Conflicts between Organizations

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‘’Conflict is the process of opposition and confrontation that occur in organizations between either individuals or group-occurs when parties exercise power in the pursuit of valued goals or objectives and obstruct the progress of other parties’’ (Wagner and Hollenbeck 2010, p.227) .

Oceanic Bank International Plc(OBI) is one of Nigeria’s foremost financial services institutions. The bank serves customers spread across all tires of government, corporate organisation, small and medium enterprises and individuals. This review is focussed on the issues that relate conflict between marketing and operations functions and the performance on OBI .

A classic example of organisational conflicts is seen in the relationship between marketing or sales and operations or manufacturing (Rotemberg and Saloner,1995) and it was noted by Shapiro(1977) to be majorly caused by a difference in evaluation criteria for the different units.Taking OBI, Nigeria as a case study, the marketing staff are evaluated based on the number of businesses they generate while operations staff are based on how effectively and efficiently they carry out their duties while adhering to the bank’s policies. Other causes of conflict as highlighted by (Mullins 2005) can be linked to differences in perception, Individual attitudes, departmentalisation and specialisation.This can result in different responses in individuals and differing goals.

In this analysis, the effects of conflict in reducing motivation and performance are discussed.The benefits of functional conflict as compared to dysfunctional conflict in OBI are analysed.The importance of communication and resolution approaches are explored. Also suggestions on how conflict can be minimised in the bank are propose...

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...and it effect on individuals, group and organisation is important in appreciating the factors that enhance and impede group conflicts and creates ways for addressing dysfunctional behaviours and circumstances that leads to conflict and construct ways of encouraging functional conflict that drive performance and good corporate in OBI.

The use of collaborating approach in handling conflict should be encouraged as this will enhance teamwork in the bank.

The importance of effective co-ordination and communication which can build up team culture and trust in the bank has been highlighted .

The suggestions made in the report, once implemented would be beneficial for the bank.It would minimise or eliminate the intensity of conflict and enhance the performance of the staff and organisation as a whole.

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