Conflict management is the process of limiting the negative and positive aspects of conflicts. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
Causes of Organizational Conflict
Listed below are some factors that give rise to organizational conflict but are not limited to;
- Task interdependencies – the first antecedent can be found in the nature of task interdependencies. In essence, the greater the extend of task interdependence among individuals or groups (that is, the more they are to work together or collaborate to accomplish a goal) the greater the likelihood of conflict if different expectations or goals exit among entities, in part because the interdependence makes avoiding the conflict more difficult. This occurs in part because high task interdependency heightens the intensity of relationships. Hence, a small disagreement can very quickly get blown up into a major issue.
- Status inconsistencies – A second factor is status inconsistencies among the parties involved. Example, managers in many organizations has the prerogative to take personal time off during workdays to run errands, and so forth, whereas nonmanagerial personnel do not. Consider the effects this can have on the non-managers view of organizational policies and fairness.
- Jurisdictional ambiguity (the presence of unclear lines of responsibility within an organization). Conflict can also emerge from jurisdictional ambiguity situations where it is unclear exactly where responsibility for something lies. For example, many organizations use an employee selection procedure in which applicants are evaluated both by the personnel department and by the department in which the applicant would actually work because both departments are involved in hiring process, what happens when one department wants to hire an individual, but the other department does not.
- Communication problem – from experience, we can say that various communication problems or uncertainties in the communication process can facilitate conflict. When one person misunderstands a message or when information is withheld, the person often responds with frustration and anger.
- Lack of common performance standards– differences in performance criteria and reward systems provide more potential for organizational conflict. This often occurs because of a lack of common performance standards among differing groups within the same organization. For example, production personnel are often rewarded for their efficiency and this efficiency is facilitated by long- term production of a few products. Sales departments, on the other hand are rewarded for their short- term response to market changes- often at the expenses of long- term production efficiency. In such situations, conflict arises as each unit attempts to meet its own performance criteria.
- Individual difference – finally, a variety of individual differences, such as personal abilities, traits, and skills can influence in no small way the nature of interpersonal relations. Individual dominance, aggressiveness, authoritarianism, and tolerance for ambiguity all seem to influence how an individual deals with potential conflict. Indeed, such characteristics may determine whether or not conflict is created at all.
RESOLVING CONFLICTS IN AN ORGANIZATION
No matter what kind of organization you are working in, conflicts are bound to rise at some point of time. Conflicts are troubles, problems that arise while doing our work.
Conflict resolution process is a procedure of resolving conflicts at work. There are several reasons for conflicts today. It could start from psychological differences to having different opinions on the same topic or even something like power imbalance. When conflicts are not treated with care and effort, they tend to erupt violently. If you own a small business venture, there is a higher possibility of ruining the entire business altogether if the conflicts get worse day by day. However, conflicts in organization are never permanent. In fact, if you follow a couple of effective conflict resolution techniques and ideas, you can definitely save your company from facing death.
WAYS OF MANAGING ORGANIZATIONAL CONFLICTS.
There are several ways of how conflicts can be managed in an organization since conflict will inevitably arise in your organization, as such is the nature of all human interactions. In order to avoid finding yourself stuck in a situation where you don’t have any option, you need to craft policies and ways of managing conflict beforehand. You also need to genuinely self- reflect and encourage your team to do so as well. Ultimately the best conflict resolution strategies are the ones that manage to get your team back on track. Handling conflicts in your organization may include the following;
– To evaluate and understand the emotional
responses of people.
– Self-awareness is key
– Listen to everyone involved and hear their view
– Solve the issue from its roots
– Accept people for everything they are (and are
not)
– Don’t forget about regular feedback
– Ensure that you have the right people.
In conclusion, in case you belong to a very well established organization and are putting up with difficulties at work place, here are some ways that will help in resolving conflict:
- Competing –One style of managing conflicts that could be detrimental in the long run is competition. This occurs when the whole idea is to win and make the opponent part give up.
- Collaborating – It is one of the techniques that work when different ideas are given away by a group of people.
- Compromising – solving conflicts can be made much easier when you show some compromise. This method allows both sides to speak up and express what’s on their mind.
- Avoiding – One of the top techniques use to resolve conflict is to avoid the idea altogether. This seems like a very decent idea to bring down the predicament.
- Accommodating– is one of sacrifice, selflessness and low assertiveness. You are willing to give up just about everything in order to preserve the relationship with the other party.
- Give yourself sometime– As the boss, it is important to take some time off. You shouldn’t jump into conclusion or make hasty decision.