGANISATIONAL BEHAVIOUR
COURSE CODE:BS 432
YEAR:PART 4
ASSIGNMENT TITLE:

CONFLICT IS AN INEVITABLE ASPECT OF INDUSTRIAL OR ORGANISATIONAL LIFE DISCUSS? {25marks}

The proceeding text tries to discuss how inevitable conflict is to organizational life. The factors of concern includes limited resources, unmet expectations, unreasonable or unclear policies, interdependent tasks, organizational complexity, Incompatible personalities and decision-making

The unprecedented change on all fronts that organizations face today has generated considerable levels of uncertainty. Such uncertainty creates fear, which, in turn causes conflict. Although a certain level of conflict is considered healthy, uncontrolled conflict can be insidious and even extremely destructive. In addition, conflict is inevitable; however, the results of conflict are not predetermined due to the unavoidability or nature of conflict. Conflict might escalate and lead to nonproductive results, or conflict can be beneficially resolved and lead to quality final products or to the betterment of the organisation. Although very few people go looking for conflict, more often than not, conflict results because of miscommunication between people with regard to their needs, ideas, beliefs, goals, or values(Mullins, 1996).

According to James and George (2008), organizational conflict can be described as the integration of interdependent people who perceive incompatible goals and interference from each other in achieving those goals. This actually happens in organizational life. Disagreement between two of more parties who perceive that they have incompatible concern. It can also be. Conflict may be defined as a struggle or contest between people with opposing needs, ideas, beliefs, values, or goals.

Conflict is as inevitable in organizational life as change seems to be. When employees meet interact during the pursuit of goals or rather when they are completing their task and responsibilities, there is always a potential for conflict. In fact, it is virtually impossible for people with diverse background skills and some norms to work together, make decisions, and try to meet company objectives without conflict.

In addition, managers must indentify, analyse and evaluate both positive and negative values of conflict and their effect on performance. They must learn how and when to stimulate conflict and how to use it to increase the performance of the organisation as it is part of the organisation life. Conflict need not to have destructive consequences. Attitude and conflict management styles play a pivotal role in determining whether such conflict will lead to destructive or mutually beneficiary outcomes (Smith, 2000).

In addition to the above , conflict is neither bad nor good , it often times enhances organizational performances as can be seen in intergroup conflict, this can actually lead to increased innovativeness and creativity , enhance motivation and morale and also reduced tension and hence making it an unavoidable part in the organisation. To really understand on the inevitability of conflict the following are some of the cause of conflict in an organisation

Unmet expectations are one of the causes of conflicts in an organisation, when expectations are created and not realized, a great deal of negativity can result. Unfulfilled promises to customers, smaller than expected salary increases after a great deal of voluntary overtime, resources allocated to a different department without explanation - these are some simple examples that cause customer and company, staff and management and interdepartmental conflict and these cannot be meet at the same time that is it is really difficulty to satisfy the need of all the stakeholder and hence causing conflict to an...
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