Webuwrite Academy Conflict “One of the tenets of this book is that all conflicts are about two issues: power and self-esteem.”(Hocker,J.L. & Wilmot, W.W., 2014). Thought, interpersonal relationships, and knowledge form our mental image of how we view or regard ourselves, consequently how view ourselves determines our conflict engagement method. Personal power, as it relates to the authority, control and the influence we exert in an organization, is also a predictor of our conflict engagement method. From our text, we can carefully conclude that our self view and perceived organizational influence contribute to our participation in conflict.
Attributes of organizational conflict are poor communication, misaligned values, conflicting organizational priorities, and a perception of limited resources, clashing personalities, and differing work styles. Miscommunication or differing communication styles, such as overly aggressive communication, and low communication, evasive or indifferent, are variations or poor communication. Differing values contribute to conflict when there is a lack of acceptance and understanding between individuals and departments. Individuals intent on promoting personal agendas instead of promoting organizational goals and organizational growth contribute to organizational conflict. Rivalry for resources based on a perception of scarcity contributes to organizational conflict by causing employees to feel the need to engage in overly competitive behavior.(Crum, T.F., 1998, p 22). Personality differences, working styles, and problem solving ability contribute to organizational conflict. Underperforming employees place a strain on their peers and impede organizational progress; their lack of commitment and poor work ethic is another cause of conflict within an organization.
The “Webuwrite Academy Simulation” resource revealed five discernible