Organizational politics gives rise to conflict as one person or group attempts to influence the goals and decision making of an organization to advance its own interest. In business, personalities or worldviews collide and arguments inevitably ensue. Organizational conflict is a disagreement by individuals or groups within the organization, which can center on factors ranging from resource allocation and divisions of responsibility for the overall direction of the organization.
CAUSES OF ORGANIZATIONAL CONFLICT i. Differentiation in an organization occurs when employees and tasks are split up into different subunits or groups, so they can produce goods and services more effectively. a) Differences in Functional Orientations – different functions develop different orientations about the right way to increase organizational performances. Their views of what needs to be done to increase organizational performance differ because each function’s task, jobs, priorities and goal differ.
b) Status Inconsistencies Apparent – Very often, functions whose activities are the most central and essential to a company’s operations come to view themselves as more important than other functions and believe they have higher status or prestige in the organization.
ii. Task interdependencies are the actual sharing of information, materials, and expertise amongst the group members in order for each role to successfully complete their given task. iii. Incompatible evaluation systems that reward some functions but not others sometimes create conflict iv. Scarcity of resources is conflict over the allocation of capitals.
SOLUTION TO CONFLICT
In a different view, organizational conflict represents an opportunity for productive change. The use of effective communication lies at the heart of this viewer. Organizational conflicts develop for a reason. By acknowledging the existence of the conflict and divining the