...Conflict can arise from a variety of sources, and between supervisors and subordinates, between co- workers, and between employees and clients. When dealing with conflict in an organization, it is imperative to address the issue, not the people. Conflict in the workplace can be counter- productive. If it is not properly addressed, then any small conflict can grow into an ongoing larger problem. The organization where I am working is not an exempt in this kind of difficulty. It also encounters different kinds of conflict almost everyday. Conflicts, I may say, are inevitable. It is a part of the working environment. One of the most common types of conflict that we’ve come across in the organization I belong to is conflict in interpersonal relationship—commonly known as “clashing of personalities”. This usually stems from differences in behavioral patterns, points of view or ideology or even unhealthy competition between persons or groups. Sometimes it could just start from a petty disagreement to an all out rivalry between two nurses, a supervisor and a nurse or even between two or more departments. This kind of conflict, well all types of conflict I believe, must be handled quickly and openly. It is not just the responsibility of the organization itself but of the employees as well. When it comes to managing conflicts, our nurse manager usually is the one who comes in between to intervene. She first investigates the situation before dealing with it. She first examines...
Words: 907 - Pages: 4
... Pg 1 Cause of Organizational Conflict - Pg 1 Arguments for Conflict - Pg 2 Arguments against Conflict - Pg 3 Conclusion - Pg 4 Reference List - Pg 5-6 Introduction Robbins and Judge, authors of Organizational Behavior define conflict as a process that begins when one party percieves that another party has negatively affected or is about to negatively affect something the first party cares about. The Oxford dictionary defines conflict as an incompatibility between opinions and principles. We cannot run away from conflict. All of us have come across conflict whether in the workplace, at home or at school. Responding to conflict in a pleasant or unpleasant manner depends on individuals, but is a natural part of being human. Conflict in organizations comes about for various reasons. Causes of Organizational Conflict Conflict is inevitable in all facets of life, both personal and organizational (Gupta et al 2012). There are a number of reasons as to why organizational conflict arises. One reason is change. Companies can undergo...
Words: 1676 - Pages: 7
...Conflict is defined broadly as a process that begins when one party perceives another party has affected or is about to negatively affect something the first party cares about. In the business world, there are numerous conflicts that arise on a daily basis that can impact the production of an organization. With this in mind, in order for organizational success as well as dealing with conflicts, it is imperative a plan be in place assisting and educating managers on becoming aware of the best tactics in dealing with any and all conflicts as they arise. One particular conflict which causes production to slow, and animosity to rise in the workforce, is dysfunctional conflict. Dysfunctional conflict, a conflict which hinders a group’s performance,...
Words: 459 - Pages: 2
...Trade Unionism Have Affected Employee Relations 6 1.3 Role of Main Players in Employee Relations 8 2.0 Understanding the Nature of industrial Conflict and Its Resolution 10 2.1 The Procedures an Organization should follow in dealing with Conflicts 10 2.2 The key features of employee Relation in a Selected Conflict Situation: 12 2.3 Effectiveness of procedures used in a selected conflict situation 14 LO3 Understanding collective bargaining and negotiation processes 15 3.1 The role of negotiation in collective bargaining 15 3.2 The impact of negotiation strategy for a given situation 17 Win-Win Strategy 17 Win-Lose Strategy 17 LO 4 : Understanding the concept of employee participation and involvement 20 4.1 The influence of the EU on industrial democracy in the UK 20 4.2 Comparing of the methods used to gain employee participation and involvement in the decision making process 23 4.3 The impact of human resource management on employee relations 24 Conclusion 26 References & Bibliography 27 Introduction The Purpose of this assignment to acquire knowledge and development of skills about employee Relations (Relations between an employer and a collective workforce, typically through a recognized union), its nature, historical background, types, and European Union roles in its development. It also encompasses the industrial conflicts such as strike, lock out etc. and the procedure for solving those dispute to ensure smooth business operation. Further purpose of this assignment...
Words: 4606 - Pages: 19
...Head: LEADERSHIP AND CONFLICT Leadership and Conflict By Brenda J. Gibbs University of Phoenix Leadership is having the knowledge, skills and ability in motivating and influencing others to achieve results. Within any organization, there has to be leadership. Leadership is not found just among people in high level positions. Leadership is needed at all levels in an organization; however, any individual in a group can provide leadership. Change and inspiration is also components of leadership. Challenging employees to do things they do not want to do involve leadership. Conflict or the potential for conflict will always be present in the organization. Conflict and leadership are parallel. When team members in the workplace are not getting along, productivity decreases. When productivity decreases, this is conflict. Resolving conflict comes with leadership. Conflict is not a bad thing but can be beneficial when identified and managed. If conflict is not managed properly, it leads to dysfunction and disaster. It can be very damaging. Conflict is an inevitable aspect of the work team. Conflict can not be ignored. Managers want their employees to work as a team, therefore, managers need to know what steps to take in resolving, managing, and preventing conflict in a quick manner in order to build and maintain teamwork. Conflicts can be constructive as well. Conflicts are usually about issues...
Words: 887 - Pages: 4
...Organizational Behavior (MWB1211A) - BUS610 Dr. Dwight Reimer April 9, 2012 Team Building Exercise for Health Care Providers Organizations in today’s global business world depend on several components to become successful. Some of these components are beyond management’s control, such as the economy and competition within their industry. However, there are some components in which management can be proactive in maintaining the success of the organization; their financial situation, geographical placement of the organization, technology utilized, and personnel acquired. Although all components of an organization are equally important, it is the personnel component which needs continual observation by management. Individuals within most organizations are likely to work within a group of individuals. Moreover, individuals within the group have different personalities and sometimes have difficulty resolving conflicts with other individuals within the group. Many organizations have realized the need to educate their personnel on conflict resolution and have invested financially in consultants to teach management team-building exercises for conflict resolution. Therefore, management can educate their personnel on team-building exercises for conflict resolution. The following pages are a team-building exercise to health care personnel in regards to conflict resolution. Health care personnel such as physicians and nurses are very knowledgeable in the medical field, due to their...
Words: 1228 - Pages: 5
...Recently, tensions have risen between employees in the patient accounts department due to personal conflicts. Confrontations between employees have disrupted the work environment, teamwork is diminishing, employee morale is decreasing, and managers are lacking the tools needed to address and solve these issues. Lack of managerial assistance in solving conflicts among employees also seems to be a problem. Shaun Walder, Director of Patient Accounts, does not like to get involved and rather have the employees work it out amongst themselves. These problems become related because if managers do not get involved, employees will continue to disagree with one another, and the issues are never addressed properly. That brings me to the purpose of this paper. How can managers effectively resolve interpersonal emotional conflicts? Literature Review Interpersonal conflict can be described as conflict between two or more individuals who are in a disagreement with one another. Emotional conflict can be described as conflict that involves interpersonal disputes that occur due to feelings of anger, mistrust, fear, dislike, and resentment. Emotional interpersonal conflict is most common amongst teams, co-workers and between management and subordinates (Schermerhorn et al., 2005). Personal conflict can occur between individuals or groups. However, the distinguishing trait of personal conflict is that it is based purely on negative feelings about another individual or group, and less on substantive...
Words: 1927 - Pages: 8
...Conflict Resolution Techniques to Address a Specific Departmental Issue Between a Supervisor and an Employee Conflict Resolution Techniques to Address a Specific Departmental Issue Between a Supervisor and an Employee My critical thinking paper will focus on the following, delegation, conflict resolution, and motivation. I discuss and explain my experiences and others at my organization of employment throughout my paper. Leadership is necessary to my organization, but has room for improvement. Due to the numerous employees and managers there are many different personalities that must interact. Many managers delegate task and jobs to an employee the task must be properly identified for achievement. Once the job is delegated to an employee, First off the right employee must be chosen for the job. Precise directions must be delegated to the employee. Throughout the process, progress of assignment must be monitored, follow up checks should be made to determine how well the job is coming along, and positive feedback should be given in order to achieve the best outcome possible. Managing employees is a tough task and challenge that should always be taken seriously. An effective delegator should have the skills and ability to clearly describe the position within an organization. A strong and effective delegator is the most powerful management and leadership skills a manager can have. Having the ability to delegate effectively will certainly get the...
Words: 1234 - Pages: 5
...Business organization that you are familiar with and the main environmental influences which affect its sales operations. There are several business organization that I know, one of this is real estate business which has a large sale when it comes to a real estate agent got a client to buy a house and lot or might be a condo unit. The main environment that affect this kind of business organization of which greatly influence its sales operations is its external environment , its competitors to be exact, because nowadays there are many firms that engaged in real estate business that competition therefore is at high risk which would affect very much in sales operation may either be positive or negative. External driving forces can bury a business if not appropriately dealt with. With that a company must be cognizant of these changes, flexible and willing to respond to them in an appropriate way. That is why many changes is observed in order to compete with such difficulties. Though external driving forces is a big impact environment it must also consider its internal driving forces or what we known as internal environment which those types of things, events, situations that occur in either a positive or negative. In order for a business to succeed and gain the competitive edge, the business must know what changes are indeed occurring and what changes might be coming up in the future. A good business is not just done by professionals but people capable to handle organization in an...
Words: 933 - Pages: 4
...FOUNDATIONS OF CONFLICT MANAGEMENT Abstract The effect of interpersonal conflict on team performance will be examined, in terms of the most salient types of conflict in the workplace; whether the Chinese setting can be generalized to U.S. work environments; and recommendations for conflict resolution remedies in the workplace. Introduction Disagreement and differences of opinion are regular occurrences not only in the workplace, but in our everyday lives. In fact, disagreement is often the vehicle by which creative and cutting edge ideas are generated. Conflict is something different altogether. Where disagreement can be an expression of confidence, enthusiasm, or caring, conflict is an expression of frustration, self-consciousness, and anger. It is important to identify workplace conflict, understand how it arises and how to most effectively resolve it. Recognizing and understanding what causes conflict in the workplace during its early stages, is the key to a quick resolution of the issue. Types of Conflict The most salient types of conflict in the work place can be categorized as “substantive conflict” and “personalized conflict”. Substantive conflict deals with disagreements among members of the organization about the content of the tasks being performed or the performance itself. The conflict occurs when the members meet a specific challenge and cannot agree on the cause or a proper solution. The differing views may be based on personal opinion,...
Words: 1510 - Pages: 7
...Management Research Vol.1 No.5 [44-49] | August-2011 IMPACT OF CONFLICT MANAGEMENT ON CORPORATE PRODUCTIVITY: AN EVALUATIVE STUDY Obasan Kehinde , A Department of Business Administration, Olabisi Onabanjo University, Ago – Iwoye. Ogun – State, Nigeria. Email: obasankehinde@yahoo.com ABSTRACT A wide divergence of opinion exists on the source and effect of conflicts on corporate productivity and the effectiveness of the various strategies available for managing them. It has been argued by some that conflicts are signs of a vibrant organization while others contend it is destructive and capable of retarding stability and profitability of organizations. Using a student t distribution to test the significance of response and purposive sampling technique to administer a self-design questionnaires to 50 respondents cutting across all cadres of staff of First Bank of Nigeria Plc.,(Lagos Branch), revealed that the main sources of conflict in the organization relate to perception and value problems. The specific issues bother on employee compensation and welfare while managers prefer the compromise, problem solving and dominating strategies to minimizing the incidence of organisational conflicts. Based on the findings of the study, it was recommended that strategies which promote industrial democracy should be chosen by management as the preferred option in dispute resolution. In addition, the ideal level of conflict resolution required to attain optimum performance for every organisation...
Words: 2989 - Pages: 12
...Causes of Organizational Conflict by George N. Root III, Demand Media Managerial Expectations It is the job of an employee to meet the expectations of his manager, but if those expectations are misunderstood, conflict can arise. Managers need to spend time clearly communicating their goals to employees and then confirming those goals in writing. A manager should also encourage her employees to ask questions about their goals, and hold regular meetings to discuss the goals and how best to reach them. Breakdown in Communication If a department requires information from another department in order to do its job, and the second department does not respond to the request for information, a conflict can arise. Some interdepartmental disagreements might trigger a nonresponsive attitude that can quickly become an internal conflict. Another way of creating this sort of conflict is by giving a circular response such as an issue being perpetually "under review." When people or departments are late in responding to information requests, or they are withholding information on purpose, it is best to address the situation immediately with a personal meeting with both sides to resolve the situation. Related Reading: Organizational Structure & Conflict of Interest Misunderstanding the Information According to mediation expert Robert D. Benjamin, writing on Mediate.com, internal conflict can sometimes arise as the result of a simple misunderstanding. One person may misunderstand information...
Words: 1774 - Pages: 8
...Contents Introduction to the Problem 3 Analysis of the Situation 3 Intergroup Conflict and Conflict Management 3 Decision Making and Problem Solving 5 Leadership 6 Group Motivation 7 Communication and Listening Skills 8 Recommendations 9 References 10 Introduction to the Problem mGAMES began its operation, as a wholly owned affiliate of BHM, a video game development company, in 1995. In 2001, when changes in top management occurred, the company faced tremendous challenges. Intragroup conflict and conflict management issues, poor decision and problem-solving skills, and the lack of leadership were problems that were having a tremendous impact on the organization`s ability to operate at a profit. These issues arose due to a decline in group motivation, and the choice of team members to engage in communication and listening habits that were counterproductive to group success. These destructive behavioral patterns, typically, gave rise to hidden agendas that resulted in a loss of revenue, rising development costs, and unplanned costs for an organization. Hidden agendas inhibit creativity, the ability to make sound business decisions and solve problems quickly, and hinder overall group cohesion. Only through good leadership can a company prevent or turn such situations around. Good Leaders motivate team members, manage group processes and make decisions that improve the culture of the organization (Engleberg and Wynn, 2013, p. 114 -115). They also can motivate team members...
Words: 2189 - Pages: 9
...investigation of conflict management in public and private sector universities Siraj ud Din1 *, Bakhtiar Khan1 , Rashid Rehman1 and Zainab Bibi2 1 Department of Business Administration, Gomal University, D.I.Khan, Khyber Pakhtunkhwa, Pakistan. 2 Institute of Management Sciences, University of Baluchistan, Quetta, Pakistan. Accepted 27 May, 2011 The purpose of this paper is to gain an insight into the conflict management in public and private sector universities in Khyber Pakhtunkhwa, Pakistan. To achieve the earlier mentioned purpose, survey method was used with the help of questionnaire. In this research, impact of university type (public and private sector) was examined on the conflict management strategies of the teachers in higher education. Moreover, a systematic approach was adopted to discover existence of conflict, its intensity, types and sources in these two types of universities. Results indicate that conflict was intense in the public sector universities; interpersonal conflict was more prevalent in public sector while task conflict was high in the private sector universities. Findings indicated that faculty in both types of universities used integrating, compromising and avoiding styles simultaneously in case of conflict. There was no significant difference in the conflict management strategies of both types of universities. Finally, it was revealed that there was no formal system in both types of universities to manage conflict. Key words: Conflict, conflict...
Words: 2493 - Pages: 10
...are common to work in a teams. Conflict is defined as disagreement between individuals. Conflict can arise among members within a team or between one team and another. Conflict refers to antagonistic interaction in which one party attempts to block the intentions or goals of another. Competition, which is rivalry among individuals or teams, can have a healthy impact because it energizes people toward higher performance. Whenever people work together in teams, some conflict is inevitable. Bringing conflicts out into the open and effectively resolving them is one of the team leader’s most challenging jobs. Conflict in corporate teams is fine as long as team immediately works toward a solution. The role of conflict in work teams is determined by the manner in which it is managed. Conflict is a driving force of change that can result in improved decision-making processes and progressive team development. However, teams must learn to be confrontational without destroying the team process. Teams are able to handle conflict and perform at a high level by following a framework of communication needed for managing conflict constructively and capable to mediate their own conflicts, improve both productivity and member relationships. Teams are typically made up of a diverse group of individuals, each member possessing different capabilities and skills. This element is what makes the use of teams so advantageous; however, diversity can also create conflict. Therefore, it is important for...
Words: 2757 - Pages: 12
