Organizational conflict Essay

infringe can arise when two or more people or individuals in an disposal have different interests and they pursue these interests intensely. It can also occur when people in a group have different opinions about something even though they both are working to attain the same goal they just cannot agree on how to go about it. at that placefore, conflict can be delineate as a process that starts when one individual or group believes that another is negatively affecting their progress in something.Conflict is also an synergistic process manifested in incompatibility, disagreement, dissonance between two well-disposed entities, e. g. individuals, groups or musical arrangements. Causes of conflict in an establishment Some of the causes of conflict in an organisation take on 1. Poor communication some individuals in organisations can be rude, or messages can be misinterpreted due to bad communication etiquette or poor communication. This thusly leads to conflict between individua ls. 2.Scarce resources or time when the resources are scarce, people tend to fight over the ones available, for instance, if there is only one photocopier in an organisation of about 20 people and most people want to make copies at the same time, then they will tend to argue over it, others world power want to make copies before others whitethornbe because of deadline issues. 3. Poor performance and its associated pressures if an employee is performing poorly, the supervisors or those above him/her would be very harsh and pressurize them to complete tasks in time, or improve the quality. This can cause conflict between the two.The employee can even stun fired for such. 4. Ambiguity in tasks or goals for a aggroup and its members some team leaders or supervisors, set goals that cannot be achieved or give out tasks to their juniors. This can cause hatred and conflict, causing them not to get along 5. Struggles for power and favour employees in most organisations are always in a competition for power and favours from those in management. They always seek promotions from their menstruum positions to higher positions in the organisation. Therefore, if two people are fighting for the same position, they get to be in conflict with one another.6. Social Inequality There are social classes in all organisations, those that are rich, the middle class and the poor. There can be discrimination with regard to the same whereby the rich vanquish the poor, for instance the workers who serve tea or clean the washrooms in organisations can be discriminated upon by the managers who view themselves to be in a higher social class than them. 7. Differing Inter-organisational Values People in an organisation have different values for instance, one can be humble and full of integrity era another can be very aggressive, and rude.These values that people hold can cause conflict between individuals. Effects of conflict in an organisation Organizational conflict can have eithe r positive or negative effect to the organisation, some of these effects include 1. Change- Conflict accelerates change in an organization, especially in small businesses, where it is easy to formulate and implement new policies. Conflict prompts modification of policies and operation procedures in the organization. When the conflict is extreme, an organisation may use up a complete overhaul of its leadership, bringing in new managers with ideas.2. Decrease in Productivity when an organization spends much of its time dealing with conflict, members tend to point less on the project at hand and more on conflict. As a result, organizations can lose money, donors and access to essential resources. 3. Innovation Conflict that results into healthy competition cultivates innovation and inventiveness amongst employees. In times of conflict, there is a high sense of necessity that results into the emergence of divergent viewpoints amongst employees. 4.Waste of condemnation and Resources The business may lose precious time and resources at times of conflict. Instead of concentrating on meeting their objectives, employees waste time on divisive issues. defame of business materials and funds is quite rampant when conflicting parties engage in warfare. Wrangles, stress and emotional confrontations reduce the workers productivity, and eventually, the profitability of the business. 5. Violence When conflict increases without mediation, intense situations may arise between organization members.Its unfortunate, but organizational conflicts may cause violence among members, resulting in legal problems for members and possibly the organization. 6. Members Leave Organization -Organization members who are increasingly frustrated with the level of conflict within an organization may decide to end their membership. Strategies of managing conflict in an organisation There are tailfin main approaches or strategies for managing conflict between individuals in an organisation 1. Avoiding this occurs when both parties realize that they are in conflict but act by withdrawing from it or postponing the conflict.It is a very passive approach and is best used as a stopgap measure to give oneself time to decide how best to solve the underlying problem that is causing the conflict. 2. Accommodating this occurs when one side resolves the conflict by giving in to the other side at the expense of at least one of his or her interests or ask. It is also a passive approach but it can be rational if the other party has likewise much power and is willing to use it. Accommodating might be useful if the relationship between the people in conflict is more Copernican to them than the conflict itself, thus each side might be inclined to accommodate the other.3. Compromising this occurs when both sides gain or lose in regularise to resolve the conflict making each side both partially satisfied and partially dissatisfied. 4. Forcing This occurs when one side decides t o satisfy their own needs irrespective of the impact on the other side. It is a very aggressive approach. 5. Collaborating this is an attempt made by one or both parties to fully satisfy the needs of both parties. It assumes that both sides have legitimate goals and that creative thinking can transform conflict into an opportunity for both of them to achieve their goals.