Organzational Behavior

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Clarification is the first step towards understanding dynamics of conflict within the work place. Exploring the various types of conflict should be used as a precursor to approach the differences between constructive and destructive conflict. Understanding how organizations can enhance employee strengths under varying conditions is reinforced through good communication skills in the conflict management process. Communication emphasizes the need for self-understanding and self-management for the conflict resolution process to work. The techniques of Indirect Conflict Management and Direct Conflict Management help in dealing with specific problems such as hostile individuals, personality conflicts, etc. are best used as a guide and should not be taken literal as each individual presents varying issues. Destructive conflict works as a disadvantage to employees, groups and organizations. Destructive conflict affects group efforts needed for team building, and creates hostility resulting in a hostile environment. Constructive conflict is a beneficial factor for some organizations in which groups address issues and make decisions to provide an opportunities for improvement. Conflict-management appropriately models professional standards so that every employee may effectively progress in a professional manner appropriate for the workplace. Indirect conflict management approaches share the common quality of avoiding direct dealings with personalities. They include reduced interdependence, appeals to common goals, hierarchical referral, and alterations in the use of mythology and scripts (Schermerhorn, Hunt, & Osborn, 2008, p. 349). Reduced Interdependence creates a systematic approach by eliminating conflict by separating groups in which require interaction. By spreading or reducing contact with one another resolution is believed to be resolved. As an alternative to reduced interdependence another indirect approach is assigning a liaison to facilitate activities...
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