Organizational conflict Essay

employment pile arise when two or to a greater extent large number or individuals in an organisation ache different interests and they pursue these interests intensely. It net also occur when commonwealth in a group have different opinions ab forth something even though they twain are operative to attain the kindred goal they just cannot agree on how to go about it. Therefore, run afoul can be defined as a make for that starts when unitary individual or group believes that another is negatively affecting their progress in something.Conflict is also an interactive process manifested in incompatibility, disagreement, dissonance amongst two social entities, e. g. individuals, groups or organisations. Causes of battle in an organisation Some of the causes of date in an organisation include 1. Poor communication some individuals in organisations can be rude, or messages can be misinterpreted due to bad communication etiquette or shortsighted communication. This therefor e leads to conflict amidst individuals. 2.Scarce resources or time when the resources are scarce, people incline to fight over the whizs 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 aforesaid(prenominal) time, then they will pitch to argue over it, others might want to make copies before others possibly 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 rattling harsh and pressurize them to complete tasks in time, or improve the quality. This can cause conflict between the two.The employee can even get open fire for such. 4. Ambiguity in tasks or goals for a police squad 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 flowing 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 disparity There are social classes in all organisations, those that are rich, the tenderness class and the poor. There can be discrimination with regard to the same whereby the rich oppress the poor, for instance the workers who serve tea or strip down 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 while another can be very aggressive, and rude.These values that people hold can cause conflict between individuals. Eff ects of conflict in an organisation Organizational conflict can have either positive or negative piece to the organisation, some of these effects include 1. Change- Conflict accelerates change in an organization, specially 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 endure a complete overhaul of its leadership, bringing in new managers with ideas.2. shine in Productivity when an organization spends much of its time dealing with conflict, members tend to focus less on the project at hand and more on conflict. As a result, organizations can lose money, donors and access to natural 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 military issue of di vergent viewpoints amongst employees. 4.Waste of Time and Resources The business may lose unparalleled time and resources at times of conflict. Instead of concentrating on meeting their objectives, employees chase away time on divisive issues. Misuse of business materials and funds is instead rampant when conflicting parties engage in warfare. Wrangles, stress and emotional confrontations deoxidize 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 power 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 break up to end their membership. Strategies of managing conflict in an organisation There are quintuplet 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 apply as a stopgap measure to give oneself time to see how best to patch up the underlying problem that is causing the conflict. 2. Accommodating this occurs when one perspective resolves the conflict by giving in to the other side at the expense of at least one of his or her interests or needs. It is also a passive approach but it can be rational if the other party has too much power and is involuntary to use it. Accommodating might be useful if the relationship between the people in conflict is more important to them than the conflict itself, therefore each side might be inclined to accommodate the other.3. compromising this occurs when both sides gain or lose in order to resolve the conflict making each side bot h partially well-to-do and partially dissatisfied. 4. Forcing This occurs when one side decides to run into their own needs heedless of the impact on the other side. It is a very aggressive approach. 5. Collaborating this is an move 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 intellection can transform conflict into an opportunity for both of them to achieve their goals.