Conflict is part of day to day life in every organisation due to different beliefs, values, religion, age and culture of employees. This is a challenge to managers and directors to solve conflicts, if they arise, by being innovative in creating solutions but not all conflict are bad. There are some conflicts that can help the life of the organisation as it learns and grows as it serves to modify strategies and techniques. Unresolved conflicts lead to unproductive human resources and can lead to absenteeism and decreases the levels of cooperation, which is very bad for the life of the organisation. Conflict happens when two or more contradictory perspectives haven’t been agreed on, but it’s not necessarily a bad thing.
It means that some effective leaders have demonstrated that they have had more genuine connections with their employees after some form of tension with them. It is understood here that some conflicts are not necessarily bad and can improve relationships and strengthen the links between the team members. Also, although it is vital to deal with conflicts, we must be able to understand that it allows us to learn about the leadership and the maturity of the manager or leader and to improve team management progressively in an unfavorable situation. Conclusion Lastly, the three articles discussed that propose solutions and techniques depending on the situation or the conflict encountered, have given us some useful answers to manage conflicts in teams. These solutions or techniques are different from each other, and the leader or project manager will have to deal with the conflicts as soon as they appear and put in any work to cope with them by the existing techniques proposed to improve themselves and also achieve the goals set by the company or
Starting out a project with a clear picture of the resources available will help waylay some of this conflict. Fourth conflict according to me is of Interpersonal Relationships. Often in these types of conflict what I have seen is that parties in conflict are not able to resolve their personal issues with each other. The personalities of the people involved in the organizational structure play an important part in conflict resolution. It is not always easy to set aside personal prejudices when entering the workplace, but it is important to recognize what those prejudices are and deal with them before conflict arises.
Task conflict In contrast to performance conflicts, task conflicts entail disagreements among group members about the content and outcomes of the task being performed (de Wit, Jehn, & Greer, 2012). Yet, task conflict is believed to be the most beneficial type of organizational conflict – when compared to the other two types. It refers to the conflicts and disagreements among individuals related to a certain task, its content, direction and goal. Different opinions, viewpoints, decisions and proposed changes are some of the chief causes of task conflict. Low to medium level of ongoing task conflict is considered healthy for the organization because it stimulates creativity, healthy competition and provides the possibility of a better outcome through constant discussions and different
It helped us become aware, understand and learn about the five conflict resolution styles. We also understood how different genders tend to manage conflicts differently. It gave us an opportunity to conduct extensive research on the topic and gain perspective on the same. We were introduced to the field of research and analysis. The research study also gave the subjects a chance to reflect upon their personal conflict resolving behaviour (that often tends to be overlooked).
Additionally, proper meetings are suggested to sit together with the team, discuss progress, highlight issues and resolve conflicts if any exist. Conflicts in the work place can related to past behaviours, while interaction is about future resolution and interactions. As a leader you can both facilitate a conflict resolution process and resolve a conflict for your team. Some conflicts may be good if they are good for organizational health. As Kevin and Guy has discussed in the book, Conflict is a good thing when it creates the dialogue and discussion of different ideas and solutions to move an organization forward.
CONFLICT THEOREM: A CASE STUDY ON MANAGING CONFLICTS Abstract This case is related to Conflict present in every organisation. It aims to present conflict management practices, their compliance with the diverse workplace environment and analyze the effectiveness of conflict management procedures based on workplace diversity and gender differences. The paper reviews the literature on conflict management, growth of main principles in the society, and differences in techniques based on gender characteristics. It discusses conflict structures, types, and challenges that may occur at a diverse workplace when managing conflicts and speak about the role of managers in the diverse working environment. It also suggests conflict management strategies for managers and employees in the organisation.
The experience takes place in the person’s mind. Hence, it is a type of conflict that is psychological involving individual’s thought values, principles and emotions. Personality conflict may come in different scales that can affect major decisions such as choosing career path. In addition, these types of conflict can be quite difficult to handle because most of people find it is hard to decipher our inner struggle. It is also leads to restlessness and uneasiness or even cause depression.
The work done by Eisenhardt et al (as cited in Mishra et al, 1999) identified that teams that engaged in healthy conflict over issues were more productive, efficient, and made better decisions. Contrary, teams that lacked conflict over issues displayed declining productivity and average performance. Apathy and disengagement are often the results of the absence of conflict. In conclusion, conflict can be perceived in one of two ways, functionally or dysfunctionally (Mishra et al, 1999, p 162). If perceived as functional conflict, the group conflict is directed towards issues and the group uses the energy created to enhance performance.
“Conflict management consists of the use of strategies and tactics to move all disagreeing parties toward resolution, or at least containment of the dispute”(acpe.org). When attempting to manage conflict each party should work towards a solution with different methods. Many staff nurses should use a collaborative conflict resolution style that is designed by a nurse manager. “The nurse executive must train or select nurse managers with effective conflict resolution skills”(nursing economics). Nurses should observe and teach nurse managers successful problem solving abilities.