Introduction to conflict
The term conflict referred to perceived incompatible differenced resulting in some form of interference or opposition. Conflict is a natural part of organizational life because the goals between mangers and workers are often incompatible. If people perceive that differences exist then conflict state exists. Conflict is not exists between individual only, it also can exist between departments and divisions that compete for resources or even because of overlapped authority.
However, conflict is a force that needed to be managed or to be resolved but can not be eliminated. Unless is fully resolved, it may remain latent in the situation as a lingering basis for future conflicts over or related to a same matter. Therefore, true conflict resolution is to eliminate the underlying causes of conflict and reduces the potential for similar conflicts in the future.
Moreover, the conflict management was rated as being more important than decisions making, leadership, or communication skills, since the ability to handle conflict was positively related to managerial success. Therefore, the conflict management skills are the most important interpersonal skills a manager needs.
Managers struggle daily to effectively manage or resolve conflict. Understanding how the types and sources of conflict differ could how managers in dealing with conflict.
The types of the Conflict
It is divided into several types sources of the conflict, , they are interpersonal, intargroup and interorganization. Interpersonal conflict is conflict between individual members of an organization, it occurs due to their different goals or values; Intragroup conflict is conflict that arises between a group, team or department, it arises mainly ...
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...cuments or records, will be fired. And lawful actions will be taken.
7. Employee who is found lying to superiors will receive a warning letter.
8. Employee should not work for any competing organization, or commit in criminal activities or participate unauthorized strike activities. Otherwise, he or she will be fired immediately.
9. Employees should treat your colleagues politely.
10. Employee who has received over four warning letters in a year will be fired.
Conclusion
I would establish the above series of grievance and discipline procedure in order to let my employees have a clear picture on my company policies. Furthermore, these procedures let my employees to have a mind of responsibility and a feel of safety. Moreover, any individual who against to follow the discipline procedures of his organization should be punished, and vice versa should be rewarded.
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.
...e personality clashes or warring egos, I believe it is important to act as a mediator that actively listens, when using confrontation techniques. Managing the conflict is about finding a mutual solution that is amicable to all parties concerned. For the mediator it is most important to have the ability to define the problem while acting as an intercessor and look for alternatives in its resolution while diffusing the conflict.
Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order
In simple terms conflict resolution means solution to end a conflict by means of sorting the disagreements and disbeliefs between the indulging parties. In recent times conflict resolution has become a part of corporate world where conflict resolution is considered as methods and process which are involved in aiding the peaceful ending of conflict with in organisations. These conflicts revolves between the group members and often dedicated member of the group try to solve the conflicts by keenly communicating information about the reasons or ideologies behind the conflicts. This report aims at highlighting the personal conflicts that are common in organisations and the solutions to resolve those conflicts. This report is confined to personal and inter-personal conflicts in organisations and does not include issues regarding group and intra-group conflicts.
In every organization there is a potential that there will be conflict between individuals. Conflict is a disagreement between two people. Conflicting perceptions and attitudes can be generally classed into five major styles: 1) avoidance, 2) accommodation, 3) competition, 4) compromise, and 5) collaboration, each of which is discussed in length by Engleberg, Wynn, and Schuttler (2003). Conflict can have both positive and negative influences on the people within the disagreement. The conflict in an organization can be destructive if the conflict is allowed to get out of control. Conflict is also a tool for success as it gives the organization the ability to see different viewpoints or perspectives. Its “positive or negative outcomes depend on the type of the conflict, the causes and number of people involved, attitudes of people in conflict, and other similar factors” (Rudani 2011, p. 632). Having diversity in the organization is the backbone of building a stronger organization through better problem solving and ideas.
Conflict is a process that happens when one party aware of something that another party concern about has negatively affected. The sources of conflict are communication, structure and personal variables occur in both party. The source of conflict is the communication between different cultures with various meaning in words. The higher chance of organizational structure causes conflict as the size of organization is larger. Personal variables causes conflict as both parties involve in same issue with different opinion. There are two reasons of cognition and personalization is perceived conflict and felt conflict. Perceived conflict is one or more parties aware of certain condition will cause conflict. Felt conflict is an emotional
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
In summary, there are no miraculous ways when dealing with conflicts. Each person in an organization has to take their initiative and think of a good solution to solve a company’s conflict. However, having experience and good understanding of the conflict’s nature will help you to deal with it positively. As a professional leader or manager, it is mandatory to bring the best proficiency and planning to overcome the conflict in a constructive, respectful and positive manner.
It can come from many different sources. It can be between supervisors and employees, between co-workers, and between employees and customers. Managers and organizations can choose to see conflict as negative or positive. Treating it as negative results in acting to suppress it at every opportunity When it is treated as positive, however, resolving conflict can promote positive change.
What is interpersonal conflict? DeVito (2011) states, “Interpersonal conflict is a disagreement between or among connected individuals (e.g., close friends, lovers, family members) who perceive their goals as incompatible” (p. 160). How people handle these differences are influenced by specific factors and strategies (Taylor, 2010). Certain factors that affect how individuals approach conflicts are due to one’s goals, emotional state of mind, mental reasoning of the disagreement, personality, and family history (DeVito, 2011). According to Taylor (2010), a more reliable source on how a person reacts to a certain conflict has much to do with the individual’s “trait-like tendencies” because some people will look to regulate the situation, attempt to form a mutual solution, or discover a way to completely evade the disagreement. As for the strategies, DeVito (2011) has listed several ways as to how people manage conflicts.
Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).
Conflict as defined by Merriam-Webster Online Dictionary is a competitive or opposing action of incompatibles: antagonistic state or action (as of divergent ideas, interest, or persons), Mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands. Simply put conflict is the disagreement and disharmony that occurs in groups when differences are expressed regarding ideas, methods, and/ or members (Engleberg, Wynn, and Schuttler, 2003). Conflict among teams or groups develops in many ways. In developing an effective team, members will generally experience the five stages of evolution: Forming, Storming, Norming, Performing, and Adjourning. The storming and norming stages deal with the process of conflict (storming) and resolution (norming). During the storming stage, exact conflict has not yet been identified and therefore chaos, disorganization, and disputes are apparent. The Norming stage is where conflict is identified and dealt with and resolutio...
Intragroup conflict is a type of conflict that can arise among people within a team. It is mostly as a result of our incompatibilities and misunderstanding that can result from ourselves that can escalate to some issues. Mostly it can be as a result of our interpersonal disagreements or differences in our ideas and views. However, this kind of conflict can be quite helpful as it will help us to come up with decisions will help us quickly achieve our objectives as a team, but some disruptions of harmony may happen among the team members which must be solved and settled for the team
According to McShane and Von Glinow, conflict is “a process in which one party perceives that his or her interests are being opposed or negatively affected by another party” (328). The Conflict Process Model begins with the different sources of conflict; these sources lead one or more parties to perceive that a conflict exists. These perceptions interact with emotions and manifest themselves in the behavior towards other parties. The arrows in the figure illustrate the series of conflict episodes that cycle into conflict escalation (McShane and Von Glinow 331-332).
(Asawo, 2011). Conflict can occur in any setting and as leaders in organizations guide and