LEONG KO LIH Student ID
000807849 / SC-KL 00034517 Intake
JULY 2013 Programme
BA (HONS) BUSINESS MANAGEMENT Module Subject
MANAGEMENT SKILLS 2 Module Code
BUSI 1315 Module Lecturer
MR. THARMARAJ Coursework Title
Content NoTitleNumber Page01Introduction0102Organization Conflict0103The Sources of Organization Conflict0204The Role of Organizational Conflict02 0305The Necessity of Organization Conflict03 0406Conflict Handling Styles05 0607Personal Opinion
0608Conclusion0609Harvard References 07 08 10Turnitin Report09 Introduction In order to effectively accomplish organizational goals populations and meet the individual needs of community members and groups must be established between a good and harmonious relationship, which between them should be mutually supportive actions, should be coordinated. However, the reality is that there are various differences between individuals, between groups with different tasks and norms, the same problem will have a different understanding and treatment, so they produce inconsistent or incompatible. In other words, the conflict within the organization or group is an objective reality. Conflict means perceived divergence of interest, or a belief that the parties current aspirations cannot be achieved simultaneously (Capozzoli, 1999). According to Wall and Callister (1995) conflict is a process in which one party perceives that its interests are being opposed or negatively affected by another party. Conflicts are including fundamentals of a persons interdependence, emotions, perception, and behaviors. Organization Conflict Conflict in the workplace is normal happening in most organizations. Conflict is unavoidable and it is surrounding us, not only organization, it appears between countries, society and so on. Workplace conflicts have been categorized into various types. Interpersonal Conflict Management refers to the communication between sender and receiver or behavioral problems it can be broadly defined as two kinds of conflict. Incompatible interests in some of the substantive issues contains negative emotions, such as mistrust, fear, denial and anger incompatible behavior. Compliant in workplace such as uncooperativeness between employees, different style in decision making disagreement with the organization policies and restriction of output (Baron,1990, as cited in Rahim, 1992).
According to McKenna and Richardson (1995), manager should have the effective conflict resolution skills. The important of the skills are the ability to deal with conflict management effectiveness of decision-making. Moreover, the corporate strategy choices, the allocation of rights and the level of productivity have the most direct impact to the organization. The Sources of Organization Conflict
First, in the process of conflict resolution may inspire positive change in the organization. In order to eliminate the conflict, people will seek a better ways for solutions. To seek ways to resolve the conflict, not only can lead to innovation and change, and may make changes easier for subordinates to accept, even for employees desire. Secondly, in the decision-making process intentionally stimulate conflict, can improve the effectiveness of decision-making. During the decision making process, due to the power to control the situation, people are unwilling to consider more different alternative. As a result it may not give sufficient for programmatic decision-making caused by mistakes.
In other hand, conflict also will cause negative consequences. First, the conflict may divert resources. Organizations resources are not mainly used to achieve the stated objectives, but consumed in conflict resolution the time and money are two important resources distributed to be often eliminate the conflict. Second, conflicts undermine employees mental health. Exposure to opposing opinion, will result in hostile, tension and anxiety. Over time, the existence of conflict may...
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